Perhaps it is human nature, but we tend to eschew change either in our personal habits or in business settings until we are faced with mortality. In organizations, most significant change occurs during times of crisis when the threat of extinction sufficiently motivates individuals and groups to consider changing long-standing ways of doing things. The crisis brings into stark focus the fact that it is easier and less costly to accept or embrace change than it is to suddenly become extinct. Unfortunately, by the time this clarity is achieved at the top leadership levels, it is often too late.