Fortune has a very interesting article by Mike Jones, formerly CEO of Myspace in its attempted-comeback years, on what he learned during the process of trying to turn around the ailing social network. He admits it was a mistake to keep faith in the Myspace brand rather than launch something new. “We found that regardless of how much we improved the product or the marketing message — consumers’ memories about the brand were too strong to allow them to view Myspace with fresh eyes and an open mind. We could not escape their images of animated GIFs… In the end, I believe Myspace would have had a better chance for success if we had relaunched it as an entirely new brand.” He also suggests that when trying to change a big established brand, drastic change is needed to the staffing. “Do not underestimate how deeply muscle memory is embedded in the company’s processes and staff – so much so that even significant staff changes often do not result in the desired increase in efficiency,” he writes. “It was only through major change, a full disruption to the system, that we were able to galvanize the organization around new goals and begin seeing increased efficiencies. Slow behavioral change creates slow process change.”