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Questions: 1.Provides a thorough and detailed explanation of a person he/she believes is successful at leading and implementing change and what makes him/her successful. 2.Provides a thorough and detailed explanation of what he/she thinks are the three most critical components of leading and implementing change. Answers: 1.Leader who implemented change: Anne M. Mulcahy (Xerox): At the time when Anne M. Mulcahy encountered crisis, the advisors recommended her in declaring bankruptcy to antidote the situation but she rejected it readily. Rather she selected the path that not many would have approved. During the time when she took over the association, she only had the intent for bringing the company to a higher position and envisaged Xerox to be a high-tech performer. Anne M. Mulcahys style of leadership has been democratic in nature because she considered the decision of her team and made an efficient selection in the end. In doing so, she was able to discover fresh perspectives in comprehending several flaws that existed in various levels of the association (Mattone Vaidya, 2016). She was also of this notion that her associate employees should sporadically depend on their intuitions with skills related to management instead of basic data and procedures as sometimes the numbers could act as impediment to the decision making. She also executed the leadership style of relationship when she went and met 100 top executives on personal basis and discussed the circumstances with them. She facilitated them in sharing their worry and happiness together that generated a mutual respect and accountability. She made them knowledgeable about the crisis the company is facing and successfully prompted 98 out of those 100 executives to stay back. She never backed off from any situation even when the angry shareholders were throwing angry interpretations and threats to the company. She made the promise of flying to anywhere for any customer associated with Xerox. Her strategy of dealing with complex situations was highlighting confidence and honest (Clegg Rego, 2016). She emphasized on the fact that at times when the business is struggling, it is important for a leader in giving his/her employees the much needed direction and resolution. 2.Three critical components for implementing change in a system: Hanging successfully is one of the major issues that are being faced by organizations. It has been observed of late that change initiatives within organizations fail more than they thrive. The 3 Cs: Communicate: Leaders of unsuccessful nature tend to focus mostly on what following the change; successful leaders communicate the what accompanied with why. Leaders who have been successful in explaining the change purpose along with connecting the same to the values of an organization generated stronger buy-in and necessity for the transformation. Collaborate: It is important to bring people together for planning and executing change that is critical. Successful leaders are in the habit of working beyond the boundaries, encouraging their employees in breaking out of their silos and refusing any tolerance for competition (Santamara, 2014). Unsuccessful leaders have always failed in engaging their employees in initial stages and often during the process of change. Commit: Successful leaders generally make sure that their own beliefs along with behaviours support change too. As per Powell et al., (2016), change is a difficult prospect, but leaders who have the ability in negotiating it in successful manner have been persistent and supple, showing willingness to go beyond or step out of their comfort zone. Unsuccessful leaders have over the years failed to acclimatize with challenges and expressed negativity. References: Clegg, S. R., Rego, A. (2016). Great Leadership: The Missing Link.ManageMagazine. Mattone, J., Vaidya, N. (2016). The Six Critical Steps to Transforming Your Culture.Cultural Transformations: Lessons of Leadership and Corporate Reinvention, 17-36. Powell, M., Hatch, M. A., Fians, E., Shinert, A., Richie, D. (2016). Creating Resiliency and Pathways to Opportunity. Strategies for Transformative Change.Office of Community College Research and Leadership. Santamara, L. J. (2014). Critical change for the greater good: Multicultural perceptions in educational leadership toward social justice and equity.Educational Administration Quarterly,50(3), 347-391.