> But maybe it's 1845, you're the last one in the office. You promised to raise a PR for tomorrow, but the hook fails. You try some things, and eventually disco

> But maybe it's 1845, you're the last one in the office. You promised to raise a PR for tomorrow, but the hook fails. You try some things, and eventually discover that it hides well enough if split into four strings. You commit, click to raise the PR and go home. You raise a great point which is that these kinds of mechanisms are only as strong as the cultures that support them. If the team doesn't wholeheartedly digest and commit to the new mechanism, it will at best achieve only surface level improvements. Getting your team's culture to that point is a step zero of sorts -- completely necessary precondition and you can't do much without it. And that can end up with people paying lip service to the letter but not spirit of the mechanism.