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Leadership vs. Management: What’s the Difference?

• 31 Oct 2019

The terms “leadership” and “management” are often used interchangeably. While there is some overlap between the work that leaders and managers do, there are also significant differences.

In a keynote discussion at Harvard Business School Online’s annual conference, Connext , HBS Professors Nancy Koehn and Joe Fuller explored the interplay between leadership and management and shared how they define the two disciplines.

Koehn referenced the work of HBS Professor John Kotter, who she said aptly defined the “activity of leadership.”

Leadership vs Management: What's the difference?

“ Leadership , he wrote, is the creation of positive, non-incremental change, including the creation of a vision to guide that change—a strategy—the empowerment of people to make the vision happen despite obstacles, and the creation of a coalition of energy and momentum that can move that change forward,” Koehn said.

Fuller, who teaches the online course Management Essentials , relayed his thoughts on how management compares.

“ Management is getting the confused, misguided, unmotivated, and misdirected to accomplish a common purpose on a regular, recurring basis,” Fuller said. “I think the ultimate intersection between leadership and management is an appreciation for what motivates and causes individuals to behave the way they do, and the ability to draw out the best of them with a purpose in mind.”

Watch the full keynote discussion between Nancy Koehn and Joe Fuller below:

While these definitions draw parallels between the roles of leaders and managers, they also allude to some key contrasts. Here are three differences between leadership and management.

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How Is Leadership Different from Management?

1. process vs. vision.

Effective leadership is centered on a vision to guide change.

Whereas managers set out to achieve organizational goals through implementing processes, such as budgeting, organizational structuring, and staffing, leaders are more intent on thinking ahead and capitalizing on opportunities.

“I think of management as working with other people to make sure the goals an organization has articulated are executed,” says HBS Dean Nitin Nohria in an interview for the online course Management Essentials . “It’s the process of working with others to ensure the effective execution of a chosen set of goals. Leadership is about developing what the goals should be. It’s more about driving change.”

2. Organizing vs. Aligning

In the book, On Becoming a Leader , scholar Warren Bennis presents a list of key differences between managers and leaders , including:

• The manager administers; the leader innovates
• The manager maintains; the leader develops
• The manager focuses on systems and structure; the leader focuses on people

Managers pursue goals through coordinated actions and tactical processes, or tasks and activities that unfold over stages to reach a certain outcome. For example, they may implement a decision-making process when leading a critical meeting , or when devising a plan for communicating organizational change .

Leaders, on the other hand, are less focused on how to organize people to get work done and more on finding ways to align and influence them.

“Your central function in a position of leadership is to mobilize others so they can execute a set of individual and collective tasks,” says HBS Professor Anthony Mayo in the online course Leadership Principles .

By developing a personal leadership style through self-reflection and honest feedback , leaders can learn how to empower their employees and inspire them to both believe in and pursue important organizational initiatives.

3. Position vs. Quality

The title “manager” often denotes a specific role within an organization’s hierarchy, while referring to someone as a “leader” has a more fluid meaning.

“Manager is a title. It’s a role and set of responsibilities,” says leadership coach Doc Norton in Forbes . “Having the position of manager does not make you a leader. The best managers are leaders, but the two are not synonymous. Leadership is the result of action. If you act in a way that inspires, encourages, or engages others, you are a leader. It doesn't matter your title or position.”

Leadership is a quality that needs to be shaped. Through developing emotional intelligence and learning how to influence others , professionals of all levels can build greater self-awareness and understand how to bring out the best in themselves and others.

For seasoned and aspiring managers alike, possessing strong leadership skills can not only lead to better job performance , but an improved knowledge of how to influence the context and environment in which decisions get made.

Related: How to Be an Effective Leader at Any Stage of Your Career

Unleashing Your Leadership Potential

Leadership skills can be developed at any stage of your career. By understanding the characteristics of effective leaders and how leadership differs from management, you can develop techniques for coaching colleagues, delivering feedback, and overcoming specific organizational challenges.

Do you want to become a more effective leader and manager? Download our free leadership and management e-book to find out how. Also, explore our online leadership and management courses to learn how you can take charge of your professional development and accelerate your career. To find the right course for you, download the free flowchart .

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What's the Difference Between Leadership and Management in the Workplace?

When to lead, and when to manage

LaKeisha Fleming is a prolific writer with over 20 years of experience writing for a variety of formats, from film and television scripts to magazines articles and digital content. She is passionate about parenting and family, as well as destigmatizing mental health issues. Her book, There Is No Heartbeat: From Miscarriage to Depression to Hope , is authentic, transparent, and provides hope to many.

Understanding Leadership vs. Management

Applying management versus leadership.

For many people, the words management and leadership can be used interchangeably. After all, the manager is normally the one in charge of a group of employees, which makes that person their leader. You may even be thinking about advancing in your company to be a part of leadership in a position that requires you to manage people.

In a workplace context, it’s easy to confuse the two concepts and think that they mean the same thing. But experts say that’s not the case.

“Leaders are those people who create a vision of the future they want to see, figure out a direction to get there, decide on the specific steps to make it happen, and then get busy motivating and inspiring people to get behind their ideas and following through with them, explains Carl R. Nassar , PhD, LPC, CIIPTS.

He says leadership differs significantly from what a manager does.

“The role of a manager is to make sure people are staying on task, and staying focused, in honoring the leader’s vision . They’re likely to build structures to help people follow a plan and arrive at the leader’s destination. They’re likely to create organizational systems to get everyone to achieve the leader’s goals,” Dr. Nassar notes.

Let's take a look at the characteristics of both leadership and management, real-world examples of these concepts in action, and give you helpful insight on when to use leadership versus management approaches.

Hinterhaus Productions / Stone / Getty Images

Even with definitions of the terms, it can still be hard to tell leadership and management apart. Both are essential components of group success, whether it's in the workplace, on a sports team, or in a working group at school.

“Both management and leadership are responsible for guiding and influencing individuals or groups to achieve common goals. The primary objective of both management and leadership is to attain organizational goals. Managers and leaders are both involved in decision-making processes, and both roles require strong interpersonal skills,” explains Dan Freschi, President of EDGE Where Leadership Begins .

But understanding the specific roles and traits of people in leadership and management is what helps to set them apart.

Have a vision and strategy

Aren't afraid of risk

Motivate and inspire others

Initiate change

Solve problems

Coordinate resources

Guide team members

Monitor performance

Leadership in a Nutshell

Leaders set the direction and tone for the group. Experts note that leadership produces change and movement:

• Leadership means not only having a vision, but making sure the vision is clear to the people that are following you.
• Leaders are not afraid to take calculated risks, and think outside of the box, to achieve their goals. They have “visionary focus,” states Freschi. “For example, Steve Jobs demonstrated visionary leadership by driving innovation at Apple, particularly with the development of the iPhone.”
• Influencing others is also a part of being a leader. “Leadership is about inspiring and motivating others through your actions and examples rather than relying on your authority. For example, Mahatma Gandhi led India's independence movement through nonviolent civil disobedience, inspiring millions,” states Freschi.
• Leaders have a strategy and a plan to bring their vision to pass. Their clear-cut roadmap is what others can follow to help them achieve the vision end goal.
• Leadership involves being flexible, and willing to adapt to changing circumstances. Sometimes, the ability to make a mid-course correction while implementing a plan can be the difference between barely surviving and achieving success.

