Based on the below from case study of Dime Bancorp, Inc. Include your own experience as well as two citations that align with or contradict your comments as sourced from peer-reviewed academic journals, industry publications, books, or other sources.

In examining change management interventions, several reasons for failure are cited, such as a lack of sufficient communication, resistance to change, and inadequate leadership support. Kotter (2019) highlighted the effects of these factors, stressing the necessity of clear communication, addressing employee concerns, and having strong leadership dedication for successful change.

The case study of Dime Bancorp, Inc. identified key contributors to long-term success, including effective communication, employee engagement, and a supportive organizational culture (Burke, 2024). Recommendations for ongoing success emphasize strengthening leadership commitment and maintaining continuous communication, as well as investing in employee training and support programs (Burke, 2024). Cummings and Worley (2018) discussed how leadership performance and diagnostic style affect change implementation, highlighting the importance of assessing organizational culture along with using effective communication and emotional intelligence to foster employee trust.

Leadership qualities necessary for organizational change were explored, with a focus on vision, adaptability, and resilience (Bel et al., 2018). These attributes contribute to creating a shared vision, adjusting strategies based on feedback, and persevering through difficulties, thereby boosting the success of change initiatives. The relationship between organizational learning, development, and change management was also explained.

Organizational learning enhances change management by fostering a culture of continuous improvement, making teams more adaptable to change, and increasing the organization's change capability (Cummings and Worley, 2018). Lastly, trends shaping the future of organizational development, such as globalization, technology, diversity and inclusion, and sustainability, were identified. The significance of employing research methods and tools to address these trends was underscored, enabling organizational development professionals to align their practices with the evolving landscape (Church and Burke, 2020).