Change

management or
change leadership
?
THE ARTICLE
Journal 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 MANAGEMENT
Change 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 LEADERSHIP
Dimensions and requirements of leadership:
Cognitive
Spiritual
Emotional
Behavioral

INTELLECTUAL/COGNITIVE DIMENSION-
THINKING
Effective 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 peoples soul
Employees work
towards the goal
Commitment
THE EMOTIONAL DIMENSION- FEELING
Emotional intelligence
Understanding oneself
Other people
Display Self-control
Display Self confidence
Responding to others
Win peoples
heart
THE BEHAVIORAL DIMENSION- DOING
Communicating

A NEW MODEL OF LEADERSHIP
A NEW MODEL OF LEADERSHIP:
Vision
Values
Strategy
Empowerment
Motivation and inspiration

VISION
A 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 CULTURE
Corporate values
Value-based leadership- promotes shared values
Shared values:
Beliefs
Attitudes
Patterns of habitual
KOTTERS MODEL
Thank you