Stop Chasing Trends and Start Setting Them

EXPERT OPINION BY ANDREA OLSON, CEO, PRAGMADIK @PRAGMADIK

Organizations are often captivated by new ideas and initiatives, hoping each one will be the game-changer that propels them forward. Yet, the result is a recurring cycle of excitement, implementation, and abandonment—commonly known as Flavor-of-the-Month syndrome. This phenomenon not only erodes trust in leadership but also creates organizational inertia, leaving your employees disengaged and cynical about the next big idea. Why does this happen, and how can you escape this destructive pattern?

At its core, Flavor-of-the-Month syndrome stems from a lack of strategic alignment and follow-through. Leaders often introduce initiatives with grand announcements but fail to connect them to the day-to-day realities of the organization. Employees see these efforts as disconnected from their work, and without clear direction or tangible outcomes, the enthusiasm quickly wanes. This challenge is exacerbated by a tendency to pivot prematurely when results don’t immediately materialize. To maintain momentum, you move on to the next shiny object, inadvertently reinforcing a culture of inconsistency and skepticism.

To break this cycle, you need more than good ideas—you need a disciplined approach to strategy execution. Here are three things you can do to eliminate Flavor-of-the-Month Syndrome and build a culture of trust, alignment, and sustained progress:

1. Define the unchanging core

Every organization needs a foundation that remains consistent over time. This includes establishing a core guiding principle as the thesis for everything from initiative selection to daily decision-making. It can be a new concept or the reapplication of an existing one, such as your organizational mission. Before introducing your new idea, strategy, or project, you must ensure it aligns with this constant. By grounding every strategy in this unchanging core, you can reduce skepticism around new efforts.

2. Translate strategy into actionable steps

High-level strategies often fail because they aren’t translated into practical, actionable steps for employees. A compelling mission or guiding principle is important, but employees need to understand exactly how it translates to their roles and responsibilities. You must provide clear guidance on the specific behaviors and actions required to bring it to life. This requires what I call a Steering Guide—a one-page canvas that bridges the gap between the big picture and the ground level. When employees can see their role in the strategy, they are far more likely to engage and deliver results.

3. Commit to consistency

Stopping Flavor-of-the-Month syndrome requires a commitment to consistency. You must resist the urge to pivot too quickly when challenges arise, or results are slow to emerge. Real transformation takes time, and employees need to see that leadership is invested in the long-term success of an initiative. This doesn’t mean you ignore feedback or refuse to adapt; rather, it means you stay the course while making thoughtful adjustments as needed.

Flavor-of-the-Month Syndrome isn’t an inevitable part of organizational life—it’s a symptom of misaligned strategy and a disconnect between the realities and constraints of implementation. By defining a stable foundation through a guiding principle, translating strategy into actionable steps with a Steering Guide, and staying committed to consistency, you can break from the cycle of constant change and initiative switching. Success isn’t about chasing trends; it’s about you charting a clear, steady path forward—and bringing everyone along for the journey.

Photo: Getty Images.