Understanding the Difference Between Organizational Change Management and Change Leadership

In the ever-changing weather of today’s professional climate, adaptability is the key to survival. Organizations often find themselves facing necessary and unavoidable change and must find strategies to ensure it is implemented seamlessly.

Two approaches come into play during these scenarios and while they are sometimes used interchangeably, they each carry their own meanings and play unique roles in the change process: Organizational Change Management (OCM) and Change Leadership. Each serves a different purpose, but their synergy is crucial for successful organizational change.

Organizational Change Management is the people-centered side that seeks to facilitate transition by understanding and supporting the individuals experiencing change. It fosters engagement, creates motivation for adoption of the change and ensures the readiness of the workforce. Strategies form themselves around an employee-centric approach and consider how any change will affect the team. They also identify any areas where they will be met with resistance, and mitigate it through open communication, feedback loops, and by creating a supportive atmosphere. These established frameworks are part of OCM’s systematic and planned techniques to ensure that change is implemented with the needs of an organization’s staff in mind along with the intended goals of the change.

Change Leadership, is focused on building competency in leadership. When going through a transition, it is the responsibility of leaders to inspire, motivate, and drive change throughout an organization. They must set the direction, align teams, and share a vision that guides them through the transformation process, planned or unplanned. Unplanned change is a reality of business, and it is the responsibility of a change leader to model the way and be flexible in the face of uncertainty. A leader could resign unexpectedly, or a competitor could create a situation that requires immediate response. Regardless, change leaders must remain steadfast, focused on aligning the organization with its goals and ensuring that everyone understands and contributes to the overarching vision. This requires building trust, having empathy, and ensuring that the team is aware of where they are within the change process.

When used in tandem, OCM and Change Leadership greatly ease any transition. Positive employee experience and the support of an organizational vision that resonates with the workforce leads to a smoother change implementation process. Disruptions are minimized, strategies are effectively communicated and embraced at all levels, and the company is primed for success and sustainable change. So, while Organizational Change Management and Change Leadership are distinct, their combination creates a culture where organizations can successfully adapt, thrive, and display resilience in a constantly evolving environment.