subject: How Managers Are Different From Leaders [print this page] So much has been written about managers and leaders, both of which are different and vitally important to the success of a business. Let's take a quick look at the differences...
Traditionally managers are focused on the division of labor and oversight of their team, task completion, immediate results, administrative duties, the how and when, maintenance of processes or systems, maintaining the culture of the business and getting things done right the first time.
Traditionally leaders are focused on the vision and strategy for the business, influencing and guiding all those involved in the business (internally and externally), the what and the how, challenging the status quo, doing the right things, developing relationships, fostering innovation and creating the culture for the business.
So, the important fact is that both managing and leading cannot be successful without getting work done through others... they both have to have the understanding of creating a climate for motivation for the employees. The three conditions critical for high motivation, engagement and performance are:
1. Confidence- the belief that "I CAN do it" about the work itself;
2. Trust - the belief that their manager will deliver on promises or commitments made, so employees believe they "get outcomes they deserve from their performance results";
3. Satisfaction- the belief that these "outcomes" are satisfying to the employee, so they keep "WANTING to do it".
How a manager versus a leader may create and carry out these three conditions for motivation and engagement may look different, but if done well, the end results will be the same... successful results and satisfied employees.
The irony is that many businesses have managers leading and leaders managing, often out of necessity. Then the question becomes... is the person versatile enough to do both? Often behavior-style favors one or the other. So, what is your preference, to lead or to manage? It is important to choose wisely! Now, if you are doing both, "it's best to be good at leading first (the "what" and the "why") and managing second (the "how" and the "when")"*.
*George Ambler - Leaders vs. Managers... Are They Really Different?
Martha Forlines is a former human resources executive with 30 years of results-oriented business experience. Belief System Institute is a small, woman-owned business that has been offering proven leadership training programs in Atlanta as well as Atlanta management training solutions since 1991.
