Technical change characterizes every serious effort to introduce fundamental change in an organization. The focus of technical modifications might be the formal organization structure, information systems and technologies, or business processes. But it’s never enough to make changes in the technical realm. If the organization is to sustain improvements in performance, the new leader can’t ignore the cultural dimensions. Employees may resist change out of fear that they lack the necessary technical skills, but stiffer resistance will materialize if the proposed change challenges norms and deeply held values or threatens status and political power. New leaders must anticipate and manage the cultural and political implications of any changes they choose to undertake.