Change Leadership AND Change Management:
Why Do Organizations Need These Capabilities Now?
Companies are increasingly realizing the value of managing change. Agile organizations, with embedded capabilities to manage through change and communicate effectively to their workforce, have a greater chance of realizing return on investment (ROI) on projects and strategic initiatives. Businesses that invest in a structured approach to change for their employees are given a probability of achieving desired business results that is nearly six times higher than those who do not apply change management.
We are seeing companies build this capability by developing Centers of Excellence in Change Management and preparing their leaders and managers with basic skills to manage their teams through change effectively. Organizations that do not proactively plan and lead the workforce through acceptance and adoption of the new change will be unable to leverage the change and ultimately experience a competitive disadvantage in the market-place.
It is important to recognize two distinct skill sets and approaches to help your organization become “change-ready.
Organizations may choose one or both approaches to building a change capability within their company or team.
So, What is Change Leadership?
Change leadership is the ability to manage, lead, and enable the process of change and transition while helping human individuals deal with the effects of change. Common behaviors include:
These traits are often visible in professionals who have had experience in the consulting industry or organizational design & development expertise. Change leadership also means:
At higher levels, managing complex change involves understanding cultural dynamics in play and developing practical strategies to achieve the best advantage for the organization, as well as those working on the change team.
Versus Change Management?
Change management is the application of a structured process and tools to enable individuals or groups to transition from a current state to a future state, to achieve a desired outcome. When change management is done well, people feel engaged in the change process and work collectively towards a common objective. The outcomes are successful change projects that deliver results. Change Management emphasizes the “people-side” of change and targets leadership within all levels of an organization.
Change Leadership Drives the Change
Change leadership involves skills like planning, project time management, coalition building, decision making, active listening, meeting management, and communications. Change Leaders need to:
Without these competencies acquired through formal leadership development programs, on the job mentoring, and reinforcement by modeling expert Change Leaders’ behaviors, it’s like having gas in the car, a GPS, and road assistance, but no one capable of driving the car .
The Human Side of Change
A Change Leader also recognizes the cycle of change can have adverse impact on team members’ performance– personally and professionally.
Kubler Ross model
Change management practitioners can play a critical role in effectively and proactively quantifying workforce resistance and risk of project failure.
Change Leadership and the discipline of Change Management are critical for organizations to move and flex with changing market conditions. Globalization, emerging technology, innovation, government regulations, healthcare and environmental influences are only some of the trends impacting organizations’ ability to remain agile. To realize the benefits of their investments and effectively navigate strategic changes Change Leadership and Change Management methodologies are a competitive advantage.
CARA is working with our clients to ensure we have the right Change Management solutions to help companies build the workforce competency and discipline in whatever Change approach they pursue. Our goal is to provide the highest quality support for our clients to become the change-able organizations they desire to be.
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