In as much as leadership is about leading, it is also about implementing change as the author realized. While most people make a joke that the only constant thing in business is change, transformation has an intriguing way in which it can affect people and most times often results in resistance and this is well illustrated in the article by Evans. This resistance ranges from fair such as passive aggressive behavior or avoidance to hostility, sabotage and defiance that are outright which might jeopardize the performance of the business. This book in a nutshell seeks to uncover the potential reasons prior to resistance to change and finding the best ways to avoid resistance to transformation in an organization.

Prior to implementing organizational change that will affect others within the organization, it is of high significance that managers have careful thoughts through who the transformation will impact, what are the specific changes to include, how these changes will impact the organization as well as how the staff will react to the suggested change. The last thought of managers learning how their employees might react to change is summarized as understanding the reasons why people could resist change. Having knowledge of this information would make it easier for managers to make a plan for action that will bring the organization to a smooth implementation of the needed transformation. This book develops realistic focus on the expectations that employees have with regard to reform pace and how leaders perform. In this book authentic leadership is pointed as the means of administering organizations from five main strategies of clarity and focus, being, participating without paralysis, confrontation and recognition.