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Most business turnarounds fail. Here’s why the best ones cut to strength

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As companies look to successfully achieve a corporate turnaround, success or failure depends on the speed of their actions and the depth of commitment from leadership. Without aligned governance and adequate funding, even well-intentioned change efforts can stall before delivering results.

For a company, the descent into troubled territory may be a slow slide; product margins dip; sales cycles stretch, and team morale slides from urgency to resignation. Leaders can sense that performance is softening, but instead of making definitive, structural changes, they hesitate. Companies react with token fixes, making small austerity cuts, shuffling around leadership, and rebranding business units. 

But small changes only amount to small improvements. By moving slowly, the C-suite gives up most of the gains before they even start. When leadership fails to treat the problem as acute, any turnaround effort becomes cosmetic in nature. This is where most turnarounds stall. Execution gets hindered by compromise. Decision rights lack clarity. Stakeholders pull in different directions. Eventually, priorities blur and plans fizzle.

Less than one in three transformation efforts improve performance and sustain it over time. To truly successfully turnaround a business and create sustainable success, most businesses need radical simplification and structural change.

Identify and focus on core strength

The starting point for the leadership of these companies must be clarity: Define what the business does best and determine whether that is profitable at scale. That’s the core, and anything that doesn’t support it becomes a candidate for elimination. In successful turnarounds, companies simplify their operations and focus on high-margin, high-potential products or services. Companies that cut back on their product offerings can see a 0.9% boost in their profit margins

Once that area of focus is defined, the cost structure has to be reset. That means abandoning traditional budgeting and building up only what is essential. Every function, team, and tool has to justify its role in delivering against the core. This strips away inertia and makes each line item earn its place. This process reshapes more than the budget. It changes how leaders think. Zero-based budgeting forces clear decisions: what to protect, what to cut, and who takes ownership. It puts pressure on alignment and makes hesitation harder to hide. Without that kind of specificity, budgeting turns into a political exercise.

Today, some of the most closely watched corporate transformations — from consumer brands to industrials — are built on the same principles: simplify the offering, align leadership, and move fast.

Simplification often feels risky because it appears to be a contraction. But in a turnaround, complexity is a liability. Bulky portfolios and sprawling organizational charts scatter focus. Customers don’t know what you stand for. Employees don’t know what matters. Cutting through that noise is what quickly reestablishes momentum.  Now with a simpler business, sales teams can drive growth through commercial focus.

Turnarounds that drag lose financial runway and internal trust. Most failed transformations can be traced back to slow execution and poor alignment in the early phases. Rapid change deployment dramatically increases the odds of successful business transformations. The longer you pause, the more value slips away.

Incentives: the key for leadership

Stalled implementation of a turnaround can have major implications for the company, particularly for the CEO who leads these efforts. 

A slow-moving turnaround leads to an erosion of confidence that inevitably catches up with leadership. CEO turnover is at historic highs, while average tenures have shortened to 7 years in the U.S. The window to prove a turnaround is getting shorter. Boards are quicker to move on from plans that stall. Successful turnarounds hinge on aligned leadership anchored by execution-minded CEOs. 

The way CEOs can make sure their plans are seen through with efficiency is with incentives. Incentives are often the hidden lever behind whether transformation efforts take hold or fade out. If executive compensation still reflects old goals, people will default to familiar patterns. Organizations keeping incentives tied to legacy metrics, such as revenue and profit, face reputational damage and poor financial outcomes. In contrast, companies that revise compensation to prioritize transformation objectives, empower executives to deliver better results and build more resilient companies. The most effective boards go further, ensuring that performance measures reflect the specific decisions, tradeoffs, and behaviors required to follow through.

Turnarounds are human

In today’s corporate environment, employees are constantly being asked to shift and change how they work in order to respond to market realities; the average corporate employee now experiences 10 supposed enterprise changes per year, up from just two in 2016. Leadership wants to test a new work culture, a new efficiency structure, or some change to business operations, and employees are left with whiplash — and fatigue. 

