Change Management vs. Change Leadership: Which One Makes Sense for Your Business?

At some point, every enterprise must confront one of the biggest challenges faced by modern organizations across the world: Change. Or, more specifically, successful change. In today's rapidly evolving business terrain, true corporate rebels recognize that without effectively and successfully incorporating a culture that embraces change within their companies, failure is almost imminent. Without a steady dose of innovating, reimaging, and redefining what's possible, today's biggest industry disruptors can quickly become tomorrow's status quo, losing both their place within the market as well as their competitive edge.

Of course, it's not enough to recognize the importance of change within your organization – to future-proof your business, you must also develop a culture that embraces, promotes, and thrives on it. For many entrepreneurs, that process often comes down to two standard practices: change management and change leadership. 

Develop a Corporate Culture That Thrives on Change

While most people use the terms interchangeably, change management and leadership are not the same. Change management focuses more on end results, implementing control mechanisms and restrictions to keep initiatives on track and moving forward according to the initial perceived plan. Often lead by a resource outside of the company, change management strives to keep the organization running as close to "business as usual" as possible during the transition towards new operations, processes, and protocols. 

Change management can be effective for small-scale internal adjustments. However, for deep-rooted and large-scale modifications, this approach often poses several challenges to business owners. Because organization leaders do not typically implement change management methodology, it's generally difficult to achieve company-wide buy-in. Most importantly, change management is usually owned entirely by a single team of stakeholders. As a result, most of the company's staff members don't feel authorized to support and enact change as needed throughout the organization.

Change Leadership Empowers Strategically Rebellious Thinking For Long-Term Results

Whereas change management focuses primarily on the basic tools and structures used to monitor, control, and restrict modifications, change leadership creates and supports the driving force that fuels full-scale corporate innovation. At its core, change leadership reinforces strategically rebellious thinking, empowering staff members across the organization to proactively participate in the process, instantly increasing corporate-wide buy-in. 

Additionally, while change leadership may start at the C-level, it's not a top-down strategy. Instead, the leadership approach aligns everyone in the organization with the company's overall vision. The management method typically offers one perceived path to end results; however, a leadership approach often discerns multiple possible routes, all while celebrating various milestones throughout the process. By continuously providing team members with the tools, resources, and capabilities needed to redefine the status quo, change leadership best equips organizations for long-term, sustainable success.

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Contact REBEL & REASON for more information on enacting change throughout your enterprises.