There is no denying that twenty-first century organizations require new techniques for handling change. Traditional, twentieth century organizations that wish to embrace technology and move into the twenty-first century must reevaluate their culture and adapt to an environment of constant change. Dynamic innovation is a must. Lewin’s Forcefield Analysis model is especially helpful when redefining the culture of traditional twentieth century organizations. Corporate visions must be defined to establish and maintain culture that transcends purpose, and leaders must get into the habit of cultivating new leaders for the future. These twenty-first century leaders will go on to spread the new, open practices of the future organization that is ready for the rapid change necessary to stay competitive in the industry of today and tomorrow. A case study of Google is provided to demonstrate how the archetypical twenty-first century organization is constantly adapting to stay relevant in a fiercely competitive environment.