CHANGE MANAGEMENT AND CHANGE LEADERSHIP IN ORGANIZATIONS
A REPORT ON CHANGE MANAGEMENT AND CHANGE LEADERSHIP
There is a fundamental difference in the definitions of change management and change leadership.
Change management is an embodiment of processes and mechanisms that are designed by an organization to effect transformation within the ranks of an organization.
Another process that is often mistaken with change management is change leadership, although the two processes might have the same conation, change leadership involves planning and implementing processes, tools or mechanisms that are associated with large scale changes across an organization, it involves putting structures in place to make the institution process go faster, smarter and more efficiently.
It should be noted however that with both processes, it is critical to keep things under control as there would be outflow of resources to ensure that the change is kept in perspective.
From the above definitions, it is evident that when change management works efficiently, it tends to be associated with smaller structural changes in an organization while change in leadership is fundamentally different as it involves putting structures in place that have the potential to take things out of control; it also involves implementing big visions, empowering people and institutions by placing experienced and dedicated persons at the helm of affairs to minimize risk of failure.
Due to the scope of events involved in change leadership, the business world often clamours for change management as change leadership involves bigger leaps, investments, entering windows of opportunity at a fast and challenging pace.
It is important however to note that no matter the change effort implemented whether management or leadership, for change to be successful, it must begin with an individual or group of individuals or some group(s) who have to study the current state of the business, reflect on the organization’s financial performance as well as its market position and
There is a fundamental difference in the definitions of change management and change leadership.
Change management is an embodiment of processes and mechanisms that are designed by an organization to effect transformation within the ranks of an organization.
Another process that is often mistaken with change management is change leadership, although the two processes might have the same conation, change leadership involves planning and implementing processes, tools or mechanisms that are associated with large scale changes across an organization, it involves putting structures in place to make the institution process go faster, smarter and more efficiently.
It should be noted however that with both processes, it is critical to keep things under control as there would be outflow of resources to ensure that the change is kept in perspective.
From the above definitions, it is evident that when change management works efficiently, it tends to be associated with smaller structural changes in an organization while change in leadership is fundamentally different as it involves putting structures in place that have the potential to take things out of control; it also involves implementing big visions, empowering people and institutions by placing experienced and dedicated persons at the helm of affairs to minimize risk of failure.
Due to the scope of events involved in change leadership, the business world often clamours for change management as change leadership involves bigger leaps, investments, entering windows of opportunity at a fast and challenging pace.
It is important however to note that no matter the change effort implemented whether management or leadership, for change to be successful, it must begin with an individual or group of individuals or some group(s) who have to study the current state of the business, reflect on the organization’s financial performance as well as its market position and