Do you remember the days when placing a phone call meant speaking directly to an operator? "Hello operator, I would like to call [name] at [number]." It was a time when human connection was at the heart of communication. While I may not be that old, I do recall the era of "party lines," where multiple households shared the same telephone line. If someone was already using the line, you'd have to wait your turn. And, if you were quiet enough, you might overhear your neighbors' conversations.

But why am I reminiscing about telephone operators? Lately, I've been reflecting on how often people reach out to me to "plug them in"—to connect them with a person, a document, or a project from the past. "LM, I need to do [task], but I don't know who to talk to about that. Do you know who I should call?" Or, "LM, do you remember who did the signage on the project 10 years ago?"

These requests highlight a growing concern: the loss of organizational knowledge. In my day job, I've been with my employer for 25 years, navigating through about 12 different roles and countless projects. Over time, I've become a historian within the system.

This phenomenon is known as "corporate amnesia"—the gradual loss of shared knowledge and experience within an organization. It's a condition that many businesses face, especial ly as employees retire, transition, or move on. The consequences are far-reaching:(en.wikipedia.org)

• Inefficiency: Reinventing the wheel because valuable insights are lost.
• Increased Costs: 
• 
  Spending more time and resources to rediscover information that was once readily available.
• Decreased Innovation: Lack of historical context can stifle creativity and problem-solving.
• Operational Disruption: Sudden departures can leave gaps that disrupt workflows and decision-making.(fastcompany.com)

In a world that's rapidly evolving, it's crucial to remember and learn from our history. By doing so, we can build stronger, more resilient organizations that honour their past while innovating for the future.