People in leadership also have internal qualities that serve them well and benefit their company.

“Effective leaders are authentic and have a high sense of self-awareness. Teams appreciate leaders who are true to themselves and embrace their vulnerabilities. In doing so, they relate to their teams on a human level,” adds Ashley Rudolph Founder & Performance Coach at Work with Ashley R .

Management in a Nutshell

Managers are also strong leaders in their own right. What causes them to function more in a management capacity is their focus, their end goal, and the way that they implement their plan of success.

Effective managers understand their team’s work. They’ve mastered the task, projects, or work product that their team is responsible for and as a result, understand the most effective and efficient ways to do that work at scale.

Management personnel are more focused on executing their leader’s vision, as opposed to creating the vision.

While a person in leadership looks at the big picture of a company’s future, the manager works on the details and specifics of moving the group from point A to point B. Management produces order and consistency:

Someone in management is focused on the daily operations of a business. This person wants to make sure that the business is meeting its goals consistently on a day-to-day basis.

• A manager makes sure tasks are completed properly and on time. “For example, project managers use tools and processes to coordinate tasks, allocate resources, and meet project timelines,” Freschi states.
• Operating at the management level means being a problem-solver . How many times have you been unhappy with a business’ customer service representative, and asked to speak with the manager? This person has to be able to remain calm, address your concerns, and resolve your issue.
• Managers monitor employees’ performance. When it’s time for your annual review, that comes from your manager. This is the person that often works most closely with you, and the person you report to directly.
• Working in management means you put operational policies in place for your employees to follow. “For example, an operations manager is responsible for creating and executing standard operating procedures (SOPs) that can help to simplify and optimize various processes,” notes Freschi.

Having a better understanding of the differences between leadership and management is beneficial when trying to determine which concept you need to implement in various situations.

You apply leadership when you are in a situation where you need to lead people on a journey through change, when you create a vision for your group's future growth, and when you motivate others to help you make that vision happen. You clearly see the end goal and inspire others to help you attain it.

You apply management in situations where the vision for a business is laid out before you and you handle the responsibility of making sure tasks are done, monitoring the performance of employees, and solving problems to keep procedures running smoothly on a daily basis.

Both concepts are hugely valuable, and necessary for the success of the group. And yes, you can be both a leader and a manager, which is why it's so critical to understand when each is the most helpful and useful to the group.

“Leading others effectively requires both management and leadership skills, with leading being a critical component of effective management. . . When there is no leadership, management becomes a soulless routine,” Freschi concludes. “Both leadership and management are equally crucial for any organization to achieve its goals effectively.”

Northouse, P. G. (2007).  Leadership: Theory and Practice.  4th ed. Thousand Oaks, CA: Sage Publications. Adapted from A Force for Change: How Leadership Differs from Management (pp.3-8, by J. P. Kotter, 1990, New York: Free Press.

Management VS Leadership PPT, 7 Differences

7 Differences Between Management and Leadership (PPT Included)

Are you a manager or a leader? Do you know the difference between these two roles? In this article, we will explore the main distinctions between management and leadership, and how they affect the performance and success of an organization. We will also provide you with a PowerPoint presentation that summarizes the key points of this article.

Key Takeaways Management focuses on doing things right, while leadership focuses on doing the right things. Management relies on authority, while leadership relies on influence. Management is based on rationality, while leadership is based on emotion. Management is concerned with the present, while leadership is concerned with the future. Management is task-oriented, while leadership is people-oriented.

Management vs Leadership: What’s the Difference?

Management and leadership are often used interchangeably, but they are not the same thing. Management is the process of planning, organizing, directing, and controlling the resources and activities of a group or an organization to achieve its goals. Leadership is the ability to influence, inspire, and motivate others to follow a common vision and achieve a shared purpose.

While both management and leadership are essential for any organization, they have different characteristics, functions, and skills. Here are some of the main differences between management and leadership:

• Management focuses on doing things right, while leadership focuses on doing the right things.
• Management is about efficiency, while leadership is about effectiveness.
• Management relies on authority, while leadership relies on influence.
• Management is based on rationality, while leadership is based on emotion.
• Management is concerned with the present, while leadership is concerned with the future.
• Management is task-oriented, while leadership is people-oriented.
• Management maintains stability, while leadership creates change.

These differences are not absolute, and there may be some overlap between management and leadership in certain situations. However, it is important to recognize that they are distinct roles that require different mindsets and skills.

How to Develop Your Management and Leadership Skills

Whether you are a manager or a leader, or aspire to be one, you need to develop your management and leadership skills. Here are some tips on how to do that:

• Learn from others. Observe and emulate the best practices of successful managers and leaders in your field. Seek feedback and mentorship from them. Read books and articles , watch videos and podcasts, and attend courses and workshops on management and leadership topics.
• Know yourself. Identify your strengths and weaknesses as a manager or a leader. Assess your personality, values, motivations, and goals. Be aware of your emotions and how they affect your decisions and actions. Seek opportunities to improve your areas of improvement and leverage your areas of strength.
• Communicate effectively. Communication is key for both management and leadership. You need to be able to convey your vision, expectations, instructions, feedback, and appreciation clearly and persuasively. You also need to listen actively and empathetically to your team members, customers, stakeholders, and peers. Use different communication channels and styles depending on the situation and the audience.
• Empower others. As a manager or a leader, you are not expected to do everything by yourself. You need to delegate tasks and responsibilities to your team members according to their skills and abilities. You also need to provide them with the resources, guidance, support, and recognition they need to perform well . Encourage them to take initiative, make decisions, solve problems, and learn from their mistakes.
• Adapt to change. Change is inevitable in any organization. As a manager or a leader, you need to be able to anticipate, respond to, and manage change effectively. You need to be flexible, resilient, and creative in dealing with uncertainty and complexity. You also need to help your team members cope with change by communicating clearly, providing support, and involving them in the change process .

Tips Management and leadership are different but complementary roles that are essential for any organization. Management is the process of planning, organizing, directing, and controlling the resources and activities of a group or an organization to achieve its goals. Leadership is the ability to influence, inspire, and motivate others to follow a common vision and achieve a shared purpose. Management and leadership have different characteristics, functions, and skills that need to be recognized and developed. You can improve your management and leadership skills by learning from others, knowing yourself, communicating effectively, empowering others, and adapting to change.

Management vs Leadership: A Statistical Report

Management and leadership are two concepts that are often used interchangeably, but they have different meanings and implications. Management is the process of planning, organizing, directing, and controlling the resources and activities of an organization to achieve its goals. Leadership is the ability to influence, inspire, and motivate others to follow a vision, strategy, or direction.

Both management and leadership are essential for the success of any organization, but they require different skills, competencies, and mindsets. In this report, we will explore the differences between management and leadership, and how they affect the global demand for professionals in this industry.

Global Demand for Management and Leadership Professionals

According to the World Economic Forum, management and leadership are among the top 10 skills that will be in high demand by 2025. The report states that “leadership and social influence” and “managing others” are crucial skills for the future of work, as organizations will need to adapt to changing environments, foster innovation, and collaborate across diverse teams.

