Failure Analysis and Change Strategy This document details the goals, vision and mission of an organization that has failed in the last five years and an organization that has succeeded in that time frame. This paper will detail indicators of organizational success or failure and how specific theories of organizational behavior might have explained or predicted organizational success or failure. The paper will detail the role of leadership, management, organizational structure and organizational culture that have contributed to the success or failure of organizations. For the failed organization, the learning team will assume the role of CEO before the organization fails. This document details what the learning team has identified as the most vital areas for change and the potential barriers most likely to occur. This document will identify power and political issues within the organization and how the learning team will address those issues. The document will also detail the steps the learning team will follow to implement organizational change using John Kotter's Eight-Step Plan for Implementing Change (University of Phoenix, 2013). Goals, Vision, and Mission Indicators of Success and Failure There are numerous indications that a company will be a success or failure, including leadership style, organizational structure, and how an organization communicates. The Chief Executive Officer (CEO) of Paulson and Company Incorporated has an authentic leadership style focused on building trust with employees. The CEO knows himself, what he believes, and acts on those beliefs. The CEO is willing to go against the financial trend even if the outcome is uncertain and his employees have... half paper... Brothers. This paper details the indicators of success and failure of these organizations and the roles that leadership, management, organizational structure, and organizational culture have contributed to the success or failure of the organizations. Lehman Brothers overinvested in the real estate market and failed to diversify. The organization should have recognized the risk and taken steps to mitigate it. The organization was faced with an unexpected economic crisis and the need to change the organizational culture from rewarding excessive risk-taking and over-investing in the real estate market to a more cautious and diversified strategy. Successfully implementing change is difficult for any organization, but by following Kotter's eight-step plan Lehman Brothers could have changed the organization's fate and still be in business today.