Part 1.
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?
Part 2.
Respond to the following classmate in a minimum of 100 words:
“This has so many aspects, but in its simplest form, the manager or managing change has to do with all the process and procedural changes. For example, if you were changing the pay structure in a sales team, you would have to make or direct all the changes associated with those changes. On some level, a good manager also has to be a change leader.
Leading change can be at all levels of management. If you are a mid-level manager, getting on board and buying into the change would be the first step to lead change. Once you get to that point, you would need to get others on board with the change. Leading the change from a more senior management position would be selling the plan to your direct reports.
A change leader can be non-management, as well. I think it all comes down to your attitude about the change. You can be a detractor verbally spewing all the negatives of the change, or you could show some positive leadership and help out the boss.
If you are not in management, the most significant advantage of being a change leader is being a team player, and management loves team players; even if the change fails at least, you did your part.” – David H.
Part 3.
Reply to the following discussion in a minimum of 100 words:
“There are many differences in the approaches that one can take in the business world to the many challenges and unforeseen circumstances that can suddenly appear or manifest out of nowhere. in my opinion leading the change is the best way to motivate, inspire and engage all levels of management. Leading is walking the walk and being in the front lines of the changes taking place and the situations in which they too are being utilized to address. Leading allows for first hand experience of the functional flow, overall process or procedure in its different stages and steps to naturally happen with many that care to be able to observe the chain reaction of events that surround the process or procedure. Managing change on the other hand is where the change managers are distanced from the process, problem and situation unable to see the overall dynamic. In managing change the change manager directs the supervisors or managers associated to the affected areas needing change and little upward communication happens from below those managers to or with the change managers. Managing change also doesn’t always include a lot of organizational engagement, more or less more stringent or new policies taking effect for enforcement.” – Tony R.