The global demand for management and leadership professionals is also reflected in the job market trends. According to Indeed.com, the average annual salary for a manager in the United States is $58,445, while the average annual salary for a leader is $75,474 . Moreover, the number of job postings for management and leadership positions has increased by 17% and 21%, respectively, from 2019 to 2020.

The demand for management and leadership professionals is also influenced by the industry sector and the geographic region. According to PwC’s Talent Trends 2019 report, the industries that have the highest demand for management and leadership skills are technology, media, telecommunications, financial services, and health care. The regions that have the highest demand for management and leadership skills are Asia-Pacific, North America , Europe, Middle East and Africa.

Management and leadership are two distinct but complementary concepts that are vital for the success of any organization. Management is the process of planning, organizing, directing, and controlling the resources and activities of an organization to achieve its goals. Leadership is the ability to influence, inspire , and motivate others to follow a vision, strategy, or direction.

The global demand for management and leadership professionals is high and expected to grow in the future. The demand is driven by the need for organizations to adapt to changing environments, foster innovation, and collaborate across diverse teams. The demand is also influenced by the industry sector and the geographic region.

Management and leadership are skills that can be learned and developed through education, training, coaching, mentoring, and experience. Professionals who want to pursue a career in this industry should seek opportunities to enhance their management and leadership skills and showcase their value to potential employers.

Frequently Asked Questions

What are some examples of management skills? Some examples of management skills are planning, organizing, directing, controlling, budgeting, scheduling, reporting , analyzing, evaluating, problem-solving, decision-making, delegating, coordinating, monitoring, etc.

What are some examples of leadership skills? Some examples of leadership skills are visioning, inspiring, motivating, influencing, persuading, negotiating, coaching, mentoring, empowering, engaging, collaborating, innovating, initiating, adapting, etc.

Can a manager be a leader? Yes, a manager can be a leader if he or she has the ability and willingness to influence and inspire others to follow a common vision and achieve a shared purpose. However, not all managers are leaders, and not all leaders are managers.

Can a leader be a manager? Yes, a leader can be a manager if he or she has the knowledge and skills to plan and organize the resources and activities of a group or an organization to achieve its goals. However, not all leaders are managers, and not all managers are leaders.

How can I become a better manager or leader? You can become a better manager or leader by learning from others, knowing yourself, communicating effectively, empowering others, and adapting to change. You can also seek feedback, mentorship, and training on management and leadership topics.

https://www.nber.org/system/files/working_papers/w10206/w10206.pdf

https://pure.uvt.nl/ws/files/1313103/LQ_2011_VinkenburgVanEngenEaglyJohannesenSchmidt.pdf

https://web.archive.org/web/20140411195727/http://www.professormarkvanvugt.com/files/LeadershipFollowershipandEvolution-AmericanPsychologist-2008.pdf

https://www.weforum.org/agenda/2020/10/top-10-work-skills-of-tomorrow-how-long-it-takes-to-learn-them/ https://www.indeed.com/career-advice/pay-salary/average-manager-salary https://www . indeed.com/career-advice/finding-a-job/job-posting-trends

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Leader vs. Manager: Understanding the Difference Between These Two Key Roles

15 min read · Updated on December 20, 2022

Is your career headed toward management or leadership?

If your career advancement goals include becoming a leader or manager in your company, it's vital that you understand the difference between those two roles. For while they share some things in common, these two roles require different traits and skill sets. Understanding the difference between a leader and a manager is key to learning which skills and traits you need to develop to be more effective in your chosen role.

In this post, we'll explore the differences between a leader vs. a manager and the key traits and skills that each must have to be successful. We'll also provide some important tips that you can use to improve your leadership and management abilities.

What does it mean to be a leader?

The word leader is thrown around so casually these days that it's easy to confuse the term with other management-related roles. However, being a leader is about more than simply managing people. Leadership is about being able to motivate and inspire others to join you in pursuit of a common objective. When you're a true leader, the members of your team will follow you because they choose to do so, without being compelled by your power to make them do what you want.

Leaders are also focused on the big picture, as they rely on a visionary approach to setting and achieving goals. They challenge norms and expectations and are continually focused on whether their organization is trying to solve the right problems. This contrasts with managers, whose role focuses more on how objectives are being met. Leadership requires thinking outside of the box to create innovative strategies that drive an organization's activities in pursuit of a specific mission.

True leadership is also  inspirational . In fact, the most powerful tool that any leader has is their ability to use a variety of interpersonal skills to inspire and motivate others to join them. They rely on the trust and loyalty of their followers to achieve their ends, rather than raw power and control. Great leaders understand this and work to empower their team members, to ensure that each person feels that they have a stake in their collective success.

Essential leadership traits and skills

While there are a whole host of skills and characteristics that every leader must have in some measure, we've focused on six that are among the most vital for leadership success.

  1.       Innovation

There has long been a theory that history is shaped by great leaders. While that theory has typically referred to the realm of geopolitics, it could also be said to apply to the business world. Leaders like Henry Ford, Thomas Edison, Steve Jobs, and Walt Disney all made undeniable contributions to the business world, with innovations that continue to impact our lives on a daily basis. Their creativity and ability to push boundaries helped to drive innovation and spur ongoing change - in some cases, change that continued long after they passed away.

To be a successful leader, you must have the same commitment to innovation that those great leaders possessed in abundance. Leaders are always on the search for the next great idea that can benefit people and their company. Their focus on innovation extends from new product ideas to new strategies and plans that can expand their organization's capabilities and drive efforts to achieve the company mission.

2.      Inspiration and motivation

As we mentioned earlier, one of the leader's most important traits is the ability to inspire others. This trait involves using effective and compelling communication to earn followers' trust and commitment to the leader's vision. But inspiration is only part of the equation for success. You can inspire as many people as you would like, but that inspiration will mean nothing if those followers are not also motivated to act on those feelings.

That's where the leader's ability to motivate others comes into play. An effective motivator can inspire followers to make the leader's mission their own. Once they are motivated in that way, those followers will readily share the leader's vision, align themselves with strategic plans designed to fulfill the mission, and bring their own unique talents to bear in pursuit of those shared objectives.

3.      Great communication

All great leaders need to possess a mastery of  communication , since this skill is so essential for conveying their vision and goals to others. Of course, that doesn't mean that every leader needs to have Shakespearean writing skills or the oratory talents of Churchill. It does mean, however, that they need to be able to deliver compelling messages that can inspire their listeners to adopt the leader's point of view.

The style of communication is less important than the inspirational impact of the message. Some leaders are bombastic and entertaining, while others are plain spoken and humble. There are leaders who rely on humor. Others focus on supportive language designed to create a sense of empowerment in the listener. The one thing all those styles share in common, when used by effective leaders, is an ability to encourage the audience to follow the leader.

4.      Vision

All strong leaders possess the ability to focus on the big picture. This trait enables them to develop and maintain a clear vision of what they want their organization to become. Vision is future-focused and informs the company's overall mission. Visionary leaders help their team to understand that vision, so that they buy into the organization's mission, its goals, and any strategies that are designed to achieve those aims.

