The key to overcoming resistance to change is to frame your actions and continually adjust them as you move forward to so that those who might be affected by any changes see them as useful and beneficial for them. This isn't as hard as it sounds. You just have to be vigilant in paying attention to how you're influencing the lives of people who matter.

Change is surely the order of the day.

My research and practice indicates that people need to be doing work they love and to love the work they do. They need to feel that their efforts matter for the people and causes about which they really care. Further, they need to be doing work with people they respect and enjoy. Finally, they need to feel free to choose where, when and how it all gets done. It's not easy to put these conditions in place, but it is certainly possible to do so, as I have seen and shown in my work in organizations and communities using the Total Leadership approach.

Young men now want to be caregivers as well as earners so they have joined with women in demanding a different compact at work; they want flex and time for family too.

Women make up half our workforce and this has an impact at home on spouses and children. This means the workplace must change because women - who have historically been the primary caregivers at home - are now fully in the workforce and here to stay.

People struggle most with seeing new ways of doing things and often need help in breaking through their tradition-bound mindsets.

Invest in helping people know what matters to them and who matters to them (and why), and encourage them to continually experiment with how they get things done in ways the serve their interests and yours as an employer.