The False Move of False Change: Why 70% of Transformations Fail

By Mehdi El Idrissi, Senior Partner – Alides | ECI Group

According to BCG and Bain, nearly 70% of corporate transformations fail to deliver on their initial objectives. The cause is rarely technical. It is human, political, and cultural.

The “false change” is the kind that adjusts organisational charts, job titles, or reporting systems without touching the real levers of power, the ingrained habits of collaboration, or the informal zones of influence. It is agile rituals without changing how priorities are set. It is resilience speeches without addressing the organisation’s managerial debt. It is installing OKRs while avoiding the difficult conversations.

Optics vs. Substance

False change thrives when the appearance of action replaces the discipline of execution.Theatrics — new dashboards, rebranded functions, or symbolic role swaps — can momentarily satisfy stakeholders. But without altering decision rights, accountability structures, and leadership behaviours, such moves remain cosmetic.

True change requires confronting the hard trade-offs: which strategies to abandon, which roles to redefine, which leaders to reposition or release. Anything less is decoration on the status quo.

The Political, Cultural, and Human Traps

Every transformation navigates three invisible currents:

• Political — Misjudging influence networks can derail initiatives before they start.

• Cultural — Imposing structures that clash with the organisation’s unwritten rules will trigger resistance.

• Human — Overlooking the readiness, resilience, and ambitions of key leaders undermines stability at the top.

From Illusion to Impact

Real transformation is not about creating the perception of movement, but about making it operational in the value chain. This means:

• Identifying true “execution champions” (McKinsey) — those who translate strategy into disciplined action.

• Aligning incentives with the organisation’s core roles and priorities.

• Eradicating “false empowerment zones” where decision-making authority exists in name only.

The Price — and the Payoff — of Real Change

Leading genuine transformation often means raising issues the organisation has avoided for too long. It demands accepting discomfort as a necessary passage and surrounding oneself with partners who combine lucidity, political acumen, and executional discipline.

Transforming an organisation is not a design exercise; it is an act of leadership. It is not about moving boxes on a chart but about realigning power, responsibility, competence, and ambition. It is demanding, political, and often uncomfortable — but it is the only way to prepare the organisation for lasting impact.

And summer, with its distance and quiet, may be the most strategic moment to begin this work.

Summer Strategic Series

1. Editorial – Setting the tone for a season of decisive leadership moves, where strategic clarity and timing become a competitive advantage.

2. Restructuring with Impact – A structured roadmap to align leadership architecture with strategy during the summer pause.

3. The False Move of False Change – How to distinguish optics from substance and avoid political, cultural, or human missteps in reorganizations.

4. Appointing a CEO Today – The new leadership standards boards now demand: clarity of vision, team alignment, and political acumen.

5. Silent Transformation – Real-world examples of coherent execution, delivered without ostentation — yet with authority.

6. Reading to Decide Differently – A curated selection for leaders engaged in strategic reflection.

About Alides

Alides is Morocco’s exclusive member of the Association of Executive Search and Leadership Consultants (AESC), delivering discreet, high-calibre executive search Morocco, leadership assessment, and succession planning across Africa and the Middle East. As part of the global ECI Group network, we partner with boards, CEOs, and investors to secure transformative leadership for growth, digital reinvention, and cross-border expansion.Every engagement is guided by the highest ethical standards and a singular objective: to ensure leadership becomes your most enduring competitive advantage.Learn more at www.alides.org.