In unravelling the roles of Leaders and Managers of change, we see the term 'change management' often evoking the sense of urgency, adaptability, and transformation. But essentially its an umbrella concept that brings in programs and projects, large and small, Subject Matter Experts, willing adopters and organisational leaders. One topic we regularly confront in change management is the role of the Leader versus the role of the Manager.
In this article we suggest the clue is in the name as we look at both why its crucial for organisations to navigate change effectively and how leadership and management intersect to do just that.
The Clue in the Name
Starting with the basics, the term “change management” itself provides a hint: it’s about managing change in a way that involves distinct roles, each contributing to the successful implementation of organisational shifts.
The Change Leader: the Architect
Visionary Strategy: Change leaders are the architects of transformation. They craft a compelling vision that guides the organisation toward its desired future state. Their strategic thinking extends beyond existing processes and budgets to encompass as broad and as big a picture as required by the opportunity at hand.
Empowerment and Momentum: Change leaders empower people to embrace change despite obstacles. They ignite energy and momentum, rallying teams toward a shared purpose. Their role is that of coordinating and directing the various elements of an organisation towards achieving the change outcome.
Anticipating Resistance: Change leaders anticipate resistance and proactively address it. They understand that change can be unsettling, and they create psychological safety for employees to voice concerns. Their empathy bridges the gap between the old and the new.
The Change Manager: the Navigator
Structured Methodology: Change managers operate within a structured methodology. They leverage tools and processes to create a strategy for change adoption. Their focus is on execution—ensuring that the organisation’s articulated goals become reality.
Communication and Alignment: Change managers excel at communication. They design, deliver, and manage key messages, ensuring alignment across the organisation. They build the bridges that connect stakeholders and foster understanding.
Mitigating Resistance: Change managers assess the impact of change, gauge readiness, and identify key stakeholders. They anticipate resistance and develop strategies to minimise it. Their approach complements the visionary leadership.
Leaders Can Be Managers, and Managers Can Be Leaders
Here’s the twist: leaders can be managers, and managers can be leaders. The distinction lies in their primary focus:
Leaders: Their primary role is to drive positive, non-incremental change. They inspire, envision, and empower. Their canvas is broad, encompassing culture, strategy, and people.
Managers: Their primary role is to execute. They ensure the effective implementation of chosen goals. Their canvas is detailed, involving processes, systems, and day-to-day operations.
Why Both Roles Are Essential
Balance: Successful change demands a delicate balance. Vision without execution remains a dream, while execution without vision lacks purpose. Leaders and managers working together provide this equilibrium.
Adaptability: Change is constant. Organisations must adapt swiftly to stay relevant. Leaders infuse agility, while managers ensure stability.
Employee Experience: Change affects people. Leaders inspire commitment, and managers provide the scaffolding for a smooth transition. Together, they enhance the employee experience.
Change management thrives when leaders and managers collaborate. Their complementary skills—visionary leadership and practical execution—create a harmonious transformation.
The Change Manager Manages the Change
The role of a change manager aligns closely with the broader concept of management. Just because the purpose of the change manager's role lies in working with people to accept things that are changing, doesn't mean the Change Manager isn't structured.
Management involves overseeing, directing, and controlling various aspects within an organisation or business. It encompasses handling resources, making strategic decisions, and ensuring effective operations.
A change manager is responsible for facilitating organisational changes by minimising disruptions and ensuring smooth adoption of new practices. They collaborate with stakeholders and ensure that effective communication is maintained during change initiatives.
Change managers assess the impact of proposed changes on various aspects, such as operations, employees, and customer experience. They create change management plans, identify risks, and develop strategies to mitigate them. They implement training, communication, and other agreed activities and they continually monitor progress, gather feedback, and make adjustments as needed.
Change managers help individuals understand the rationale behind changes and address concerns, thereby reducing resistance. They evaluate the success of change initiatives based on predefined metrics and adjust strategies accordingly.
The change manager role is about having a handle on the components that make a successful transition, aligning people with organisational goals, and ensuring effective change adoption. The clue is indeed in the name.
Agencia Change manages change and guides change managers and leaders to be successful in their change management roles. For more information on how we can help you, book a free consultation:
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