Developing your own visionary streak is an important part of becoming an effective leader. Without vision, you'll struggle to communicate your goals in a way that inspires others to follow you. On the other hand, being able to convey a compelling vision can empower you to earn the trust and loyalty of the team members you need to achieve your business goals.

5.      Team empowerment

Good leaders understand that they cannot be everywhere at once or do everything themselves. To get around that limitation, they focus on empowering every member of their team. With the right direction, these employees will adopt the leader's vision and mission statement and effectively become leaders themselves.

Empowerment has the added benefit of enabling every member of a team to become the best version of themselves. It inspires greater employee engagement and a commitment to self-development that can pay huge dividends for the entire organization. By empowering their followers, effective leaders are able to create force multiplication within their organization that increases team satisfaction, productivity, and rapid advancement toward the company's goals.

6.      Decisiveness

Leaders also need to be decisive - capable of making clear decisions to ensure that their organization continues to move forward. Any examination of leaders in the business world would quickly reveal that this trait is one that all great leaders possess. Of course, that doesn't mean that every decision always ends up being the right one. Still, the ability to quickly decide between various options and stick with that decision until facts and circumstances dictate a change is one of the most important leadership traits .

What is the role of management?

Management is the art of organizing and coordinating people and resources to ensure that a leader's vision and mission become reality. While leaders are almost singularly focused on big picture concepts like vision and mission, managers tend to place more emphasis on the day-to-day tasks and issues that help companies to achieve those broader goals.

As a result, managers focus more on how things get done, since their job is to implement the strategies that leaders create. Managers need to be able to direct every resource available to them to achieve the company's goals, including people, raw materials, and tools. Effective managers work to understand the personalities and capabilities of every member of their team, so that they can harness those talents and energies to meet deadlines, achieve performance goals, and make a positive impact on their organization's business activities.

Some managers possess at least some leadership traits, but most rely on some form of control to ensure that their teams achieve the company's goals. That authority enables them to handle important duties like creating schedules, setting goals, monitoring performance, and allocating resources. While leaders focus on the visionary aspects of the business, managers are busy directing the team as it implements the company's strategies and plans.

Essential management traits and skills

Understanding the difference between leaders and managers also requires you to recognize the core skills and characteristics needed for effective management. Again, we have identified six core traits and abilities that every good manager needs to be effective in their role.

1.      Organization

Managers are responsible for organizing resources, processes, and people in ways that enable objectives and goals to be reached in the most efficient manner possible. As a result, organizational skills are an absolute necessity for effective management. But organization is about more than just managing flowcharts and schedules. It's a form of influence that managers can wield, to control how their team members perform the tasks and duties that get things done.

2.      Delegation

Just as leaders use empowerment as a force multiplier within their organizations, managers can use delegation to expand their reach and influence. Even the best managers can only do so much in a day. By delegating responsibilities to subordinates, good managers can effectively empower members of their team in ways that expand their managerial reach.

3.      Planning

Leaders create broad strategies and plans that managers are expected to execute in furtherance of the company's mission. However, managers also need to be able to create plans to achieve efficient execution of a leader's vision. The difference is that the manager's planning will involve more detailed task and resource allocation designed to flesh out those broader strategies. It's the manager's job to determine which people, resources, and processes are used to implement a strategy.

4.      Empathy

Just as leaders need to be empathetic if they want to be able to get others to follow them, managers must also have the ability to understand what their employees are thinking and feeling. For managers, however, this is a trickier endeavor. After all, a good manager needs to be able to balance their empathy for their people with their need to maintain control over the team's efforts. To achieve that balance, great managers need to be skilled active listeners, good communicators, and resolute decision-makers.

5.      Problem solving

Managers need to be able to solve problems, since challenges arise on a near-constant basis. The best managers are experienced in analyzing problems, coming up with potential solutions, and making the decisions needed for any given situation. In most instances, these problem-solving skills need to be applied in real-time to ensure that disruptions in the workplace are kept to a minimum.

Of course, different types of managers approach these processes in different ways. Some insist on relying on their own judgment for each solution, while others take a more democratic approach and seek their team members' input. In the end, the  management style is of less importance than the manager's ability to successfully resolve problems that could negatively impact his team's work.

6.      Attention to detail

Here, the manager's role is almost exactly the opposite of the leader's. While the leader focuses on a broad perspective, the manager must be in tune with every small detail within their sphere of influence. That means maintaining a clear focus on every employee's capabilities and performance, the goals that need to be met to achieve the mission, and the smallest details related to productivity, profitability, and resource allocation. Even though the manager's job is to manage people, their concerns encompass the full range of business activity they oversee.

Leader vs. manager: four core differences

Now that you have a better understanding of what leaders and managers do, it can be helpful to look at some key differences between these two roles. To help you see how leadership and management are two separate things, consider these four key differences.

Leaders create visions; managers execute them

While leaders and managers share a focus on planning, the leader is the one who creates the organization's vision. They form that vision in their minds, shape its narrative, and deliver the message in a compelling way that gets buy-in from all stakeholders. The manager's role is to use tactical planning and effective marshaling of resources to achieve collective goals that bring that vision to life.

Leaders focus on why and what; managers focus on when and how

Good leaders are always asking why. They want to know why people suggest certain ideas, why certain strategies have not produced the right results, and what needs to happen to achieve their vision. These are big-picture questions that help them to develop innovative ideas and strategies.

For managers, however, the big questions usually involve issues of when and how something can be done. That's because managers have to focus on how strategies and plans can help them to achieve their performance goals, and when things need to be done. That information is more useful for them than any questions that go to the larger vision.

Leaders rely on influence; managers rely on control

One of the biggest differences between leaders and managers relates to how they acquire and maintain power. For leaders, power comes from influence. They inspire others, gain trust and loyalty, and use that influence to direct their followers. Managerial power, on the other hand, tends to come from their ability to control people and resources.

Leaders challenge the status quo; managers work within it

When it comes to the status quo, leaders are the rebels who challenge tired ideas and promote change. Their focus on innovation to achieve long-term objectives necessarily works against entrenched status quo interests that are resistant to change. Meanwhile, managers are more likely to work within any existing system than openly challenge the status quo.

Leader vs. manager: which are you?

Of course, the big question for you is simple: are you a leader or a manager - or even some combination of the two? This is an important question to answer if your career aspirations include a possible leadership or management role. Are you more interested in organizing and directing people and resources to achieve someone else's vision? If so, then you may already have managerial inclinations that can be improved to make you a great manager. On the other hand, if you are a big thinker who enjoys influencing others and inspiring them to follow your lead, you might have the makings of a great leader.

In the end, it doesn't really matter which option you choose as long as you're comfortable with the role. The world needs leaders and managers to advance civilization and meet customer needs. You just need to figure out where your talents and interests lie and commit to enhancing the traits and skills you need for your chosen role.

Essential tips to help you improve your leadership and/or management skills

Whether you want to become a better leader or a more effective manager, the following tips can help to start you on a path to career advancement in those roles:

Find a role model

One of the best ways to focus on elevating your leadership or management skills is to identify role models that you can emulate. What qualities do they possess that make them effective in their roles? Are there certain skills and traits that they employ to make them more effective leaders or managers? Study their success and focus on replicating it in your career.

