I work with a colleague who is a very talented network engineer. He is in his late 40s or early 50s, and is probably the most experienced person on our team in his area.
His work is always well-done and timely, and he is always willing to help others and even other teams with design or troubleshooting. The problem arises in culture. Our environment is in a government contractor in the US, and as such everything is tightly regulated. Our change management process is much more restrictive than I have found at any of my previous positions.
My colleague owned his own consulting firm before this, and basically ran several small enterprise networks (full-stack) on his own, where any change he made was done quickly with little or no documentation. Here, we have several forms to go through, it often winds up that a ~5 minute configuration change can take an hour or more to submit, let alone getting approved.
My colleague often becomes frustrated by this, and does a sloppy job writing change requests, or ignores doing it all together. This creates a backlog for the rest of the team, and confusion in that we are never sure which version is the most up-to-date. On many occasions, the backlog is so bad others or myself have stepped in to write his change requests for him, further slowing us down.
He has been approached about this by two mangers now, but he perceives every criticism as an attack on him personally, to the point he was shouting about being the "most experienced in the company" in a meeting. It's obvious to me the managers are unwilling to further provoke him, and he feels he is over-worked as-is, and sees the process as a hindrance of which he need not take heed.
My question is: is there a way I can approach him or others to make it known to him that his behavior is actually slowing the group down, and offer to help him learn to get through the process more quickly so we can all work faster? I know this is not necessarily my place, but he seems to get especially defensive around managers, in thinking maybe my more even status as a colleague will be more to his liking
TL;DR: my colleague is not listening to the advice or criticism of management, and it is hurting the team. Is there a way I can help my interacting with him directly or with others?
Edit: I know this isn't "in my job description", but I'm not looking at this as any different from mentoring an intern. I also see this as a learning opportunity for myself and by no means claim infallibility in this situation. The process is young and a pain for everyone, but only one person seems to be taking notable exception.