One particular thing forms the foundation of all our work, is the glue that holds our efforts together, and is a necessary ingredient for our success. That one thing is trust. The role of trust is fairly easy to describe, and its contribution toward an organizations' efforts can be easy to identify. Yet, trust remains one of the more elusive elements of organizational management.
             Therefore, change within an organization has to be fueled by trust. For some people change means uncertainty and skepticism. According to Richmond and McCroskey, "People resist change for numerous reasons. Probably the most significant reason people resist change is that they are fearful that their position or status in the organization might change – for the worse...The possibility of making things significantly better is not worth the risk of making them significantly worse."
             For others, change can be looked upon as influential and beneficial. These people are classified as "bridges." "A bridge is an individual who links two or more cliques in a system from his or her position as a member of one of the cliques." Bridges play a vital part in incorporating change within an organization because of their communication connections and influence within their primary circle. "This is an individual who should be sought out to assist with introducing a change or diffusion of an innovation. If a bridge can be influenced to accept a change, then he or she might persuade the primary group and possibly influence other groups in a positive manner about change."
             When there is a need for effective change; concurrently, there is a need for effective leadership. As stated in Take It From The Top, "Never is leadership more sought after than in times of change and uncertainty. Effective change leadership is the key to shifting people's perceptions from seeing change as a threat to seeing it is ...