Culture is critically important to business success; according to 84% of the more than 2,200 global participants in the 2013 culture and change management survey. Findings also suggest strong correlations between the success of change programs and whether culture was leveraged in the change process - pointing to the need for a more culture-orientated approach to change. However, there is a clear disparity between the way companies view culture and the way they treat it. Less than half of participants saw their companies effectively manage culture, and more than half said a major cultural overhaul was needed.

Change is a significant part of today's work environment. But, change is often difficult and problematic for employees.

1. Can new employees change a company's culture? If so, how?
2. Are there conditions under which change is not possible? If so, what would such conditions be?
3. How can leaders take steps to enrich and more effectively leverage their culture to affect organizational change?