It’s why feedback and follow-through are essential to successful corporate turnarounds. The most effective turnarounds stay narrow at first, targeting visible wins that prove the strategy is working. Belief builds through results. Momentum breaks down fast if leaders chase too many goals or stack new priorities on top of old ones. That kind of overload hinders change and makes future efforts more challenging. Without consistent messaging and clear wins, employees lose interest. 

Successful turnarounds demand bold, decisive action. 

Hesitation and complexity are liabilities; clarity and rapid execution are non-negotiable. In a time when so many companies are attempting a turnaround, by acting decisively, businesses can cut through inertia, rebuild momentum, and secure sustainable results. 

The opinions expressed in Fortune.com commentary pieces are solely the views of their authors and do not necessarily reflect the opinions and beliefs of Fortune.

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Judge tells notorious crypto scammer ‘you have been bitten by the crypto bug’ in handing down 15 year sentence

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First Sam Bankman-Fried was sentenced to prison for his crypto crime. Now, it’s the turn of Do Kwon, who is widely regarded as crypto’s most infamous fraudster after Bankman-Fried. On Thursday, the 34 year-old was sentenced to 15 years in prison, after being charged with misleading investors and inflating the value of his company’s cryptocurrencies known as Terra and Luna. 

At his sentencing hearing in New York, the judge chastised Kwon, suggesting he had succumbed to the worst elements of an industry known for get-rich-quick swindles. “You have been bitten by the crypto bug and I don’t think that’s changed. You must be incapacitated. If not for your guilty plea, my sentence would have been higher,” said U.S. District Judge Paul Engelmayer, according to a tweet from Inner City Press, which provides reliable reporting on court proceedings. 

The sentencing is the final fallout from 2022, when Kwon’s stablecoins TerraUSD and Luna both suddenly collapsed in value, which led to massive losses for investors. Kwon was charged with committing wire fraud and conspiring to commit securities fraud and commodities fraud, according to a statement by the Department of Justice. 

After his company went bankrupt in 2022, Kwon was on the run for months. He fled South Korea and later Singapore after he was wanted by both the United States and South Korea. He was arrested in March 2023 in Montenegro after he was found in possession of a fake Costa Rican passport. Late last year, Montenegro extradited Kwon to the United States. 

In a 2024 suit by the Securities and Exchange Commission, the regulator found Terraform and Kwon liable for civil fraud. A jury then determined that Kwon and Terraform misled investors. Kwon and Terraform lied about how the company’s blockchain technology was using Chai, a Korean payment application, to make transactions. Kwon and Terraform had also claimed that the stablecoin was algorithmically pegged to the US dollar, which jurors found to be misleading to investors. 

Kwon agreed to pay more than $200 million and Terraform agreed to pay more than $3.5 billion in order to wind down the firm. 

In August, Kwon pleaded guilty to conspiracy and wire fraud. “I knowingly agreed with others to defraud, and did in fact defraud, purchasers of cryptocurrencies issued by my company, Terraform Labs,” Kwon said at the time. “What I did was wrong and I want to apologize for my conduct. I take full responsibility.” 

Kwon is one of several high profile crypto figures sentenced to jail in the last couple of years. Sam Bankman-Fried, the founder of FTX, was sentenced to 25 years in prison in March of last year. A month later, Changpeng Zhao, co-founder Binance, was sentenced to four months in prison. President Donald Trump has since pardoned Zhao, while Bankman-Fried remains behind bars. 



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Botched baton passes show why AI needs trust, Blackbaud exec says

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The U.S. Olympic men’s and women’s sprinting teams have won more gold medals than any other country in history, but the men’s 4×100-meter relay team has suffered four blistering defeats in the past two decades. Why? An absolute whiff at the critical point when a runner has to instinctively reach back and trust their squadmate enough to perfectly place the baton in their hand.  

Sudip Datta, chief product officer at AI-powered software firm Blackbaud, said that image captures exactly what’s taking place in AI today. Companies are advancing swiftly to build the fastest and most powerful systems they can, but there’s a severe lack of trust between the technology and the people using it, causing any new innovation or efficiencies to completely fumble at the handoff. 

