Tom Flick is a former All-American and NFL Quarterback who personally addresses over 100,000 men and women each year on high performance strategies for leadership, teamwork, change, and personal growth. His article below explains the distinction between Change Leadership versus Change Management.
As noted by my friend, Harvard Professor and leadership guru Dr. John Kotter in his bestselling book, Leading Change, leadership really is the name of the game. In our fast-paced world of continuous change, the impetus in corporate America should be focused 70% towards leadership and 30% towards management.
The educational systems in America and Europe are predominantly geared towards management, developing in people “managerial mindsets.” Their goal is to maintain the status quo and avoid hazards. Management is budgeting, staffing, regulating, and smart problem solving—essential aspects of a successful company. However, a primary focus on management doesn’t move anybody forward. Today, most organizations are over-managed and under-lead. There is a dichotomy behind the concept of “Change Management” because change and management are conflicting ideas. Change management doesn’t lead to progress within a company—leadership does.
Whether it is a senior leadership team, upper or mid-level managers, directors or a sales force, in organizations today, leadership needs to be taught, emphasized and focused upon to a higher degree. Leadership is about vision and strategy—it motivates action, removes barriers, and generates bye-in. Leadership takes complex systems and people and creates evolution, opportunities, and growth. Management is what you know. Leadership takes you to where you want to go.
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