While the terms "change manager" and "change leader" are sometimes used interchangeably, they actually refer to two distinct roles in organizational change.A change manager is responsible for the tactical aspects of change management. They typically focus on the planning, implementation and monitoring of specific change initiatives within an organization. They create detailed project plans, define project timelines, identify risks and obstacles, and work to mitigate those risks. They also monitor progress, provide status updates and ensure that projects are completed on time and within budget.On the other hand, a change leader is responsible for the strategic social aspects of change management. They are focused on shaping the organization's vision and culture and are responsible for creating a supportive environment for change. They define the purpose and direction of change initiatives, align stakeholders, and inspire employees to embrace the change. They also actively seek out feedback, address resistance to change, and facilitate communication and collaboration across the organization.While both roles are critical for successful change management, they require different skill sets and focus on different aspects of the change process. Change managers tend to have strong project management skills and a deep understanding of specific change methodologies, while change leaders have strong communication and relationship-building skills and a strategic vision for driving change within an organization. The most effective change management requires a collaboration between both roles to ensure that the tactical and strategic elements of change are addressed.