Change Leadership vs. Change Management
Today’s VUCA (volatile, uncertain, complex and ambiguous) world is constantly shifting and with that, the need for highly skilled change leaders is in demand. Many would think that when I refer to a “Change Leader” I’m referring to someone who can implement the processes, tools and procedures to manage the change, right? Well, that’s only one part of it.
For me, Change Leaders encompass any one person who is looking to influence another’s change in behavior. It is not an organizational position and Change Leaders are peppered all throughout a business.
If I’m working on a team and want to find a way for my colleague Suzie Q to get things to me on time so that I can do my job and be productive, as a Change Leader, I need to use my rapport and influencing expertise to make that happen. If I’m managing a team and need the team to buy into a particular change, I am a Change Leader.
And oh, by the way, if I am moving myself through a transition in life – perhaps towards a new job, or towards retirement- I am a Change Leader. I am leading and influencing myself through a significant change.
When we talk about change management, we are speaking of the implementation of methods and processes (e.g. communications, training programs, town hall meetings, etc.) that help create the environment to influence people to making the personal decision to change their behavior. But the environment is not what motivates people to change. It is the Change Leader that makes that happen. Any great Change Leader will see people running through walls for them because they have done the work to build the trust of those followers.
Now people will comply and may appear to change their behavior in an effort to keep their jobs. But true change – the kinds that occurs in the “hearts and minds of people” takes true Change Leadership.
What does a Change Leader look like in action? Well, they are those that everyone is familiar with and trust. They also take on the following tasks to ensure a smooth transition.
- Create and share a strategic plan of action with everyone in the organization.
- Effectively communicate with employees and other key stakeholders about change.
- Provide support, meet employee needs, and ensure their voices are heard.
- Plan for long-term organizational and employee success as the end goals of change initiatives.
But most importantly, they are clear regarding their self-power – that they have the ability to influence and lead others towards personal decisions.
So then what is Change Management?
Now I said earlier that someone who can implement the processes, tools and procedures to manage the change is one aspect of great Change Leaders. In fact, when I come across a Change Leader who has the abilities I refer to above AND understands some fundamentals about the tools, processes and methods about how to manage the change….well that individual is a “holistic” Change Leader in my book.
The primary goal of Change Management is to make a consistent change in the organization while minimizing any potential distractions that could obstruct the organization from reaching its change initiative goals.
Change Leaders are proactive. Change Management is reactive. Change Leaders are people centered. Change Management is process centered.
Change Leadership and Change Management are vastly different frameworks that rely on the integration of each to realize a holistic change success.
About Transformation Strategies
Founded by Tricia Steege in 2001, Transformation Strategies is a trusted coaching and consulting firm that assists its clients to realize their desired futures by partnering with them to create comprehensive change strategies and develop their leaders to accomplish real results. We specialize in shifting whole systems at one time by helping our clients think the way the whole system thinks.
