PLEASE RESPOND TO THE 2 POST
PLEASE RESPOND TO THE “2” POST BELOW ANSWER IN RESPONSE TO THESE QUESTIONS.
1. How do you think change leaders use data differently than change managers? Why?
2. Do you see yourself as a change manager or a change leader?
3. How does context determine when you need to be one or the other?
Ex: LeeAnn your post about Q.1, Q.2, Q3
LeeAnne
National Louis University
How do you think change leaders use data differently than change managers? Why?
According to Kotter (2019), the main differences between change management and change leadership is that change management refers to processes designed to use tools and mechanisms to maintain control during the (usually) smaller change progression, whereas change leadership is designed to be a smarter, faster, efficient way of making larger changes while empowering many people involved in the change process.
Kotter’s Eight Step Leading Change Model would likely utilize data in two different steps: step 1 and step 5. Step 1 of the model discusses creating a sense of urgency. Data would be an effective way to do this by letting stakeholders know that change needs to take place now and the data would be helpful to underscore that. In step 5 which discusses empowering broad-based action, data can be reviewed and analyzed which can then be used to make sure their priorities are still on track (Tanner, 2019, para. 5).
Do you see yourself as a change manager or a change leader?
This researcher would like to be a change leader. As Smith (2017, para. 3) points out, a change manager is likely responsible for the actual change process by directing who needs to do what and what needs to be done, while a change leader is responsible for the actual vision related to the change. This researcher wants to be able to inspire stakeholders to do what is necessary to bring change for the better.
How does context determine when you need to be one or the other?
It is certainly important to be able to know what changes need to be made, who needs to be responsible for what changes, and to monitor those changes. However, it is crucial that for any of that to work properly, a leader is able to motivate their stakeholders and help them to see the overall vision and goal for the organization.
Ex: Nicole your post about Q.1, Q.2, Q3
Nicole
Change Manager or Change Leader?
Change is a complex process that often faces some resistance. One of the approaches that has been proven to understand change is realism. “Being a realist suggests an approach grounded in realism, a school of philosophy which asserts that both the material and social worlds are ‘real’ and can have real effects; and that it is possible to work towards a closer understanding of what causes change” (Goodridge et al., p. 4). Change management can have a similar foundation to change leadership, with some distinct differences. According to Kotter, change management focuses on smaller changes, minimizing disruptions to the company or organization, and strives to maintain control over situations (2012). Change leadership, on the other hand, focuses on larger changes and instead of promoting a sense of urgency, it rather focuses on empowering people to pursue a vision (Kotter, 2012).
I believe that managers and leaders use data differently to evoke change. Managers use data to ensure that things run smoothly and within their control, while leaders use data to make changes to how things are run, which often means being out of control (Kotter, 2012). I believe that I can be a change manager and a change leader depending on the circumstances. The key for me will be to determine when each role is necessary and to be the best, I can possibly be at it. We have to determine “what makes good and bad leaders; the development of new leadership skills [and to] evaluat[e] existing leadership education” (Beare, p. 208). By doing this, I can gain more knowledge on how to differentiate between the two styles of leadership and partake on the style needed for each individual situation. Also, according to Goodridge et al. I will have to monitor people’s needs and their goals in terms of continuously improving themselves and their productivity, as well as, their “desires [that] drive continuous improvement in the quality of services and products” (p. 2). This information will help guide whether or not they require more management change versus leadership change.