Change Management Leadership - Responsibility One of Three: Articulate the Change Vision


Change Management Leadership - Leadership of Change® Volume 4

Change Management Body of Knowledge - Volume 4

First Responsibility: Articulate the Change Vision

“Develop a compelling change vision that inspires employees with purpose and is aligned to the organisation’s strategy, values and beliefs”

Change Management Leadership: Effective and proactive leadership is essential for successful organisational change. This book outlines the three critical leadership responsibilities to implement change:

  1. Articulate the Change Vision
  2. Model the New Way
  3. Intervene to Ensure Sustainable Change.

 “Change leadership is the aptitude to develop and articulate a vision that will inspire the organisation to the new future”

Responsibility 1: Articulate the Change Vision: The first step for the leadership team in implementing their organisation’s change is to articulate the change vision. Change leadership is all about having a vision of what the organisation will look like when it moves from the current ‘a’ state to the improved future ‘B’ state. This change vision must succinctly describe how the organisation, product or service will look after the change is successfully implemented in the time limit specified. It should be bold but realistic, it should paint a vivid picture of the future state that appeals to the employee’s hearts and minds. The change vision should be carefully crafted with the involvement of the leadership team as they will be the main communicators of this vision.

About the Book: Organisational change leadership is about effectively and proactively articulating the vision, modelling the new way and intervening to ensure sustainable change. Leadership of Change® Volume 4 is a change management leadership book that outlines what should be done to successfully implement organisational change to ensure a return on investment, full employee change adoption, and sustainable change. Until recently, an organisational leader or manager could just focus on normal day-to-day operations, handing off change management and implementation responsibilities to other people.

Organisational change management, transformation, and improvement have become permanent features of the business landscape. Leading change can be one of the most difficult burdens of a leader’s role, but shareholders of organisations are now starting to demand that the leaders have Leadership of Change® capability. This book outlines the three critical leadership of Change® responsibilities, structured on the AMI© Change Leadership Model: ‘Articulate’, ‘Model’ and ‘Intervene’ to ensure sustainable change. Change implementation is also supported by the a2B Change Management Framework® (a2BCMF®).

Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: Peter F Gallagher: Books, Biography, Blog, Audiobooks, Kindle

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By Peter F Gallagher

Keywords: Leadership, Change Management, Business Strategy

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