Similarly, not all change is good change.
Organizational changes in the Windows org increased fan-out and forced managers to take up additional roles, and also decreased leadership opportunities in the org. The changes were in theory supposed to be better for the leaf contributor (now you're only X steps from CEO!), but in reality, having opportunities for growth is probably much more important than having two fewer people between you and the top.
What a silly antiquated notion. You want a promotion? Start a company. Poof: You're CEO. Just like that. The only growth going on in an organization which uses titles and head counts to signify career progress is a cancerous growth.
Sinofski's approach to organizational design pissed off underperforming people at the top and talented people at the bottom. As a (I'd like to think) talented employee, I quit. As an investor, I'd have backed a Sinofski run Microsoft. His model kept middle tier people making middle tier products. That's what Microsoft has become and it's going to be far easier and more successful to embrace than, than it would be to try to please everybody.