The role of leadership in

change management"
The role of leadership

There is marked difference in the orientation between management and leadership.

Both involve:
•deciding what needs to be done
•developing the capacity to do it
•ensuring that it is done.
However, while management is concerned with order and consistency, leadership is
concerned with change.
Management vs •Managerial work , in times of change, is
increasingly a leadership task
Leadership
Management Leadership
Deciding what needs to be done
Planning and budgeting Creating a vision
Planning and goal setting, formulating steps for achieving goals and Creating a vision and developing strategies thatwill deliver the changes
identifying the resources that will be required required to achieve thevision.

Developing the capacity to achieve it

Organizing and staffing Communicating the new direction
Creating organizational structures and work roles that will facilitate the Communicating the new direction in a way that enables people to
achievement of goals, appointing qualified people, communicating plans and understand what needs to happen if the vision is to be achieved and
delegating appropriate levels of responsibility. creating the conditions necessary to align their efforts to deliver the vision.

Ensuring that it is done

Controlling and problem solving Motivating and inspiring
Monitoring performance, identifying deviations from plans and taking Motivating and inspiring people to achieve the vision.
corrective action
 • 1. Sense making. Making sense of the world and identifying
the opportunities and threats that require attention.
• 2. Visioning. Identifying a vision of what a more desirable
state of affairs might look like and what needs to be done to
move towards this.
• 3. Sense giving. Communicating the vision to a wider
audience and responding to feedback as required to win
The role of commitment to the change.
• 4. Aligning. Promoting a shared sense of direction so that
leadership people can work together to achieve the vision.
• 5. Enabling. Removing obstacles and creating the
conditions that empower others to implement the change.
• 6. Supporting. Recognizing and responding to the concerns
of those affected by the change.
• 7. Maintaining momentum and sustaining the change.
Showing commitment and ‘walking the talk’ to keep people
focused on the change