Panel: Change Leadership Panel Revisited - Have We Progressed?

Rich: ACMP Facilitator Welcome etc.

Run of Show:
Rich: Welcome all. Here again to reflect and keep moving the dial forward in the change space.
Let’s Reflect back on the past year since we were together.

Question 1: I’m going to ask all of you to start give me a brief reflection of your thoughts,
insights, and observation on the topic since we met last year? As change professionals, how
are we leading change now? Is it different or the same?
1. David
2. Marlon

Change leadership has evolved in response to various factors like advances in technology and
changing workforce dynamics. Here are some keyways in which change leadership has
changed:
 Better CIA around emerging technologies such as AI, data analytics, and their impact
SPORTS.
 Empathy: Change leadership has also evolved to place greater emphasis on empathy and
emotional intelligence. show empathy towards their concerns and anxieties. Need to be
skilled in emotional intelligence, including self-awareness, self-regulation, social
awareness, and relationship management, to build trust and rapport with employees.
 Inclusion and diversity: Change leaders are expected to understand and respect diverse
perspectives and create inclusive environments where all employees feel valued and
included. This is also compounded by the fact that we now have 5 different generations in
the same workspace. Ignore the millennials at your own peril..
 Agility and adaptability: Change leadership has become more focused on agility and
adaptability, as organizations face rapidly changing markets and disruptive technologies.

3. Rana
4. Hatem

Question 2: We are at the conference for the association of change management

professionals (ACMP) but we are talking about change leadership. Are we talking the same or
different things here?
1. Hatem
2. Marlon

They are two related but distinct concepts that are often used interchangeably. While they
share a common goal of managing change, they differ in their focus, scope, and approach.
  Change management is typically associated with project management and how we use
our preferred change tools and methodologies to ensure that the change is delivered on
time, within budget, and to the required quality standards.
 Change leadership, is a more strategic, visionary approach to change looking inspiring
and guiding people through the change process. It involves setting a clear direction,
proving the compass, spelling out the vision for the future, and inspiring and
motivating people to embrace the change. It requires strong leadership skills, such as
the ability build trust and credibility, and manage antagonisms. It is about creating a
sense of purpose and direction, engaging, and aligning stakeholders, and building the
capacity and capability to sustain the change over the long term.
 In summary, change management is a process-driven approach to managing change,
while change leadership is a people-driven approach to leading change. While both are
important for successful change, change leadership is critical for inspiring and engaging
people to embrace the change and achieve the desired outcomes.

3. Others for comment

Question 3: If we are looking to fulfil our potential to lead change in the new world. What are
the key qualities we need to either demonstrate, or if we don’t have them in our toolbox,
learn to use?
1. Rana
2. David
Others for comment

Question 4: Building on that skill set of the professional leading change, we’ve all learned
many models, methods, but how do we engage with leaders in organizations to support the
change that needs to be delivered, in the way it needs to be delivered?
1. Marlon

Engaging with leaders in organizations is critical to supporting change and ensuring that it is
delivered in the way it needs to be. We can do it by:
 Build an effective change network: Identify change enablers, change agents, and
change leaders.
 Test that vision. Check for competing visions.
 Understand leaders concerns and co-create the future change with them. Once they
have the DNA in the change, you have more support.
 Celebrate successes and recognize achievements: Celebrate successes and recognize
the achievements of leaders who are supporting the change initiative.

2. Rana
3. Others for comment

Question 5: Can we be a change leader if we are not a change manager? How?

 1. Hatem
2. David
3. Others for comment

Question 6: One of the key reasons for coming together again this year is to reflect on how far
we’ve come, but maybe the question should be how far do we need to go still? What do you
expect the future of leading change to look like?
1. Hatem
2. David
3. Marlon

 Ability to manage complexity and uncertainty.

 Managing many partners in the change leadership journey. Change leaders, change
enablers (HR, training, ) change agents.
 Focus on collaboration and co-creation: The future of change leadership will involve a
greater emphasis on collaboration and co-creation as leaders will need to be able to
build diverse and inclusive teams.
Overall, leading change in the future will require a combination of skills, including agility,
collaboration, technology integration, sustainability, emotional intelligence, and empathy.
Leaders who can master these skills will be well-positioned to succeed in an increasingly
complex and dynamic business environment.

4. Rana

Question 7: A final round up before we head off to the follow-on session which will be a little
more freeform. Give me one to three words from each of you that describes your thoughts on
how this conversation on Change Leadership, Leading Change, Change Management, and all
other combos of those words are going to keep progressing?

1. David
2. Rana
3. Hatem
4. Marlon

LEAD NOT BE LED. We will require proactivity and change leaders bold enough to lead change
into the future. Proactivity and bold

Yvonne@2023!
Marlon@2023!