likely to successfully block new ideas, often by discrediting the person who recommends innovation when the new idea is "bullet-proof." Big-company employees are three times more likely to be bullied at work (35 percent). When top talent can't make a difference, they go where they can build those great ideas, often starting their own companies, competing with the corporations they left. Most of these reasons for the best talent bailing are about the caliber of EXISTING colleagues, their refusal to change, and the inability of top talent (particularly recent C-suite hires) to implement significant change, which would improve the corporation's performance. The book "America's Corporate Brain Drain" (which predicted the collapse of mega-banks in 2008), goes into this topic in detail, and points to a Bain & Co. study of successfully transformed corporations. The common element was that most of the top management were fired, resulting in a rapid 250 percent per year average stock price increase. John Hopkins University study that found 90 percent of bypass patients didn't alter their lifestyle habits even when faced with the choice of "change or die." People claim they want change, but fear no longer being experts at old, existing methods. Studies show that employees of large companies are more likely to resist change, and those with long tenure were most likely to successfully block new ideas, often by discrediting the person who recommends innovation when the new idea is "bullet-proof." Big-company employees are three times more likely to be bullied at work