Have you ever noticed how change can sometimes ring hollow? Maybe it’s a workplace initiative, a personal declaration, or a promise to do better—only for everything to stay almost the same beneath the surface. In our experience, this happens when transformation becomes a performance, not a process built on honest reflection and real effort. Today, we want to share how we believe people can avoid the trap of performative change and invite real, lasting growth, both as individuals and in our communities.
Understanding the difference: Performative vs. real change
Let’s start with a clear distinction. Performative change refers to actions that look like change on the outside, but do not create real inner or systemic shifts. It’s like painting old wood instead of repairing the rot underneath. Real growth, in contrast, is marked by deep awareness, honest intention, and steady, sometimes uncomfortable, action that creates lasting results.
Change that is only visible is not always true change.
It can be tempting to “do the right thing” in front of others for approval or to avoid discomfort. But these gestures, without personal alignment or accountability, rarely bring true transformation. We believe that real growth can’t be faked. It requires an inside-out approach.
Why performative change happens
In our view, performative change often emerges because of:
- Social or professional pressure to appear “evolved” or compliant
- Fear of conflict or discomfort with honest self-reflection
- The human tendency to pick shortcuts over effort when rewards are linked to surface outcomes
In modern life, quick solutions and public declarations flood our feeds. But talk alone cannot substitute for true action. When transformation is treated as a stage, it bypasses the patience and effort real growth requires.
Markers of real growth
What does real growth look like? Based on our decades of research, teaching, and practice, it has several shared features:
- It starts from personal responsibility, not external validation.
- There is space for discomfort, self-questioning, and sometimes slow progress.
- Actions follow intentions, and both are checked for alignment over time.
- Feedback and adjustment are ongoing, not one-time events.
- The impact of change is felt beyond appearances—by one’s own self and those around them.
Real growth often feels challenging, but the results are visible in sustained actions and genuine relationships. It is a shift that holds, even when no one is watching.
How to avoid performative change in your own journey
We think the way out of the performative loop begins with a willingness to be honest with ourselves. Here are the steps we recommend for fostering sustainable growth:
1. Question your motivations
Whenever you are prompted to make a change, pause and reflect. Are you responding from conviction, or reacting to outside pressure? Is your goal inward or aimed at pleasing others? This is not always easy to answer, but it sets the foundation.
2. Commit to small, consistent actions
Flashy changes attract attention, but true growth often happens quietly, over time. Consistency wins over grand gestures. Try making one honest commitment—something that stretches you, but feels possible. Keep track of your progress and adjust as you go.
3. Embrace feedback—even if it stings
Growth is not always comfortable. Invite feedback from those you trust, and reflect on it without taking it personally. Sometimes what we most need to hear is what feels hardest. Use that input, not to fuel regret, but to choose your next step wisely.
4. Create systems of accountability
Real change sticks more when we build ongoing support—habits, regular reflection, or trusted friends who keep us honest. A private journal, reminders, or shared check-ins can be powerful. Over time, systems matter more than willpower alone.
5. Adjust expectations and pace
Growth may not come neatly. Sometimes it will be slow, almost invisible. That’s normal. Focus on the process: Am I learning? Am I moving, even if just a little, toward what matters? The fruit of real change is patience and self-kindness alongside effort.
6. Align impact with intention
The end goal of transformation is to create alignment between our intentions, our actions, and the actual effects on ourselves and our world. This means checking, again and again, if what we do is having the impact we hope for, and making corrections as needed.
Fostering a culture of real growth
We see that communities, teams, and families benefit from a shared commitment to genuine growth. This can look like:
- Making space to share personal challenges and learnings, not just achievements
- Valuing questions and experimentation over perfect answers
- Allowing for failures and “do-overs” as part of a real process
- Celebrating progress, no matter how small, as evidence of authenticity
Growth flourishes where honesty, curiosity, and responsibility are welcome.
Changing a culture from performative to real takes time. Often, it does not come with applause, but with a quiet sense of integrity and connection among those genuinely seeking to change.
Common pitfalls to watch for
We have noticed a few traps that can block real transformation:
- Seeking quick fixes and being discouraged by slow progress
- Confusing intentions with actions—feeling better for wanting change, but not moving forward
- Avoiding discomfort and difficult conversations
- Doing more to be seen changing than to actually change
Growth is simple, but not always easy—it grows as we keep choosing honesty and responsibility.
Conclusion: The journey of real change
Real growth requires more than words or gestures. It asks us to look inward, act outwardly, and align both with reflective care. In our shared experience, avoiding performative change is an ongoing practice of patience, courage, and self-awareness. If we choose this path, the benefits reach far beyond ourselves, nourishing our relationships and communities.
Change for show is fleeting; change for truth is forever.
Frequently asked questions
What is performative change in organizations?
Performative change in organizations happens when leaders or teams make visible efforts to show progress or improvement, but their actions do not address core issues or create lasting shifts. This might look like new policies, programs, or statements that generate good publicity but leave structures and behaviors largely intact. True organizational transformation requires transparency, honest evaluation, and the courage to act on real problems, even when they are uncomfortable or complex.
How can I tell if change is real?
You can spot real change by looking for consistent actions over time, not just words or public gestures. If change is genuine, there is evidence of learning, new habits, feedback being acted on, and a willingness to correct mistakes. The effects ripple out, creating improvement at both personal and interpersonal levels, sustained even when external attention fades away.
What are signs of genuine growth?
Signs of genuine growth include self-reflection, openness to feedback, accountability, and a visible shift in habits or responses. People experiencing real growth tend to show more balance, self-control, courage to admit mistakes, and patience. Their changes are acknowledged by others, not just self-reported, and they maintain new patterns beyond the initial push for change.
How to avoid performative actions at work?
To avoid performative actions at work, focus on addressing root causes, building trust, and following through on commitments, even when no one is supervising. Engage honestly with challenges, invite feedback from team members, and keep your actions consistent with your stated values. Track progress, share learnings openly, and make corrections as needed. Small, steady efforts often matter more than grand announcements.
Why does performative change fail?
Performative change often fails because it prioritizes appearance over substance, avoids deep or difficult work, and leaves people disconnected from the true purpose of transformation. Without honest engagement, accountability, and a willingness to change at the root, efforts can feel empty and quickly lose momentum, resulting in frustration and cynicism among those involved.
