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Resistance to change can be a significant factor in the success or failure of changes. As such, researchers have spent more than a half century studying the causes of resistance and how to manage it. Much can be learned from resistance literature that applies to today's unparalleled, nonstop change in which an organization's ability to manage resistance to change can not only impact the change's success or failure but also determine whether an organization will survive or thrive. This article explores important lessons revealed via resistance literature, and more importantly, how such knowledge applies to managing change in the modern world. The article emphasizes the urgent need for organizations to become skilled at effectively managing change and resistance to change and offers recommendations on how they can do so.

A major factor in the success of an organization is its culture. Organizational culture can significantly influence the performance and effectiveness of a company, the morale and productivity of its employees, and its ability to attract, motivate, and retain talented people. Unfortunately, many leaders are either unaware of the significant impact culture can have, are aware but overwhelmed by the extensive and sometimes conflicting information available on culture, or are not well informed about how to build and sustain cultures effectively. This article integrates the most consistent findings that leaders need to know about culture and what they can do to build strong, successful cultures that bring out the best in people. Developing organizational culture requires far more than talk about culture and emphasis on its importance. In order to achieve the best results, culture development requires leaders who see it as one of their key tasks and who understand the importance of aligning organization strategies and decision making with cultural ideals.