Comment by jmcgough

This might be appropriate in some cases, but it's important to consider that you have a finite amount of social capital as a new leader. Once people get sick of poorly thought-out changes it can be hard to keep changing things and get buy-in, and talented employees (who almost always have someone asking to hire them) can be the first to leave.

I'm a fan of Chesterton's Fence [1]. Put effort into understanding the organization and why it's architected the way it is before making changes.

[1] https://www.lesswrong.com/w/chesterton-s-fence