Strengthen key soft skills

Soft skills are critical for effective leadership and management, so you should always be working to enhance those abilities. Focus on critical skills like communication, persuasion, decisiveness, and  adaptability , and look for opportunities to expand those capabilities.

Become a lifelong learner

Your career education should not end with college or technical school. Instead, you should commit to lifelong learning. That could mean something as simple as a continual focus on skill development through  online learning , videos, podcasts, or attending seminars and completing relevant certifications.

Cultivate your network

Strong leaders typically maintain effective networks, both online and in the real world. You should always be cultivating and expanding your own network so that you have access to the best available advice and examples as you develop your leadership traits and skills.

Complete formal management training

If you're serious about advancing in management, it can also be helpful to complete a formal training program to better prepare you for that role. There are many great programs available at community colleges or online venues.

Become more goal-oriented

Leaders and managers need to be goal-oriented if they want to succeed in their objectives. One of the most important things that you can do to further your career in either role is to develop a goal-based mindset .

Is your resume telling your story effectively?

When it comes to leader vs. manager and determining the right role for you, a proper understanding of the differences between leadership and management is invaluable. For while leaders and managers may share some traits and skills in common, their roles can be very different indeed. Hopefully, the information and tips contained in this post can help you to focus your attention on improving the traits and skills you need to succeed in your chosen leadership or management career path.

Does your resume have a compelling story to tell about your leadership or management abilities? Be sure to get your free resume review today and allow our resume professionals to help ensure that your resume has what it takes to land you that next great interview and job offer.

Recommended reading:

How to Decide If a Management Career Path Is Right for You

Corporate Culture and How It's Impacted by Leadership Styles

13 Free Resources That Will Make You a Better Leader

Related Articles:

Good Second Jobs to Earn Extra Cash Outside Your 9-to-5

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• Leadership |
• Leadership vs. management: Are they dif ...

Leadership vs. management: Are they different?

Are you a leader, or a manager? How do you decide? What’s the difference—and why does it matter?

We often conflate leadership and management. Most of us use the two terms interchangeably with little downside. When we talk about leaders, we usually mean managers, and when we address managers, we think of them as leaders. But while the same person can be both, they don’t necessarily have to be.

Leadership vs. management: The basics

Whether you’re a manager, a leader, or both, learning to differentiate between the two roles can help you develop skills for each. In this article, we’ll help you define leadership and management by objectives , outline some similarities between the roles, and highlight how they differ.

Management is operational; it’s about setting priorities, evaluating priorities, hiring and firing decisions, compensation decisions, things like that. A leader is more of a coach, or even a spiritual guide. She is responsible for maintaining energy, keeping everyone on the team inspired and helping them grow, and for ensuring everyone is aligned in the same direction. A leader must be a point of strength and stability across changes.”

Leading through change: Creating clarity and building trust

In this webinar, Asana experts outline concrete tips to guide your team through uncertainty. Learn how to help employees focus on what matters.

Top leadership skills

Effective leaders help guide their company in the right direction—they know how to share goals and inspire people towards the bigger picture. Leaders don’t just dream of where they want to go, they also lead by example to motivate team members on the way there. If you think of a company as a ship, leaders are the ones who decide where to go—the people who have their eye on the horizon.

Key leadership qualities include:

Motivation.  Strong leaders motivate their team to achieve the impossible. They share their energy and enthusiasm with the group in order to achieve more than they would have otherwise been able to by themselves.

Creativity.  Good leaders think outside the box and challenge the status quo. Critically, leaders don’t just focus on their own creativity—they also support and nurture creativity in their team members.

Mentoring.  A key tenet of leadership is helping your team grow to their full potential. You can do this by coaching and guiding your team members—instead of prescribing or assigning work.

Problem-solving.   Problem-solving is an important skill at every level of the decision-making process. As a leader, you can help solve problems at the strategic and conceptual level—for example, highlighting key organizational goals and using problem-solving strategies to identify anything that might stand in the way of your team’s goals.

Risk taking.  Part of holding a leadership role is knowing when to take risks—and when to support your team members to take risks, too. The best leaders challenge the status quo in order to drive positive change in their organization.

To me, a leader is a visionary. They encourage and motivate those around them and see the potential in others. They challenge the status quo and strive to make positive change for the organization. It doesn't matter what your role or title is, anyone can be a leader—you just need to lean in and step up.”

How can someone be a leader without being a manager?

Leaders inspire and motivate people—no matter what their own status is on the org chart. You can find good non-manager leaders at any company, but especially at companies with distributed organizational structures. In a  distributed organizational model , there is a clear decision maker for every decision, but that decision maker isn’t always a manager. These types of organizations tend to benefit from high velocity and employee engagement, and as a byproduct of the way these teams are structured, they tend to foster more leaders at every level.

At Asana, we’ve created a distributed organizational model through the use of Areas of Responsibility (AoRs). AoRs allow us to delegate accountability for each area of the organization to ensure everything that needs to happen in the company does. Additionally, AoRs give team members who aren’t in direct management roles opportunities to grow as leaders.

To me, ‘manager’ is a title, and ‘leader’ is a state of mind or attitude. Being a manager isn't a prerequisite to being an effective leader, but effective leaders often are successful managers. In practice, the manager's title defines the scope of the role, but the impact on the team is driven by their leadership skills.”

Top management qualities

Not every manager is a leader—and that’s ok. Good managers provide clarity and direction to their team members. They are the backbone of the team, and function as the support system for  teamwork and collaboration . In the ship analogy, if leaders are the people with their eyes on the horizon, managers are the ones reading the map. As a manager, you are the one plotting the course and showing your team members how you’re going to get there.

Key management skills include:

Feedback.  Great managers are dedicated to helping team members develop their skill set, and a key way to do that is through  clear, constructive feedback . When you provide clear, relevant feedback, you can help team members identify growth opportunities. Then, through additional feedback sessions and coaching, you can guide your team members as they turn those opportunities into strengths.

Professional development.  In addition to helping team members get their best work done, great managers also support the professional and career development of each of their team members. This might mean helping team members identify where they want to be in five years or giving them advice on how to develop certain skill sets.

Delegation.  Good managers don’t always do the work themselves—rather, they delegate work to the best person for the job.  Being a manager  isn’t so much about saying, “I can do that” but saying, “I know the best person for the job.”

Organization and planning.  Being a good manager means developing  project management skills  like organization and planning. These skills can help you give your team clear insight into upcoming work, and support them if they need to readjust priorities or rethink deadlines.

Problem-solving.  Like leaders, managers should also be good at problem-solving. But managing people means problem-solving on a slightly different level than leaders. Usually, managers use problem-solving to help unblock tasks so team members can get their best work done. This might mean helping team members identify a dependency that’s getting in the way of their work, or rethinking quarterly priorities if a  project timeline  got moved around.

Team building.  Good managers recognize the value in a team, not just an individual. Part of the job description is creating  team building opportunities . Whenever you can, set up situations for connection and encourage team members to get to know one another. When team members know one another, they will be more comfortable collaborating and working together.

