The architects of global transformation initiatives—be they cultural or technological—aim for greater strategic clarity, consistency, and operational excellence. Yet many initiatives fall short of expectations. What causes these efforts to stall, and how can organisations increase their chances of success?

Why does global change so often miss the mark?

The reasons for failure are strikingly consistent: lack of leadership backing, poor communication, unclear objectives and change fatigue. However, in international contexts, the issues run deeper. Global programmes often rely on assumptions about the home market that do not apply across borders, from legal frameworks to organisational cultures. Standardised solutions may appear efficient on paper, but they can overlook local constraints and miss critical engagement opportunities. Add to this a top-down approach to change with little room for dialogue, and what was intended to bring people together ends up causing division. Local teams feel unheard, change leaders caught in the middle become overwhelmed, and employees become disengaged.

How can change be successful?

1. Engage local leadership early
Organisations that succeed in transformation have one thing in common: they balance global ambition with local credibility. This starts by shifting the approach from rollout to co-creation. Respect local contexts. Don’t assume that what works at headquarters will automatically succeed elsewhere.

2. Activate middle management
Middle managers play a crucial role in translating strategy into everyday action. Equip them with clarity, the right skills, and practical tools to guide their teams through uncertain times.

3. Set the pace and priorities
New models and methods may be inspiring at the top, but elsewhere, they can feel overwhelming. Gradual rollout and alignment with local needs are key to sustainable impact.

4. Create space for reflection
In many organisations, change follows change. Taking time to reflect on past efforts and recalibrate expectations helps prevent fatigue and rebuild trust.

5. Be clear about what truly needs to be global
Not everything needs to be standardised internationally, so clarify what really needs to be global.

The role of leadership: From mere orders to dynamic change

At the heart of successful change lies leadership that listens, adapts and engages others. Leaders who communicate direction and meaning, leave space for questions and concerns, and stay visible throughout the journey are key to building momentum and ownership.

Conclusion: Change needs more than a plan – it needs connection

Global change cannot be dictated. It must be built in partnership, spanning regions, functions and levels. Those who embrace complexity, invest in genuine dialogue and recognise that difference is a strength are more likely to see their transformations take root and endure.

Julika Benz, Managing Director

H/Advisors Deekeling Arndt

[email protected]