If you’re responsible for ushering in or facilitating leadership change in your organization, then you are what they call a “change leader.” As such, you should be thinking creatively (and pretty much constantly) about ways to engage all staff (paid and unpaid) in continuous dialogue about organizational culture in relation to leadership changes that are occurring now or will occur in the future. There are many ways to engage staff in this dialogue – team meetings, one-on-one consultations, anonymous suggestion/comment boxes, and an anonymous open-ended survey of the sort presented here.