“How many times did the U.S. have the fastest athletes, but ended up losing the 4×100 relay?” Datta asked an expert roundtable audience at Fortune’s Brainstorm AI event in San Francisco this week. “Because the trust was not there, where the runner would blindly take it from someone who is passing the baton.”

Datta said the reflexive reach backward on faith alone is what will separate the winners from the losers in AI adoption. And a major challenge looming in building trust is that a lot of companies today treat trust-building as a compliance burden that slows everything down. The opposite is true, he told the Brainstorm AI audience. 

“Trust is actually a revenue driver,” said Datta. “It’s an enabler because it propels further innovation, because the more customers trust us, we can accelerate on that innovation journey.”

Scott Howe, president and CEO of data collaboration network LiveRamp, outlined five conditions that need to be met in order to build trust. Regulation has done a reasonable job in setting up the first two but “we still have a long way to go” on the remaining three, he said. The five conditions include: Transparency into how your data is going to be used; control over your data; an exchange of value for personal data; data portability; and finally, interoperability. Regulations including the EU’s General Data Protection Regulation (GDPR) have secured some minimal progress but Howe said most people don’t “get nearly fair value for the data we contribute.”

“Instead, really big companies, some of whom are speaking on stage today, have scraped the value and made a ton of money,” said Howe. “And then the last two, as an industry and as businesses, we are nowhere on.”

Owning the data

In Howe’s vision of the future, he sees data being viewed as a property right and people being entitled to fair compensation for its use. 

“The LLMs don’t own my data,” said Howe, referring to large language models. “I should own my data and so I should be able to take it from Amazon to Google, and from Google to Walmart if I want, and it should travel with me,”

However, major tech companies are actively resisting portability and interoperability, which has created data silos that entomb customers in their current ecosystems, said Howe. 

Beyond personal data and potential consumer rights issues, the trust challenge takes on a different shape inside various companies, and each has to decide what their own AI systems can safely access and which tasks can be completed autonomously. 

Spencer Beemiller, innovation officer at software company ServiceNow, said the firm’s customers are trying to determine which AI systems can operate without human oversight, a question that remains largely unanswered. He said ServiceNow helps organizations track their AI agents the same way they’ve historically monitored infrastructure by tracking what the systems are doing, what they have access to, and their lifecycle. 

“We’re trying to get a little bit of a grasp on helping our customers determine what points actually matter to create that autonomous decision making,” Beemiller said. 

Issues like hallucinations, where an AI system will confidently provide made-up or inaccurate information in response to a question, require significant risk mitigation processes, he said. ServiceNow approaches it by using what Beemiller called “orchestration layers,” in which queries are directed to specialized models. Small language models handle enterprise-specific tasks that require more precision, while larger models manage natural conversational items, he said. 

“So it’s a little bit of a ‘Yes, and’ conversation of certain agent components will talk to specific models that are only trained on internal data,” he said. “Others called up from the orchestration layer will abstract to a larger model to be able to answer the problem.”

Still, many fundamental issues remain unresolved, including questions about cybersecurity, critical infrastructure, and the potentially catastrophic consequences that could stem from AI errors. And even more so than in other areas of tech, there’s an inherent tension between moving fast and getting it right.

“If we can win the trust, speed follows,” Datta said. “It’s not about only running fast, but also having trust along the way.”

Read more from Brainstorm AI:

Cursor developed an internal AI help desk that handles 80% of its employees’ support tickets, says the $29 billion startup’s CEO

AI is already taking over managers’ busywork—and it’s forcing companies to reset expectations

OpenAI COO Brad Lightcap says ‘code red’ will force the company to focus, as the ChatGPT maker ramps up enterprise push



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DOGE isn’t dead—it’s been absorbed into the bloodstream of the government, federal employees say

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DOGE may no longer be helmed by Elon Musk or even considered an official government entity anymore, but the reports of its death are greatly exaggerated. The special advisory intended to eliminate government “waste, fraud, and abuse,” is still up to something, two federal employees told Fortune.

