Photo credit: Fisher College of Business – The Ohio State University
Have you come across how the terms ‘leadership’ and ‘management’ are often interchangeably used? I have too. And today, I am here to tell you otherwise. While these two terms complement each other, they are not quite the same. So you got a big promotion at work and are now promoted into the role of managing people. Congratulations! Now, does that make you a leader automatically? No! There are clear differences between the two positions, and we will have a look at the debate of leader vs. manager here.
First, let’s talk about what truly leadership means and who is a leader. People define leadership in different ways. For most CEOs of the business world, leadership means having business acumen, a clear vision, and attainable goals for the company, and also having human emotions like resilience, empathy, humility, etc. And yes, this is accurate. But leadership is so much more. Some are born leaders, and some are learned. Every leader has their own personal definition of leadership, which influences how they lead. Every leader shapes the employees and the company culture and direction according to their understanding of the definition.
Not everyone can be a leader. Most are followers. There are also pseudo-leaders. But at the end of the day, a leader inspires and ignites passion and motivation among their followers. A leader is also not afraid to make bold decisions. In fact, those decisions are what set them apart from the rest. Here are three quotes about leadership that never fail to inspire me.
- “The greatest leader is not necessarily the one who does the greatest things. He is the one that gets the people to do the greatest things.”– President Ronald Reagan
- “A leader is one who sees more than others see, who sees farther than others see, and who sees before others see.” – LeRoy Eimes, author and leadership expert
- “The supreme quality of leadership is integrity.” — President Dwight Eisenhower
As we all know, “With great power comes great responsibility,” any person who is a leader will always need to tread the path accordingly to empower others.
Now, let’s talk about who managers are. A manager is a professional who manages a team of employees, often in a leadership position. More often than not, managers are responsible for managing a specific department in their company and getting the work done by the employees. There are surely different types of managers, but they are mostly involved in conducting performance reviews, making decisions, and ensuring that organizational decorum is maintained. A manager also builds the gap between employees and higher management.
Now that we have the definitions in place, let’s look at the differences between a leader and a manager. Here are six primary differences between a leader and a manager.
Leader vs. Manager: How are they different?
Leaders create a mission and vision, whereas managers create tasks and goals.
It is imperative for leaders to inspire and engage their team by sharing a vision of what is possible. They look beyond individual capabilities and inspire and encourage people to contribute to a greater cause. This helps in unlocking the potential of high-performing teams, leading to greater achievements than if each member worked alone.
Managers, on the other hand, focus on setting, assessing, and attaining goals. They are responsible for organizing workflow and workload, assigning tasks to the employees, tracking the results, and ensuring the work is done. They can guide their team toward success by navigating challenges and exceeding objectives.
Leaders challenge the status quo. They are change agents, while managers abide by the status quo.
Leaders embrace change, in fact, they lead change. They believe in certain disruptions and abide by innovations. They believe that there are always better ways forward. And even though they comprehend and acknowledge that alterations to the system create waves, they still challenge the status quo, almost always.
Managers adhere to what proves effective, polishing the systems, structures, and processes to enhance them. The goal is to continuously improve and guarantee that the team can confront any obstacles that arise. This helps the employees to attain their objectives and furnish top-tier outcomes for the organization.
Leaders don’t shy away from taking risks, managers avoid risks.
Leaders are more inclined to take risks and try new things than managers. They recognize the value of experimentation and accepting failure as an inherent part of acquiring knowledge. Conversely, managers typically concentrate on reducing risk and dodging potential complications. Although each method has its advantages, I believe that adopting a leadership role and engaging in calculated risk-taking can lead to superior outcomes in the long term.
Leaders build relationships, while managers focus on goals and objectives.
Effective leaders prioritize people and build strong relationships with stakeholders to influence them in order to realize their vision. Leaders take the time to get to know their stakeholders, build trust and loyalty, and consistently deliver on their commitments to help ensure the stakeholders’ unwavering dedication to their vision. Effective managers prioritize structures and collaborate closely with team members to achieve shared goals and targeted objectives. Proactivity helps establish a strong foundation for success.
Leaders are in for the long haul, while managers are mostly in for a fixed term.
Leaders and managers have different approaches to achieving success. Successful leaders are intentional and committed to their vision, even when the end goal seems far away. They have a vision. They don’t need constant rewards or recognition to keep going. Managers, on the other hand, focus on short-term or fixed-term goals and seek commendation more often. Both leaders and managers need their own techniques for success.
Leaders are coaches, while managers are instructors.
Great leaders trust their team members and value their skills and insights. They encourage proactive problem-solving and offer guidance and support instead of micromanaging. They coach people to become a better version of themselves. Managers, on the other hand, focus on delegating tasks and supervising their completion. While both leadership styles have benefits, influential leaders understand the importance of empowering their team and fostering a collaborative culture.
Conclusion
In the end, leaders have people who go above and beyond following them. Leaders are enigmatic and possess a unique charisma that helps them inspire and motivate their followers to become active participants. They foster a sense of allegiance and commitment that transcends mere compliance. They inspire loyalty and dedication, and they inspire change. Conversely, managers usually have employees who just obey instructions and strive to satisfy their superiors, without experiencing a profound connection or sense of purpose.
So, are you a manager, or are you a leader?
Related Post
The Power of Emotional Intelligence in Leadership: A Path to Success
