Understanding, why change is frequently difficult for people, can help building in methods for easing the process and increasing the likelihood that it will succeed. Being very clear about what changes are required and being very intentional about building a culture, that supports the new mission, goals, strategies and practices, increases the probability of success exponentially. This necessarily involves a large cross section of the organization in assessing the current system of norms and beliefs, determining what changes are needed, and designing an implementation plan. These new beliefs and resulting behaviors needed to be elevated to a conscious level so that the company could choose how it needed to modify its practices. New assumptions and values should be articulated and systematically communicated through every channel and should be reinforced at every opportunity.

It is true that changes in organizational culture are brought about through employees, so the employees play a major role. But role of the leader cannot be overruled because they influence the organizational culture very deeply. Culture is deep seated and difficult to change, but they can influence or manage an organization's culture. It isn't easy, and it cannot be done rapidly, but leaders can have an effect on culture. Productive cultural change will occur if leaders correctly analyze the organization's existing culture, and evaluate it against the cultural attributes needed to achieve strategic objectives. Consequently, they must first possess a clear understanding of the strategic objectives for their organization and identify the actions needed to reach those objectives. They need to create the conditions for the transformation of a culture.
Leaders and managers do not change the culture; they merely invite their people to change the culture through day to day behaviors. They ensure