#💡 #🟢 # four types of change leader ![[calendar-plus.svg]] <small>Mar 20, 2022</small> | ![[calendar-clock.svg]] <small>Jan 02, 2023</small> 🏷️ [[MOCs/Interests/Change|Change]] [[four types of change leader|Four types of change leader]] based on relationship between motivational approach of the change agent (analytical push vs emotional pull) and the degree of change needed by the organization (strategic vs incremental. 1. **Emotional Champion:** Clear and powerful vision of what organization needs. Useful when there is dramatic shift in environment and organization's structures, systems, and direction are inadequate. Visionary who is comfortable with ambiguity and risk, challenges accepted ways of doing things, has strong intuitive abilities, and relies on feelings and emotions to influence others. 2. **Developmental Strategist:** Applies rational analysis to understanding organization and how it no longer fits with organization's existing strategy. Sees how to alter structures and processes to shift organization to new alignment. Hard-nosed thinker who engages in big-picture thinking, sees organizations in terms of systems and structures, and is comfortable with assessing risk and taking significant chances based on assessment. 3. **Intuitive Adapter:** Has clear vision for organization and uses it to reinforce a culture of learning and continuous improvement. Adapter embraces moderate risks, engages in limited search for solutions, is comfortable with current direction of vision, and relies on intuition and emotion to persuade others. 4. **Continuous Improver:** Analyzes micro environments and seeks changes to systems and processes. Improver thinks logically and carefully about detailed processes and how to improve them, aims for gains and small wins rather than great leaps, and is systematic in thinking. ## Sources [[Organizational Change - Cawsey et al 2016]]