Paraphrase and include appropriate references and citations.

Your post provides an insightful perspective on leading and managing change. You highlight a well-established distinction between leadership and management. As Bennis (1989) articulated, leaders are often seen as those who define vision and direction ("do the right thing"), while managers focus on executing processes efficiently ("do things right"). This distinction aligns with the shift you have identified from "change management" to "change leadership," emphasizing the proactive, visionary aspects of guiding change rather than merely administering it.

Your emphasis on language underscores the power of words in shaping perception and action. By prioritizing terms like "change leadership" over "change management," you communicate a philosophy that values proactive engagement and vision-setting. This aligns with effective change initiatives that rely on clear and compelling communication to align stakeholders with the desired outcomes. The role of an "Intent Architect" as described in your experience ties well into the concept of change leadership. Just as architects design structures with purpose, the Intent Architect collaborates with senior leaders to envision and construct pathways to significant organizational change. This role supports strategic change by focusing on "envisioning, designing, and building" future states, underscoring the importance of leadership in transformation processes.

Defining the purpose and objectives of the change is crucial for alignment and motivation. Clear visioning helps communicate the end goal and motivate stakeholders towards achieving it. A structured plan ensures that strategies are actionable, and goals are attainable. Effective leadership is vital to maintain momentum, address challenges, and ensure the completion of the change process.Your narrative underscores the importance of a leadership-oriented approach to change interventions. By focusing on vision, intent, and strategic design, you highlight the key elements necessary for effective organizational transformation. This aligns well with contemporary insights into change management literature, which stresses the need for strong leadership in agile, fast-moving, and transformative organizational environments.