Organizational change has become an inevitable and continuous phenomenon in contemporary institutions, driven by technological advancements, competitive pressures, and evolving stakeholder expectations. Effective change management requires not only structural and strategic adjustments but also the capacity to navigate complex human and emotional dynamics. This study examines the interplay between distributed leadership and emotional intelligence in facilitating effective organizational change management. Distributed leadership, conceptualized as a collective and relational practice, expands organizational leadership capacity by engaging multiple actors in decision-making and problem-solving processes. Emotional intelligence, encompassing self-awareness, empathy, emotional regulation, and relationship management, equips leaders and employees to manage emotional responses, foster trust, and sustain collaboration during transformation. Through a comprehensive review of existing literature and theoretical frameworks, this study highlights how integrating distributed leadership with emotional intelligence enhances employee engagement, reduces resistance, and improves overall change effectiveness. The findings underscore the importance of adopting a holistic, human-centered leadership approach in dynamic organizational environments, offering practical implications for leadership development, change strategies, and sustainable organizational performance.

Keywords: Distributed Leadership, Emotional Intelligence, Organizational Change Management, Employee Engagement, Leadership Effectiveness, Change Facilitation, Adaptive Organizations.