Many people can be confused about the difference between leadership and management, including employees, students, and business owners. In fact, some individuals can be confused about how to distinguish leadership from management as they believe they require the same skills and traits.
However, those who are working as part of a team or taking on a new role as a manager or leader need to know the difference between the two.
What is the difference between a leader and a manager?
It's natural for people to wonder 'what is the difference between a leader and a manager,' especially because they seem to be similar roles. For those asking 'what is the difference between a manager and a leader,' it's important to note that many people think they mean the same thing. However, they symbolise different roles and reflect different skill sets.
The main role of leaders entails making goals and setting objectives for a team while encouraging them to strive towards them. A good leader needs to be motivated, inspirational, and positive to inspire those around them. Rather than focus on logistical challenges, they have a responsibility to use innovation and creativity to push their team forward.
Alternatively, managers have a more logical role as they're in charge of ensuring that organisational processes run smoothly. For example, they will ensure that certain tasks are being completed to a certain standard and within a specific time period. In terms of mindset, managers should focus on the facts and be very good at problem-solving and decision-making. This maintains stability and efficiency within an organisation.
Leaders and managers also have different relationships with their team. For example, leaders tend to prioritise building strong relationships based on trust and open communication. Rather than leaders being seen as strict individuasl who impose rules and regulations, their team should see them as a pillar of trust and inspiration. There's an element of emotional connection between leaders and their team as a leader will emotionally invest in their team's journey, encouraging them to progress in their role.
On the other hand, managers have more strict boundaries in place when it comes to building personal or emotional relationships with the team they manage. Rather than centralising their efforts on the emotional or creative fulfilment of their team, they will focus on their team's performance, directing them in a factual and direct manner. Because of this, many managers seem less approachable than team leaders.
Some of their tasks include tracking progress and offering feedback to check that every task is completed in the best way possible. In this way, managers are more concerned about making sure everything runs smoothly and that everyone is complying with the relevant standards and procedures than leaders would be.
Is it better to lead or manage?
For those wondering 'what is the difference between a leader and a manager,' it's natural to wonder if it's better to lead or manage. The leadership vs management debate often leads people to weigh up the pros and cons of leading or managing. Deciding whether it's better to lead or manage depends on the context and the requirements of the company or team. Both roles need to be filled to ensure that an organisation is operating effectively, meaning that every good organisation will balance both. However, there are some instances where an organisation will have to choose between appointing a leader or manager.
Firstly, getting clear on a team's expectations can help you to determine whether it's better to lead or manage. For example, if a team needs to be inspired and motivated towards particular goals and objectives in the long term, a leader is the best person to drive this change. These individuals will instil confidence in their team to encourage them towards chasing goals. So, if a team is going through a period where they need to focus on projects and need to be motivated to do so, it could be better to be led rather than managed.
Alternatively, if a team is striving towards being a stable, productive unit who wants to fulfil short-term goals, management is crucial. As managers have a knack for organisation and running processes smoothly, they are required to ensure that the team complies with the relevant regulations and procedures. Therefore, in contexts where consistency and reliability are crucial, proper management is necessary.
When choosing between leading or managing, it's also vital to take into consideration the current situation of the team and each individual within the group. For example, teams that already work well together and who have a lot of valuable skills but that lack motivation could benefit from effective leadership that empowers them to take initiative. On the other hand, if a team has plenty of motivation but don't have guidance or structure, they could go further with strong management that guides them in the right direction.
As every organisation is different, it's crucial to assess what yours prioritises. For instance, some organisations will value creativity and employee empowerment, while others will place discipline and structure above this. Therefore, while leaders may work the best for one team, managers could suit a different team better.
If only one person is in charge of governing a group, it's worth assessing what their natural strengths and qualities are. If this individual is better at inspiring others over ensuring they stick to deadlines, it might be better for them to be in a leadership role. Conversely, if an individual is more skilled at organising a group of people and ensuring that deadlines are met, they may be more suited to a manager role.
Ultimately, it's impossible to choose between leadership and management as both are crucial for ensuring a team of people are operating effectively, efficiently, and with shared goals. Therefore, the best approach often entails a combination of both of them. If you have to pick between a leader or manager, it's best to consider what would truly benefit your organisation in the long run.
