change management or change leadership

Change management or change leadership

?

THE ARTICLEJournal of Change Management, 2003

- ROGER GILL

ABSTRACT

WELL MANAGED CHANGE IS NOT ENOUGH EFFECTIVE LEADERSHIP HAS TO BE

INTRODUCED MODEL OF LEADERSHIP FOR CHANGE DIMENSIONS – cognitive, spiritual, emotional

and behavioural THE MODEL – vision, values, strategy,

empowerment and motivation and inspiration

CHANGE

CHANGE MANAGEMENTChange management is an approach to

transitioning individuals, teams, and organizations to a desired future state.

WHAT HAPPENS DURING CHANGE PROCESS???

DIFFICULTIES IN IMPLEMENTING CHANGE:• Comfort zone

• Cultural taboos

• Emotional barriers – fear, ego, threat

• Resistance to change

• Lack of respect for the people

• Lack of self confidence

RESISTANCE TO CHANGE

WANT CHANGE SUCCESFULLY ????

LEADERSHIP

Leadership makes the difference

Change Management vs. Change Leadership --

What's the Difference?

•  Change management is a set of basic tools or structures intended to keep any change effort under control.

• The goal is often to minimize the distractions and impacts of the change.

• Change leadership, concerns the driving forces, visions and processes that fuel large-scale transformation.

• Change leadership is much more associated with putting an engine on the whole change process, and making it go faster, smarter, more efficiently.

WHY MANAGEMENT IS NECESSARY BUT NOT SUFFICIENT? Change programme fails:• Poor management• Poor planning• Poor monitoring and control• Lack of resources• Know-how• Incompatible corporate policies and

practices

According to Hooper and Potter , leadership of change means “developing a vision of the future, crafting strategies to bring that vision into reality that everybody in the organization is mobilizing their energies towards the same goals” – emotional alignment.

Adaptability is displayed by environmental sensitivity, tolerance views ,a willingness to experiment, tolerate failure and learn from it and adaptability to respond quickly to change.

Alignment and adaptability are needed –

WORLD ECONOMIC FORUM,2000

MODEL OF TRANSFORMATIONAL LEADERSHIPDimensions and requirements of

leadership:

• Cognitive

• Spiritual

• Emotional

• Behavioral

INTELLECTUAL/COGNITIVE DIMENSION- THINKINGEffective leadership requires:• Ability to perceive and understand

information• Imagine possibilities• Use intuitions• Make judgments• Solve problems• Make decisions

produces

• Vision• Mission• Shared

values• strategies

THE SPIRITUAL DIMENSIONS

•Meaning •Purpose

• Wins people’s soul• Employees work

towards the goal• Commitment

THE EMOTIONAL DIMENSION- FEELINGEmotional intelligence• Understanding oneself• Other people• Display Self-control• Display Self confidence• Responding to others

Win people’s heart

THE BEHAVIORAL DIMENSION- DOINGCommunicating

A NEW MODEL OF LEADERSHIP

A NEW MODEL OF LEADERSHIP:

VisionValuesStrategyEmpowermentMotivation and inspiration

VISIONA vision is a desired future state.A shared vision by kotter:• Clarifies direction• Motivates people to take action in right

direction• Helps to align people and coordinate

their actions efficiently

VALUES AND CULTURECorporate valuesValue-based leadership- promotes shared

valuesShared values:BeliefsAttitudesPatterns of habitual

KOTTERS MODEL

Thank you