In the face of uncertainty, organizational change can mean the difference between failure and success. Implementation of this change, however, calls for strong leadership that adapts to the situation and formulates solutions that are fit for the perceived situation. A theory that was advanced by Bolman and Deal holds the view that many organizational leaders tend to approach leadership from four perspectives. These perspectives, or frames, are: Structural, Human Resources, Political and Symbolic Frames. The leaders at ANZ Bank have shown their ability to adopt the political, symbolic and structural frames in their problem solving and in bringing about organizational change. However, the future leaders of ANZ need to use a systematic implementation of change that starts with unfreezing, implementation and refreezing. In addition, they need to adopt the strengths of all the four frames and engage in activities that are focused by their primary concerns.