Leadership is about the future, while management is about dealing with the here and now. A great leader inspires others to achieve results they themselves didn't think possible. A great manager, on the other hand, brings clarity, provides feedback, and helps their team develop the competencies and skill sets necessary to navigate their day-to-day work.”

Why would somebody want to be a manager and not a leader?

Everyone is different—and leadership positions aren’t for everyone. There is a lot of value in focusing on being a manager first. Managers provide stability and guidance, and they may not be interested in creating the big picture vision.

Even more so than leaders, managers are selfless in the way they put the team first.  First-time managers  often remark about how much more work it is to manage. That’s because, instead of just focusing on putting their head down and getting good work done, managers are constantly thinking about how to best guide and mentor their team members.

If you just became a manager, it can be helpful to focus on providing the best experience for your team first and then developing your leadership skills later. After all, just because you’re focused on developing your management style now doesn’t mean you can’t dedicate yourself to building leadership qualities later.

I think of teamwork as a ship moving through an unlimited ice sheet. In this metaphor, the ship is the team, the ice represents possible problems to be solved, and the destination is always out of sight and unclear. It’s a manager’s job to figure out what to do with the ice we break—where to put it, how it impacts the plan and team, etc. It’s a leader’s job to clarify the ship’s direction and why it’s worth breaking all of this ice to get there.”

Where management and leadership overlap

Leaders and managers have one key thing in common: they both want what’s best for their team and their company. As a result, even though they sometimes approach things in different ways, both leaders and managers work with the same goal in mind.

Leaders and managers both:

Connect work to company objectives.  In order for a team member to do their best work, they need to understand how their daily work contributes to team and company objectives. Providing this clarity can help team members better prioritize to get their most high-impact work done.

Value two-way communication.  Whether you’re communicating a goal to the entire team or connecting with a team member during a  1:1 meeting , two-way communication is the best way to make sure your team feels heard and valued. To become a good two-way communicator, practice sourcing feedback, processing what you’re hearing, and then acting on it.

Invest in the development of their team.  Supporting and mentoring team members shows up in a lot of different ways. From mentoring and  coaching  to career development conversations and 1:1 meetings, leaders and managers are both invested in helping their team do their best work.

For me, a leader is someone who helps you understand the Big Picture. What's the vision for the team, and how does that vision connect to a broader set of organizational objectives and mission? A manager is the person who gives you the support and mentorship needed to make an impact in your role and help make that Big Picture a reality. Sometimes the same person will occupy both roles within a team. Sometimes it's multiple people. But both roles are important for the success of any team.”

3 differences between leaders and managers

Leaders and managers have a lot in common, but they frequently approach situations in different ways. Here are three ways leaders and managers might approach the same situation differently in order to best support their team.

While leaders and managers both aim to motivate people to drive impact and achieve results, managers are more concerned with the operational aspects of that journey, whereas leaders are focused on inspiring and empowering people to accomplish their goals. Another key differentiator is that leaders continuously strive to evolve and push for change, while managers are often looking to maintain the status quo.”

Building and communicating a strategic vision

Part of being a leader at any given company is helping to set and communicate your company’s strategic vision. A recent  survey of over 6,000 knowledge workers  found that only 16% of workers believe their company was very effective at setting and communicating goals. As a leader, you have the power to not only set but also communicate goals across the company.

Leaders think big picture, and then work to develop clear goals on how to achieve their company’s mission or  vision statement . This includes setting quarterly or yearly  company objectives  and communicating those objectives to your team. For example, you might set the objective to reduce monthly customer churn to <1% before the end of the year.

Managers take that strategic vision and connect it to their team’s day-to-day work. As a manager, you’re empowered to clarify how a team member’s daily work contributes to overall company goals. By making that connection, you can help support and motivate your team on the path towards achieving company goals.

For example, if your company has set the goal to reduce monthly customer churn to <1% before the end of the year, a manager can help connect team projects to that goal. Sometimes, this will be obvious—a team member might be working on improving your company’s churn flow. But it might not always be so clear-cut. For example, a team member who is improving the pricing and packaging page is indirectly contributing to this goal by helping customers better understand what they’re paying for.

Great managers are leaders, but not all leaders are managers. Managers who are also leaders inspire their team rather than direct them. Those teams achieve even better results and feel like they're co-creators in the solution rather than simply being executors of a strongly held, non-collaborative plan.”

Turning ideas into reality

Leaders don’t just focus on execution—they also focus on ideas. A leader’s priority is thinking big picture and communicating how that big picture is going to drive value across the business. As part of this process, you should practice developing ideas and solutions to big picture problems.

Leaders are also the ones who motivate their team to get great work done. Once your company has decided on a direction to move in—whether you were part of that decision or not—you can be a good leader by motivating team members to understand the value of that idea.

To me, being a leader is about the ability to influence, coach, mentor, and guide others toward an achievement. Leaders provide vision, and their success is defined by the team—not themselves.”

Conversely, it’s a manager’s job to focus on how to turn ideas into reality. This may mean staffing projects, allocating resources , and budgeting to hit goals. Managers support and guide their teams through their daily work. They are the ones directly reviewing documents and approving work. Ultimately, a good manager empowers team members to get their high-impact work done.

Creating and supporting company culture

Company culture is a great way to make your team members feel engaged, supported, and empowered to do their best work. Investing in company culture through team building games, learning and development opportunities, and robust employee onboarding workflows can make team members feel happier and more engaged at the company.

Where do leaders and managers come into play? It’s a leader’s job to help mold and create company culture. As Dustin Moskovitz, Asana co-founder and CEO,  writes , “As a leader, I know it’s my responsibility to set the tone for our company culture.” Leaders establish what the culture should look like, emulate it, and ultimately inspire people to want to participate and improve company culture.

“Adaptable leaders are able to effectively work with, coach, and inspire diverse groups of individuals. They adapt their leadership style to suit the person they are working with, instead of having a ‘one size fits all’ approach.”

A manager, on the other hand, is the person who is actually implementing culture practices and policies. Additionally, managers are responsible for representing their team’s needs on an organizational level. Once they do share any feedback, it’s a leader’s job to fold the feedback into company processes in order to improve company culture. Listening to and solving team feedback is a critical part of healthy company culture—but according to the  Anatomy of Work Index , only 15% of knowledge workers currently feel completely heard by their organization.

Leadership vs. management: which is better?

Being a leader isn’t necessarily better than being a manager, or vice versa. You can be both—or you can focus on developing your skills in one area first. Deciding which qualities of a leader to focus on depends on what your team needs from you, and how you can best support them.

For me, a leader is someone who positively influences those around them into action, direction, and success. A leader does not have to hold a specific job title—they drive impact in any position they hold.”

Related resources

Fix these common onboarding challenges to boost productivity

How Asana uses work management to optimize resource planning

Understanding dependencies in project management

How Asana uses work management for organizational planning

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Viewpoint: Management vs. Leadership

​During two decades of HR experience, I have read numerous articles on the differences between leadership and management, as well as how particular job titles need to have more or less of each.

Instead of providing another article on the similarities and differences between management and leadership, this article will take a different perspective: Instead of treating them as separate, organizations should approach them as complementary and symbiotic concepts.

