Employees and managers often encounter various obstacles and challenges when accepting, introducing and implementing changes, which have become an indispensable part of every organizations everyday life. Change management is a demanding and a long-term process that implies great focus and dedication in order to achieve the desired goals. During this process, employees should feel prepared and empowered at all times, and information should always be available to them, as this can affect their satisfaction, as well as the end result. Most often, leaders are the ones who make decisions about the introduction and implementation of changes in the organization, therefore a high level of awareness of the role they play during the implementation of the entire process is expected from them. Capable leaders and managers will successfully accept changes, adapt to them and improve the entire organization. The success of the organization and its business results can be jeopardized if there is no clear communication with employees because messages and goals can often be misinterpreted. It is crucial that leaders successfully communicate changes while employees must have trust, accept the change and actively participate in its implementation. Only with their joint effort and engagement the desired results can be achieved. The aim of this paper is to show how successful leaders of small, medium and large organizations manage to implement changes. The purpose of this paper is to point out the dynamics of changes, tools and strategies for communicating changes and emphasize the importance of managing positive changes.