Last month, Office of Personnel Management Director Scott Kupor told Reutersthat DOGE “doesn’t exist,” and is no longer a “centralized entity.” According to an executive order signed on President Donald Trump’s first day in office, DOGE as a temporary organization had been scheduled to end on July 4, 2026, suggesting the agency disbanded about eight months ahead of schedule.

Kupor later clarified DOGE’s current role in the federal government in an X post, saying, “The truth is: DOGE may not have centralized leadership under the [U.S. DOGE Service] But, the principles of DOGE remain alive and well: de-regulation; eliminating fraud, waste and abuse; re-shaping the federal workforce; making efficiency a first-class citizen.”

Federal employees interviewed by Fortune, who spoke on the condition of anonymity as they are not authorized to speak to the press, said it was not apparent to them that DOGE had been disbanded.

An Internal Revenue Services (IRS) employee told Fortune that DOGE “became a shell company” as more and more operatives from the temporary group became tangled in the oversight of individual government agencies.

“It’s like taking the dust jacket off of the book and saying, ‘We’ve got rid of the book,’” he said.

DOGE is still barking

The IRS employee confirmed to Fortune that the agency has been administering “coding tests” over the last few weeks, first reported by Wired, an addition to mandatory training required for certain employees. Per Wired, the tests were a directive from the Treasury Department’s chief information officer and DOGE operative Sam Corcos, and were administered through HackerRank, a tool used by private sector tech companies to assess coding and programming skills of prospective hires.

“The business case could be made that you want people who know their job thoroughly,” the IRS employee told Fortune of the purpose of the tests. “However, given the treatment that we’ve received over the past eight, nine months, I would say it’s more of another screening out of more people.”

Court documents from October indicate the Treasury Department has terminated approximately 1,446 employees since the start to Trump’s second term.

A National Institutes of Health (NIH) employee told Fortune the Department of Health and Human Services (HHS), which oversees the NIH, still has plenty of DOGE personnel, though they are now employees of the agency. Amy Gleason, whom Trump named acting administrator of DOGE, was appointed as an expert/consultant to the HHS’s Office of the Secretary in March. 

The HHS likewise lists Clark Minor, DOGE operative and former Palantir software engineer, as the agency’s chief information officer and acting chief artificial intelligence officer. The agency announced earlier this month a Minor-led effort to integrate AI the HHS’s internal operations and research, in order to fulfill a directive from the Office of Management and Budget led by director and DOGE partner Russell Vought, to integrate technology for “improving internal operations, efficiency, and federal use.”

The NIH and IRS did not respond to Fortune’s requests for comment.

DOGE’s lasting impact

DOGE’s sweeping changes have continued to impact the government’s productivity. For the IRS, December is usually a quiet month, when taxpayer call volumes are so low the agency’s servers can be shut down for routine maintenance, the agency employee said. This year, however, offices are so short-staffed as a result of DOGE-led layoffs that employees have been overwhelmed balancing taking calls with their other responsibilities. The IRS employee said his office has one-third of the workers it had about a year ago.

“This is going to be probably the roughest filing season we’ve had since the pandemic,” he said.

He said ongoing burnout from increased workloads has the potential to impact the quality of internal reviews.

“When we look back historically, we’re going to see that the gutting of the bureaucracy that keeps the government running, that keeps the country functional, will be the trigger that collapses America,” the employee said.

Musk, who was DOGE’s de facto leader as a special government employee earlier this year, had his own reservations about the group’s effectiveness. In an interview with conservative influencer Katie Miller, Musk said DOGE was only “somewhat successful,” claiming it saved the government between $100 billion and $200 billion in annual “zombie payments,” or spending on expired programs.

When Miller asked if Musk would go back and run DOGE all over again, Musk said, “I don’t think so.”

“Instead of doing DOGE, I would have, basically…worked on my companies,” he said.

If you’re a federal worker with a tip, or if you’d like to share your experience, please contact Sasha Rogelberg on Signal @sashrogel.13.



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