Each might focus on different areas and provide different skill sets, but someone with authority needs both management and leadership skills to be successful. If one skill is lacking, performance suffers. Keep in mind that leadership and management are not just job titles or positions, but competencies and skill sets needed in all types of organizations and at all levels.

In dealing with thousands of people in various positions of authority, it has become clear to me that to be successful, one must possess both leadership and management skills. Unfortunately, organizations treat these concepts as separate entities. One example is the informal title given to those in authority. Those toward the top of the organizational hierarchy are referred to as leaders, while those lower are referred to as managers.

How should we think of them?

Most experts describe leadership and management as different roles and set out to list various tasks of each. Wouldn't a better approach be to list the tasks of someone in authority and then explain how management and leadership approach those tasks from different perspectives?

For example, both include the following tasks but approach them differently:

• Communication: Both communicate; however, the message varies. Managers communicate in order to problem-solve, assign tasks and set expectations. Leaders communicate to set direction, inspire and motivate.
• Planning: Managers organize, budget and control so that the journey is the most efficient one. Leaders set the direction for the organization, department or team.
• Staffing: Managers hire to fill positions and arrange people to best complete the job. Leaders decide what human capital is necessary for meeting future business needs and align the staff to best meet the goals of the organization.

So the difference between them is not necessarily one of task, but of perspective. The old adage "managers do things right; leaders do the right things" is so true. Yet, I think the adage could be slightly altered: "The leader in the person decides on the right things to do, then the manager in her/him decides on the right way to do them." One of the biggest problems in organizations today is thinking management occurs before leadership.

Think about it—what do we focus on when we train young supervisors? The typical Supervisor 101 training focuses on management type of activities, such as organizing, budgeting, communicating task assignments and reporting. It is not until more advanced training that leadership skills are introduced. The problem is that young supervisors need leadership skills, as well as management skills. For example, if setting direction is considered a leadership skill, and we wait to train supervisors on this skill, how do inexperienced supervisors know what to do? Maybe that is why so many of them are waiting for someone else to perform their leadership task of setting direction so they can get started with their managerial role.

So what should we do?

Research indicates there are too few organizations today with sufficient leadership. Maybe this is because training for new supervisors starts—and often ends—with the topic of management.

Let's switch the focus and start teaching about leadership even before focusing on management. Too often, organizations think that once a person in authority reaches a certain level in the organization, he or she can flip a switch and start acting more like a leader and less like a manager. Wouldn't it be better to teach lower-level leadership skills along with primary management skills? If so, then as people advance in the organization, training and development can focus on more complex, sophisticated leadership and management skills. No matter the position or level within the organization, the successful person must possess the skill sets and portray the behaviors of both management and leadership.

So the next time people ask if you are more of a manager or leader, tell them ... both.

To learn more about this topic, check out two of my favorite thought leaders, John Maxwell and Liz Wiseman. Also, one of my favorite leadership blogs is www.leadershipfreak.wordpress.com .

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5 Key Differences Between Leaders And Managers

Behind the success of any organization there are a variety of people out of which leaders and managers play an important role. Usually many firms make the mistake of thinking both these roles to be same when they are actually not.  People generally assume the managers to be the leaders and the leaders to be the managers but there is a huge difference between both these profiles.

Despite the fact that both leadership and management are interchangeable, both these concepts are entirely different.  No doubt in both the cases it is required to have those managerial and leadership skills equally but to become a leader or a manager completely, one has to understand the basic difference between both of these.

Although, leadership and management are often misunderstood but they are not mutually exclusive.  So, here are those 5 key differences between leaders and managers which can help you in forming a successful organization:

• The leader is an innovator and the manager is an administrator: A person who leads is someone who is full of new ideas and believes in experimenting and creating new things. A leader always works on taking the organization into forward thinking phase by keeping his eyes on the horizon and keep himself updated about the latest trends, studies and skill sets.  Whereas, the manager is someone who is already established and is responsible for every organizational activity from top to bottom. He is the main control of the firm.
• The leader ensures trust and results whereas the manager represents control and authority: A leader has to be someone who can be the inspiration for others, on whom the team can show its trust and confidence.  He has to be the one who can appropriately set the tempo and pace of his group.  As for the managers they are responsible for maintaining law and order. They help people in developing their assets and bring out their best talents, for fulfilling their own mission.
• A leader asks questions about what and why, a manager questions in how and when: If anything goes wrong or if it is not done up to the expectation of the company then it will be the leader who will ask the question in what and why as he has to answer the higher authorities. On the other hand, a manager is the one who will ask for the reasons as his job is to keep his vision on the company’s goals and objectives. For more info on this, we recommend to read the reinventing management article published by European Business Review.
• Leaders give solutions while the managers create strategies: A leader will simply look at the problems and will devise new solutions to bring out the better by motivating his co-workers whereas the manager will create policies and teams for smooth functioning of the organization. He will empower people by listening to their views, values and principles.
• Leaders make followers and the managers look for subordinates: The working of the leader reflects from the number of true followers he has. This shows his way of working and the level of trust his team has on him. On the contrary, manager is the one who has subordinates, formal authority and the position. He works in an autocratic, consultative and democratic way.

Hence, these are those major differences which set apart both these roles and contribute separately in the success of an organization.

4 comments on “ 5 Key Differences Between Leaders And Managers ”

Leader and manager

nice i am impress that defanitation. please send more datails . thankyou

cool powerpoint staff

Clear and easy understanding.

Really appreciated

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Leader vs Manager: What’s the Difference?

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You’ve likely had a manager or two in your career that you weren’t very fond of. And on the flip side, you’ve probably worked with or for someone who you looked up to and admired a lot. Managers and leaders. Not every manager is good at leadership, and not every great leader is good at management. There are arguments about if these two terms are actually the same or different. What most research has come to find is that a manager is more about your position, and leadership is more about who you are. You can be a manager and a leader, or you can be one or the other. If you’re a current or aspiring manager , it’s really important to focus on good leadership. There are some differences between these two titles, but it can be a huge asset to understand these differences and how you can work to develop the characteristics of both.

Managers are generally responsible for the day-to-day operations of an operation. They have people who report to them, they oversee their work, and help make all of the projects run smoothly. They manage systems confidently and help their workers feel understood and meaningful to the organization.

Leadership is all about building a vision for people to follow. They inspire and direct with authority and intelligence. They help people feel confident and excited to follow their lead. 

Leadership and management may seem to be different, but in reality they share many qualities. If a manager is a good leader, their workers will be willing to follow their lead, they will trust them, and they will have a more positive work experience. 

Discover the different characteristics of leaders and managers, and how you can work to harness both and successfully direct teams in your organization.

Leadership and management characteristics.

Leaders and managers share some important characteristics, but they also have some very different elements that make them unique. There are different leadership theories and management styles that can directly impact how a manager or leader behaves. 

Leadership characteristics.

Focuses on people

Creates a vision for the future

Sets the tone for a great group culture

Long-range vision

Embraces change

Management characteristics.

Administers

Sets specific goals

Provides structure for the team

Implements strategies

Solves problems

Detail-oriented

Shared characteristics.

Open communication

Decisiveness

What do leaders and managers do?

