It's the same general pattern that whether the change is good or bad: a new leader comes in who starts changing the organizational structure and communication pathways, and who removes/replaces individuals not on board with the new direction. It's just that most of the time the net result is negative.

Fixing problems requires knowing what is actually wrong with the organization. If the problem is that your organization is overcome with bureaucracy, then the solution start with enabling a subdivision sufficient autonomy to pursue objectives without being disrupted by meddlers and busy-bodies.