That said, there’s one feel-good quote we’d make an exception for. Straight from the brilliant mind of Amy Poehler in her book Yes Please—a masterclass in cutting through the noise and getting things done—comes this gem:
 
“Remember, the talking about the thing isn’t the thing. Doing the thing is the thing.”
 
This might sound like an oversimplification, but it nails why so many companies, big and small, get stuck in the strategy spiral, it’s also a fundamental truth about transformation. Many businesses spend years in strategy meetings, refining grand visions, only to stumble when it comes to execution. Talking about change is easy—actually making it happen is another story.

What we know

Did you know that 78% of corporate transformations fail? That means that for every ten companies trying to reinvent themselves, less than three make it through. Why? Because transformation is hard. Most organizations know they must change but get stuck between outdated strategies and ineffective execution.



At Ebb, we believe strategy is execution. If your strategy doesn’t spark a movement, it’s just a document. We’ve seen this firsthand. That’s why we help companies define their new strategies and turn them into real action.
 
Companies that only focus on restructuring without addressing behaviors and culture rarely sustain their transformation. On the other hand, those who involve their people, build adaptive systems, and focus on the human side of change are the ones who succeed.



What we can do

So, what can we do? We can learn how to recognize the most common transformation pitfalls and actively avoid them. Research by John Kotter highlights eight key reasons why change efforts fail, including lack of urgency, weak leadership coalitions, poor communication, and failure to integrate change into company culture. With these in mind, we’ve refined our approach to focus on what truly makes transformation possible.



Here’s what we’ve learned from companies that succeed:

• Build momentum early. Don’t wait for perfect conditions. Instead, start with quick wins that demonstrate change is possible.



• Empower employees. Transformation isn’t just a question for the leadership board; employees at all levels must own the change and feel that they are part of it.



• Break down barriers. Identify and remove outdated structures, redundant approvals, and other bottlenecks.



• Focus on culture. Systems can be restructured, but your culture determines whether change sticks. Make sure to unify your people around your new way of working.





• Measure progress, not perfection. Define clear milestones and celebrate small wins together along the way.

We recommend you start with small, visible changes. Identify one obstacle slowing your team down and remove it. Foster conversations around change and continuous learning, and remember to recognize those who dare to challenge and improve how things work. And if you don’t want to do it on your own, we are here for you.

Want to be part of the 22% that succeed?

At Ebb, we help companies build momentum, remove obstacles, and sustain long-term success by ensuring that change is deeply embedded in your DNA. Because change is a natural cycle. And we believe that just like the tide, businesses need the ebb to make the most out of the flow. That’s why we don’t believe in rigid transformation programs. We believe in designing organizations to continuously evolve and grow, and we let strategy, creativity, and culture work together to drive real, lasting impact.

Ready to beat the odds?