In many instances, not all leaders do management work in their job. And some managers aren’t effective at leadership. It’s important to understand the specific distinctions in the roles, actions, and responsibilities of leaders and managers. If you’re studying management, it’s extremely valuable to be able to implement characteristics and abilities of leaders into your work. If you’re in a leadership position in an organization, it’s vital to understand what managers are in charge of and how you can help support their work. These two job titles can and should work together cohesively to give employees the best work environment.  

Mission vs. vision . Management spends a good deal of their time focusing on the specific mission of their organization and their team. They need to know the detailed goals for project success, and help the team come up with a way to reach their goals. A manager’s focus on mission helps the team members understand what is expected of them. Vision is a leadership element that involves looking at a larger picture. Leaders help the team understand the greater part they can play in helping the organization. They motivate the people they work with to help them catch that vision. They help teams see their contributions in a bigger light, as part of an overall vision for success. They focus on some of the bigger picture outcomes and help everyone get on board. Managers can have this leadership quality by helping the team catch the vision of the organization and project before diving into the smaller details of their specific mission. It's their responsibility to focus on the details, but it can also be key to inspire them to want to focus on those details.

Innovation vs. organization. Managers need to be organized in order to help their workers be successful. Organization in projects, meetings, strategy, and teams are all key for managers to help their workers feel secure. Managers need to spend time focusing on specific ways to be organized in daily tasks as well as larger projects. Whatever great idea is coming, managers find a way to break it into smaller tasks and projects that are manageable for the team. Leadership spends time focusing on innovation and coming up with new, exciting plans. Creativity is key for effective innovation in leaders. They are always looking for new things that they could try to help the company. Managers can harness both of these actions by looking for innovative ideas that are exciting for their team, and helping organize ways to make those innovations come to light. 

Self awareness, trust, and control. Management and leadership alike need to have self-awareness, trust, and control in their employees. Employees and workers need to see that their managers and leaders trust them. This is crucial to them feeling confident in their work. Managers and leaders also need to be self-aware so they understand how they impact the people around them. Being able to see themselves objectively helps them to be better connected to their employees. This is an important part of emotional intelligence which management and leadership can greatly benefit from. Control is another important element for effective leaders and managers alike. Management need to find control so their employees view them with respect and authority. Leaders also need control to make sure that the people who follow them believe that they have something important to show them.

Two-way learning. Two way learning is the belief that insight and advice can come from anywhere. Managers and leaders alike need this to be able to accept ideas and insights from lower employees. Being willing and excited about listening to employees is crucial to being successful both as a manager and as a leader. It’s vital to understand that you can learn from anyone in the organization, no matter their title.

The importance of defining your role as a leader and manager.

While leadership and management are a little different, you can play to the strengths of both of these and be a manager who leads employees successfully. Small business owners and entrepreneurs often have to walk the line of being both a leader and a manager, and management should work hard to try and also have great leadership for the people who work under them. Combining the qualities of both of these roles helps managers and leaders be more impactful. If you’re hoping to become a manager, it’s important to start with attending school so you have all of the skills you need, and then can work to get the characteristics of leadership and management.

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Managers Vs. Leaders

Jan 03, 2020

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Managers Vs. Leaders. Manager vs. Leader. Manager. Leader. Says “Go”. Says “Lets Go”. Manager vs. Leader. Manager. Leader. Production Oriented. People Oriented . Manager vs. Leader. Manager. Leader. Delegates Responsibility. Delegates Authority . Manager vs. Leader.

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• creates resentment
• creates confidence
• system centric
• creates fear
• drives team members

Presentation Transcript

Manager vs. Leader Manager Leader • Says “Go” • Says “Lets Go”

Manager vs. Leader Manager Leader • Production Oriented • People • Oriented

Manager vs. Leader Manager Leader • Delegates Responsibility • Delegates • Authority

Manager vs. Leader Manager Leader • Maintains • Develops

Manager vs. Leader Manager Leader • Shows Who is Wrong • Shows What is • Wrong

Manager vs. Leader Manager Leader • Administers • Innovates

Manager vs. Leader Manager Leader • A Copy • The Original

Manager vs. Leader Manager Leader • Asks How and When • Asks Why and • What

Manager vs. Leader Manager Leader • Drives Team Members • Coaches Team • Members

Manager vs. Leader Manager Leader • Imitates • Originates

Manager vs. Leader Manager Leader • Accepts the Status-Quo • Challenges the • Status-Quo

Manager vs. Leader Manager Leader • Short Term Results • Long Term • Vision

Manager vs. Leader Manager Leader • Plans and Budgets • Change and • Risks

Manager vs. Leader Manager Leader • Standards • Values

Manager vs. Leader Manager Leader • Can be Appointed • Should be • Accepted

Manager vs. Leader Manager Leader • Talks a lot • Listens a lot

Manager vs. Leader Manager Leader • Tells • Asks

Manager vs. Leader Manager Leader • Presumes • Explores

Manager vs. Leader Manager Leader • Seeks control • Seeks commitment

Manager vs. Leader Manager Leader • Orders • Challenges

Manager vs. Leader Manager Leader • Works on • Work with

Manager vs. Leader Manager Leader • Positional Power • Personal • Power

Manager vs. Leader Manager Leader • Keeps distant • Makes contact

Manager Vs. Leader Leader Manager • Says What • to Do • Shows How • to Do

Manager Vs.Leader Leader Manager • Demands Respect • Commands • Respect

Manager Vs.Leader Leader Manager • Works IN • the System • Works ON • the System

Manager Vs.Leader Leader Manager • Gets the Best out of Resources • Organizes the • Best • Resources

Manager Vs.Leader Leader Manager • System Centric • People Centric

Manager Vs.Leader Leader Manager • Professional (IQ) • Emotional • (EQ)

Manager Vs.Leader Leader Manager • Directional • Inspirational

Manager Vs.Leader Leader Manager • Systematic • Charismatic

Manager Vs.Leader Leader Manager • Have Schemes • Have Dreams

Manager Vs.Leader Leader Manager • Says “Something must be done” • Says • “I must do • something”

Manager Vs.Leader Leader Manager • Doing Things Right • Doing the • Right Things

Manager Vs.Leader Leader Manager • Left Brain Activities • Right Brain • Activities

Manager Vs.Leader Leader Manager • More Transactional • More • Transcendental

Manager Vs.Leader Leader Manager • Creates Fear • Creates Confidence

Manager Vs.Leader Leader Manager • Creates Resentment • Breeds • Enthusiasm

Manager Vs.Leader Leader Manager • Says “I” • Says “We”

Manager Vs.Leader Leader Manager • Fixes Blame • Fixes Mistakes

Manager Vs.Leader Leader Manager • Knows How • Shows How

Manager Vs.Leader Leader Manager • Drives • Leads

Manager Vs.Leader Leader Manager • Has Employees • Has • Followers

Manager Vs.Leader Leader Manager • Motivates • Inspires

Manager Vs.Leader Leader Manager • People Need Managers • People Long • For Leaders

The Ultimate Leader • Says “I did it” whenever something goes haywire; • Says “We did it” whenever something is semi-good; • Says “You did it” every time things go right!

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