Organizational transformation requires change leadership and change management, but their approaches and focus areas differ. Change management mainly addresses the procedures and frameworks required to carry out and manage organizational change. It entails planning, communicating, and monitoring to ensure that change initiatives successfully achieve the intended goals. The main goals of change management are ensuring that the change is accepted by the entire organization, controlling resistance, and reducing risks. Change management (CM) is a methodical approach that employs procedures, practices, and intentional activities to help an organization transition from its current state to a desired future state. It is founded on "an enabling framework for managing the people's side of change." (Kho et al., 2020). Conversely, change leadership emphasizes the cultural and human dimensions of change. It entails creating a shared vision, encouraging and motivating people to accept change, and allowing them to lead change internally. Change leadership aims to establish an innovative, adaptable, and change-resistant culture. Change leadership entails stimulating and influencing others through one-on-one assistance, observation and guidance, and resource access to create a solid foundation for change. Wide-ranging organizational changes are the primary goal of change leadership