It's interesting to see the discussion unfold. I used to do a lot of logo design, some for the replacement of time-honored logos even. Spicy jobs those were, both on pro and con sides! One thing I learned was that new, individual, and fresh leadership psychology often brings new logos into being. Differentials in psychology can't help but expose new perspectives on organizational concepts. And that's what a logo is,…
> One thing I learned was that new, individual, and fresh leadership psychology often brings new logos into being Could it be that new leaders feel they have to demonstrate they're in change, and initiating a logo replacement is unfortunately much easier than doing something that is genuinely positive for stakeholders and shareholders?
While not outside of the realm of possibility, it's actually rare to see that kind of thought process play out in practice of working with businesses & NPOs on their logos.
Much more common is that there is a base of support for change from above, outside, and below.
Maybe related to the fact that "I changed our logo to suit myself" isn't broadly seen as a masterstroke in objective leadership practice.