A REPORT ON CHANGE MANAGEMENT AND CHANGE LEADERSHIP Essay

There is a fundamental difference in the definitions of throw counseling and change lead. Change management is an embodiment of processes and mechanisms that ar designed by an organization to effect transformation within the ranks of an organization. some other process that is a great deal mistaken with change management is change leading, although the 2 processes might know the same conation, change leadership involves planning and implementing processes, tools or mechanisms that be associated with spacious scale changes across an organization, it involves putting structures in govern to make the institution process go faster, smarter and more efficiently. It should be noted however that with both processes, it is critical to keep things under control as there would be outflow of resources to ensure that the change is kept in perspective.From the above definitions, it is evident that when change management works efficiently, it tends to be associated with small structu ral changes in an organization while change in leadership is fundamentally different as it involves putting structures in place that make the potential to take things out of control it also involves implementing fine-looking visions, empowering lot and institutions by placing experienced and dedicated persons at the helm of affairs to slander risk of failure. Due to the scope of events involved in change leadership, the dividing line world often clamours for change management as change leadership involves bigger leaps, investments, entering windows of opportunity at a fast and intriguing pace. It is important however to note that no matter the change confinement implemented whether management or leadership, for change to be successful, it must(prenominal) unhorse with an individual or group of individuals or some group(s) who go through to engage the current state of the business, reflect on the organizations fiscal performance as well as its market position and lead off a process that requires cooperation from all individuals as without proper motivation, all change effort would be futile.When organizations begin, often much emphasis is placed on leadership and short on management. People responded quickly to change. Organizations could, and often did, turn out new programs promptly without challenges, however as organizations develop the kinetics ar different slower, costlier, stuck in red tape, less tangible, less experimental. That is because big organizations are complex and have to continually evolve toremain relevant. When organizations are accosted by complexness, people get anxious hence the need for foregone conclusion and coordination in the form of structures, policies, responsibilities, and rules to push that fear away. We cannot change our fear of complexity alternatively there needs to be a paradigm demerit from management to leadership. Organizations have to remain robust even as they grow, they must ensure that innovation does not get crushed with the advent of globalization. When organizations have high competencies in management and leadership, they are able to meet challenges straightaway and in the future as businesses should be forward looking. However, most organizations are usually lacking one or the other. When management exists without leadership, the company is often unable to change.However the management methodologies that helped successfully develop organizations a coke ago are no longer sufficient. Achieving continuous growth in an ever-increasing, fast paced society requires a change. The key to survival is a expert blend of change leadership and change management.Change LeadershipThe management methodologies that helped successfully develop enterprises throughout the 20th century are no longer sufficient. Driving results in a world of ever-increasing change requires a new kind of leadership. Management is astir(predicate) coping with complexity. Its practices and procedures are f or the most part responses to one of the most significant developments of the twentieth century the emergence of large organizations. Without good management, complex enterprises tend to become chaotic in ways that threaten their very existence. Good management brings a degree of hostelry and consistency to key dimensions like the quality and profitability of products. Leadership, by contrast, is about coping with change. Part of the reason it has become so important in recent years is that the business world has become more competitive and more volatile. Faster technological change, greater international competition, the deregulation of markets, overcapacity in capital-intensive industries, an unstable oil cartel, raiders with junk bonds, and the changing demographics of the work-force are among the many factors that have contributed to this shift.We should not try to fight the natural tendency toward coordination and control rather we should embrace change. As a matter of fact, some people pass on argue against the benefits of consistency as rules they claim offer consistency and, so the theory goes, coherence throughout the organization, but there is a bump way to do this than to insist on rigid rules.