Post 1: As A Change Leader, You Can Be A Positive Influence ✓ Solved

Post 1 As A Change Leader You Can Be A Positive Influence On Change A

As a change leader, you can be a positive influence on change and making change happen, which strengthens your own career and professional capabilities. Respond to the following in a minimum of 175 words: Discuss the differences between managing change and leading change. What are the advantages of being a change leader?

Sample Paper For Above instruction

Understanding the distinction between managing change and leading change is essential for organizational success and personal career development. Managing change primarily involves the administrative and logistical tasks necessary to facilitate change processes within an organization. Managers focus on planning, organizing, and controlling resources to ensure that change initiatives are implemented smoothly. They address issues as they arise, ensuring that routines are maintained, and activities are aligned with organizational goals. Conversely, leading change is about inspiring, motivating, and guiding individuals throughout the entire organization. Leaders establish a vision for change, communicate the purpose effectively, and foster a shared sense of commitment and enthusiasm among team members. They focus on change adoption, culture transformation, and aligning stakeholders' interests with strategic objectives.

The advantages of being a change leader extend beyond simply executing change initiatives; they position the leader as a proactive agent of transformation. A change leader cultivates trust and engagement, which are vital for overcoming resistance and ensuring sustained change. By inspiring a clear vision, change leaders can cultivate a positive environment that encourages innovation and adaptability. Moreover, effective change leadership enhances the leader's reputation, career progression, and influence within the organization. It also promotes organizational agility, enabling the organization to respond swiftly to external challenges and opportunities. Ultimately, adept change leaders create a resilient and progressive organizational culture that thrives amidst continuous change, securing long-term success.

References

  • Kotter, J. P. (1996). Leading change. Harvard Business Review Press.
  • Hiatt, J. (2006). ADKAR: A model for change in business, government, and our community. Prosci.
  • Burnes, B. (2017). Managing change: A strategic approach to organizational dynamics. Pearson Education.
  • Appelbaum, S. H., Habashy, S., Malo, J., & Shapiro, D. (2012). The transforming power of leadership. Journal of Organizational Change Management, 25(2), 258-273.
  • Cummings, T. G., & Worley, C. G. (2014). Organizational development and change. Cengage Learning.
  • Armenakis, A. A., & Harris, S. G. (2009). Reflections: Our journey in organizational change. Journal of Change Management, 9(2), 127-142.
  • Lines, R. (2004). Influence of participation in strategic change: Resistance, organizational commitment, and change goal Achievement. Journal of Change Management, 4(3), 193-215.
  • Lewis, L. K. (2011). Organizational change: Creating change through strategic communication. John Wiley & Sons.
  • Hickman, G. R. (2010). Leading change: How successful leaders approach change. Organization & Environment, 23(2), 212-229.
  • Klein, M. (2010). Ecological dynamics of organizational change. Journal of Organizational Change Management, 23(2), 200-215.

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