*First Slide

According to Zaleznik (1977), a leader is a change shaper and mover, while a manager is
focused on processes teamwork, and working within the existing organization
*Second Slide
Benns (1993) has listed the differences between management and leadership activities.

*Third Slide
Strategic Change - An organizational culture starts with the leadership provided by an
organization’s founder. The core values laid down in the early days and the evolution and
growth of an organization subsequently imprints a distinctiveness that is likely to last long
after the departure of the original founders and managers

*Fourth Slide
8 stages for leading strategic and cultural change according to Kotter (1996)

 Establish a sense of urgency

 Create a guiding coalition
 Develop a change vision
 Communicate a vision for others to buy into
 Empower action across the organization
 Generate short-term wins
 Never let up
 Incorporate changes into the culture
A few years back, leaders, entrepreneurs, innovators formed companies where as managers
were hired to run their operations. But nowadays, you will notice that our educational
system is increasingly focusing on management system while downplaying the value of
leadership. Also, there is perspective change that both leadership and management are the
same which is not mere a reality. So in today’s discussion, we will take a deep dive the
difference between leadership and management.
*First slide*
So leader she/he’s the one who set vision, drive change, integrity and shape culture while
the manager implement vissoion, and drive people to get things done.
*Second slide*
So, leaders as you can see listed by benns 1993, that leaders is someone who always take
initiative and invest great effort to the company’s vision. Leaders in general are those who
question the status quo o ang “kasulukuyang kalagayan ng isang kompanya”.
And the manager’s primary focus is meeting the organizational goals. also the leader is the
one who ask “what” and “why” while the manager ask “how” and “when”. For example,
there is a stumbling block sa company or problem o hadlang so the leader will ask “what did
we learned for this?’ or why has this happened?” and on the other hand, managers will
evaluates and analyze failures.
*Third slide
So the aim of the strategic change no is improving performance, adapting to external change and
responding to new opportunities and challenges of the business.

*Fourth Slide*

*Creating a sense of urgency helps to motivate and mobilize individuals within the organization to
recognize the need for change and to take action.

* This stage no is mag create ug team that has enough power to drive the change and work as a
team

*change direction to develop strategies for achieving the vision

* clearly communicate how individuals will benefit from the vision

*Empowering action is essential for building a culture of innovation, adaptability, and sustained
success.

*Short-term wins help build momentum, boost morale, and demonstrate the tangible benefits of the
change initiative

*continuous dedication is necessary for achieving long-term success.

*Effectively incorporating changes into the culture is an ongoing process that requires commitment,
consistency, and active engagement from leadership and employees at all levels of the organization.
It involves aligning the cultural elements with the strategic objectives and reinforcing them through
various organizational practices.