The Biggest Lie in Business? That Companies 'Want' Change

Power stays put—until someone pushes it. So why do so many ‘change leaders’ play it safe?

You know Change is needed. You have the vision. But every move you make feels like pushing against an invisible wall.

🔹 Leaders delay decisions.

🔹 Gatekeepers actively block progress.

🔹 People agree in meetings but secretly resist behind closed doors.

Why? Because Power resists movement—until real Pressure makes it shift.

How do you break through?

How do you lead Change that actually sticks—when Power doesn’t move unless forced to?

Most organizations refuse to change because no one forces them. They cling to an outdated script that shields the Powerful and locks in the status quo.

➤ Meanwhile, ‘thought leaders’ keep regurgitating the same safe corporate playbook.

➤ Safe doesn’t drive Change. Safe protects the Powerful.

Welcome to Normalized Abnormality (it’s still abnormal!).

You see it. You feel it. You battle it daily.

It’s how smart people make dumb decisions.

It’s why broken systems don’t get fixed.

It’s how companies die—without ever realizing what killed them.

And it’s precisely why most Change efforts fail.

Why Do Mythology & Dogma Create Blindspots & Illusions?

Let me ask you something…

➤ What if everything your company believes about success is wrong?

Because most organizations? Instead of Truth, they create and reinforce myths that feel real.

🔹 “This is how we’ve always done it.” 🔹 “If it worked for them, it’ll work for us.” 🔹 “Our industry doesn’t operate like that.”

Sound familiar?

These aren’t just annoying excuses. They’re organizational blindfolds.

• Big Tech layoffs proved ‘skills-based hiring’ was just a PR move.

• Companies abandoned DEI the moment budgets got tight—so was it ever real?

• Kodak dismissed digital cameras as a fad—and lost.

• Blockbuster rejected streaming—and sealed its fate.

Entire industries collapse before they even see the cliff.

And the worst part?

❌ Blindspots don’t feel like blindspots.

❌ They feel like certainty.

And certainty kills innovation.

💡 What’s the biggest leadership myth companies still believe? Drop it in the comments.

Why Do Tribalism & Cult of Personality Create Miscommunication?

Let’s get real.

Why do smart teams make stupid decisions?

Because in most companies, Truth doesn’t win—Power does.

Think about it.

Who actually gets heard?

❌ The person with the best idea? Nope.

❌ The person with data proving a better way? Try again.

✔️ The person with the most influence? Bingo.

It’s not just frustrating. It’s why companies self-destruct.

• The Challenger Disaster? Engineers warned leadership—but leaders ignored them.

• Wells Fargo employees created fake accounts because no one dared challenge impossible sales targets.

• Elizabeth Holmes built a cult of personality that shielded a lie—until it collapsed.

When leaders value Loyalty over Truth, miscommunication isn’t a bug—it’s the system.

💡 What’s the dumbest ‘That’s how we do it’ rule you’ve ever heard? Drop it in the comments.

Why Do Education & Specialization Create Silos & Myopia?

Hot take: What if the skills that got you here… are the exact skills holding you back?

They’ve fed us one of the biggest lies in business:

💡 “Deep Expertise is the key to success.”

And look, Expertise matters. But when Expertise turns into isolation?

It becomes a liability.

• Software engineers who don’t understand business build the wrong tools.

• Marketers who don’t understand operations create campaigns that can’t scale.

• Executives who don’t understand the frontlines make terrible decisions.

See the pattern?

❌ Skills without alignment don’t work.

❌ Expertise without strategy creates tunnel vision.

❌ Specialists who refuse to adapt become irrelevant.

💡 What’s the biggest skills gap in your company right now?

The Game Isn’t “Change Management.” It’s Power Management.

To lead transformation, you don’t just push new ideas. You navigate Power. You reshape narratives. You empower influence.

Here’s how the best disruptors do it:

1️⃣ Understand Power—Then Tilt It.

• Power isn’t about titles. It’s about leverage.

• Map out who actually holds influence (not just job titles, but real Power).

• Align their interests—𝗼𝗿 𝘁𝘂𝗿𝗻 𝗵𝗲𝘀𝗶𝘁𝗮𝘁𝗶𝗼𝗻 𝗶𝗻𝘁𝗼 𝗺𝗼𝗺𝗲𝗻𝘁𝘂𝗺.

2️⃣ Build Alliances (Before You Need Them).

• Change never happens in isolation. It’s a coalition sport.

• Find innovators and early adopters who can amplify the vision.

• Convert neutral players before they become obstacles.

3️⃣ Own the Narrative—or Be Controlled by It.

• If you don’t own the story, someone else will write it for you.

• Frame change with Contrarian Insight + Emotional Trigger + Practical Optics.

• Because in today’s world, facts don’t move people—stories do.

4️⃣ Leverage Influence Over Authority.

• Forget org charts. Influence moves organizations faster than titles.

• Find the people others already trust.

• Get them to sell the vision for you.

5️⃣ Empower Others—Because Control Doesn’t Scale.

• Decentralize ownership of Change.

• Train others to carry the mission forward.

• Reward action over compliance.

So Here’s the Real Question: Are You Rewriting the Story—Or Being Written Out of It?

The companies that win tomorrow aren’t clinging to outdated narratives today.

The leaders who thrive don’t just follow trends—they define them.

And the people who make the most impact?

They rewrite the rules before anyone else sees the shift coming.

➤ If this hit a nerve, repost it now—before someone in your org buries it.

💡 What’s the most ridiculous’ business as usual’ excuse you’ve heard? Call it out in the comments.