Theme 2: Culture Change Transforming the organizational culture to be agile is changing "the openness and freedom people experience in an agile organization; culture arguably plays an even more important role here than in traditional organizations" (De Semet et al., 2018). Agile organizations' culture includes mindset shifts to a growth mindset, servant leadership, discovery and partnership, and leadership behaviors. "And in addition to accruing new behaviors, leaders should focus equally on removing unwanted behaviors" (De Semet et al., 2018).SAMPLE APA-7 PAPER FOR GRADUATE STUDENTS 6 Sustaining and changing culture is critical to fostering an adaptive and transformational workplace and workforce. Highly adaptable organizations can maneuver--and thrive--to meet the ever-changing demands of a dynamic world. Changing an organization's culture, as in, "this is how things are done around here," may be the most challenging aspect of managing change and is undoubtedly true for most professions. Successful organizational cultural changes drive driven empowerment, not top-down mandates. From the outset, it is essential to note that no amount of perfected cultural alignment can correct a lousy foundation, decision, or system. However, despite what we know and want to believe about change efforts and how organizations and their members respond to change, "organizations continue to spend an inordinate amount of time confronting, mitigating, and dealing with failure during change" (Schwarz GM et al. 2021). These experiences are not failures. Moreover, we should use these as learning opportunities. Doing this is paramount if HR professionals and leadership teams are successful with organizational culture changes. "Change management is a systematic approach that includes applying knowledge, resources, and tools used to leverage the benefits of change" (Al-Ali et al., 2018). The change management process intends to improve performance positively. However, "a systematic approach may leave a change leader with limited time and resources to assess the change process and implement change as planned simultaneously" (Al-Ali et al., 2018).