Managers can trace, diagnose, analyze, quantify, and find timely solutions when they are familiar with organizational culture. Managers fail in implementing new strategies and new strategic plans when they are not consistent with the culture that prevails in the organization. In most of the occasions, when new leaders are appointed, they try to introduce drastic changes which they consider necessary. But, if those plans are not compatible with the established organizational culture, people may oppose, resist and ultimately such plans will fail. Therefore, a leader's success will mostly depend on the correct understanding of organizational culture. 

Leaders depend on visions, making strategic choices, finding right tools and right people to do their jobs and designing and enabling the organization to get things done. In a  competitive business environment as prevails today, the leaders must do 'more' with 'less' ; with less people, less budget, less errors and less costs, in order  to sustain in the business world. Therefore, leaders should empower their followers, share the work load and work cooperatively. But, the human nature is that there is mostly a reluctance or unwillingness to share power with others. However, the secured leaders give powers to others and get thing done by them. One important role of the leader is to provide energy to others, make them committed to do things and see how they are performing. Good leaders will empower their subordinates, connect them in various jobs and allow to work. This is called empowerment. When employees are empowered, they get authority and become able to take decisions without asking their superiors. They can think, behave, take action and control work by their own.

On one hand, when followers are empowered, the leaders are eased from the pressure of work, their time is saved and they can do more important work or can engage in self development work.