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In my opinion, the difference between managing change and leading change is subtle but profound. Managers and leaders both need to worry about controlling and shaping intended and unintended outcomes. Both managers and leaders will find themselves filling different roles amongst the six images of change management listed in the book, though they a leader will find themselves embodying different roles than a change manager might.

In the end, I think that the key difference between a change manager and a change leader is about how that person views and treats their followers and how those followers view the leader. A manager might try to affect and shape outcomes themselves, but a leader will empower and encourage their whole team to control and shape change outcomes. A leader can make a larger impact than a manager by cultivating deeper engagement from team members and shaping that engagement to be the most effective it can be. A leader is also someone who raises up other effective change leaders who are concerned with the people who they lead and so the legacy of a great change leader will last much longer than just a manager.