Things never stay the same. They get better or they get worse.
Left to their own devices, organizations will deteriorate. To effect change and move an organization in a positive direction, leaders must plan, share, and act on those plans.
Sustainable change requires that the organizational culture be receptive to the desired change. The culture itself may require change. Rapid change is possible once a receptive culture is present, but cultural changes are evolutionary.
Cultural transformations take time, patience and perseverance.
In most organizations, overt and covert resistance needs to be overcome. Such resistance is often due to a lack of trust that has developed over time and to regain the feeling of mutual trust will also take time.
The main ingredient of cultural change is trust. Restoring or establishing trust requires a sincere effort that cannot be misjudged as manipulation. You cannot effect trust by merely wishing it or dictating it. Trust must be built incrementally.
As organizational members start trusting leadership, and each other, other positive changes are possible. Then, as improvements are made, they will be sustainable.
Once trust building is recognized as a necessary element of transformation, the leader is in a better position to envision and mold an organizational culture devoted to continuous and sustainable improvements.