When leaders aren’t personally impacted by the change (their jobs, scope of their work, etc.) and they’ve been involved in discussions and planning it for months, there seems to be an expectation that employees accept the change and get on board quickly.

Having a clear purpose or vision is required if you want to have a strong company culture that can be sustained over time and as you grow. Without it, your company and your culture are being morphed and shaped without intention. That’s a problem.