In the management literature refers to change in organizations has been discussed ad nauseum in Change Management. It is an expression that has lost some of its meaning, although in general the word “Management” has lost much value because it has been overused for all: Managing emotions, risk management, financial management, Time Management, management of a situation, managing people, etc..
When we talk about change management, is more accurate to speak of “change leadership”. Why? Because management has to do with the past and present, and lead has to do with the future. Manage is to plan, coordinate, schedule, organize and distribute resources, always based on past data. Management is predictable and rational, and its base are the numbers.
Leading is something very different. Leading is dreaming, create, mobilize, inspire, lead, set a course. Lead is based in the future and emotions, and its base are the people.
Organizational change has to do more with emotions, with the vision, with the direction…with financial data or coordinating departments of a company. Organizational change requires leaders to their success, not managers.
As education, both university and that of the Masters, generates thousands of managers a year, we have a shortage of leaders in the business world. And this is one of the main reasons why the 60% of organizational change projects fail.
Conclusion: if you want to make a change in your business, start looking for people with charisma within it, having followers, seek informal leaders and managers with no managerial responsibilities. Companies are moving people, no statistics. Therefore, if you want to move and move your company, look to these leaders and give them the power to lead, not manage, change.
Managing Partner Execoach