Can you be a leader without being a manager?
Although leaders and managers seem to have shared responsibilities, it's possible to be a leader without being a manager as they are separate roles. Leadership is about inspiring and guiding others towards a vision or goal, while management focuses on organising, planning, and executing tasks to achieve specific objectives.
Firstly, leadership is less about taking an authoritative stance than it is exercising influence over a group of people. These individuals will drive change by inspiring and motivating others with their vision and creative flair regardless of what position they occupy within an organisation.
Even if someone has not formally been assigned as a leader, they can still embody all of the qualities that a good leader would have. For example, an individual within a team who consistently shows initiative, motivates other team members, and contributes in a positive way to the group can be regarded as a leader.
Furthermore, being a leader isn't demonstrated when someone is being formally given the role. Individuals can be seen as a powerful leader by setting a good example within their team. Listening to the opinions of others within a group as well as showcasing resilience when meeting goals and objectives doesn't just have to be displayed by a manager.
These individuals will rise to the challenge and remain positive even when something goes wrong. In turn, other members of the team will look to them for guidance, even if they are already being guided by a formal manager. Self-appointed leaders can sometimes be even more effective within a group dynamic as members of the team already regard them as a peer rather than someone who is above them telling them what to do.
Moreover, leaders can actually step in at times when managers don't. For instance, if an individual within a team is struggling to meet a certain deadline or goal, the manager's priority is focusing on overcoming this objectively. In cases like these, managers may appoint someone else to do it as they are practical and logical to ensure these deadlines and goals are met.
However, leaders will offer emotional support and try to understand why a particular member of the team is struggling, which is something they can do without having a manager title. Instead of looking at the bigger picture and how this will logistically impact the organisation, they will treat every member of the team like individuals and approach the situation with empathy rather than practicality. This can contribute to a more inclusive, welcoming environment where everyone feels appreciated.
In most circumstances, managers are under instructions from someone who is at the top and giving them strict rules to adhere to. On the other hand, leaders will show initiative and want to broaden their skill set even when they aren't required to as part of their job role. They will hold themselves responsible for their own personal growth and development by pursing opportunities that will benefit both them and their team in the long run. For example, they will seek out mentoring, coaching, and constructive feedback to see how they can contribute in a more productive and positive way to their team. This willingness to improve themselves separates them from managers who are tasked with certain things to do.
Can you be a manager and a leader at the same time?
It's possible to be both a manager and a leader simultaneously as long as you know what it takes to be both. Some of the best managers also have good leadership traits such as resilience, empathy, and motivation.
If an individual decides to take a manager role and only focuses on tasks that need to be completed by their team, team members can become disheartened as they don't feel inspired or motivated. Therefore, it's better for a manager to embrace having leadership qualities as it empowers their team to work towards long-term goals. Blending both effective management and powerful leadership ensures that a team will achieve objectives but also not lose sight of why they are doing it.
When a manager guides a team, a common mistake they make is neglecting their personal and professional growth. However, if a manager is also a good leader, they will encourage their team to enhance their mindset by taking part in development opportunities such as training and mentorship. This sends a message to their team that they care about their well-being and value their input within an organisation.
On top of this, a manager that only goes after goals without communicating with their team can actually sabotage themselves in the long run. As communication is the hallmark of a good leader, managers that also embrace being an effective leader can set their team up for long-term success by cultivating a collaborative environment where team members aren't afraid to openly discuss projects or upcoming deadlines. This also means that there is less chance of the manager reaching burn-out as they can open up to their team about their own feelings rather than focusing solely on completing tasks without being transparent.
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Learn more about leadership development with Leadership Success
At Leadership Success, we can help you to enhance both your leadership and management skills. If you want to learn more about the difference between management and leadership, feel free to get in touch with our knowledgeable team today.
Working alongside a varied network of expert delivery partners, we provide both practical assessment services as well as coach-led development programs to support emerging, frontline, and middle managers.
Our external partners enable you to confidently address a variety of leadership challenges by providing a secure, confidential setting and an impartial viewpoint.
To speak to one of our helpful team members about your leadership development requirements, simply give us a call on 02045292622 and we would be more than happy to have a talk with you.
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