Leadership vs Management

Being an excellent manager doesn’t make someone a strong leader. We’ve all run into someone who uses the titles interchangeably, and it can be frustrating.

Knowing the difference leadership vs management helps you understand your role in your organization. By recognizing the difference, you can sharpen your abilities so that you can reach your fullest potential. Knowing what separates managers and leaders can also help you figure out how to achieve the best balance of leadership and management qualities.

In this article, I will explore the similarities and differences between leaders and managers, and help you figure out how to get the best of both worlds.

What is leadership?

A leader’s power comes from their ability to get buy-in from others. They use their influence to challenge norms and guide innovation. As Drucker implies, leaders sometimes bend the rules to spur change. Peter Drucker aptly puts it:

“The only definition of a leader is someone who has followers. To gain followers requires influence but doesn’t exclude the lack of integrity in achieving this.”

What is management?

Managers ensure that employees conform to standards and adhere to policies. They make sure that the goals of their leaders are carried out. They are capable and responsible, but their contribution to organizations is strictly by-the book.

Managers are the people to whom this management task is assigned, and it is generally thought that they achieve the desired goals through the key functions of planning and budgeting, organizing and staffing, problem solving and controlling.

Leadership vs Management

Leadership and management have different characteristics and have different focuses. Here are 9 main differences between leadership and management illustrated with examples:

1. Focus on goals and vision vs. Focus on tasks

Leaders are oriented toward their company’s vision and goals. They look at the big picture and come up with new ways to actualize their vision.3 When leaders try new things, they always tie their ideas back to the company’s mission.

Managers are task-masters. While they may care about an organization’s vision, their job is to stick to policy. Managers carry out the big ideas for their organization’s leaders.

2. Sell it vs. Tell it

Since leaders are always on the cusp of innovation, they have to convince others that their ideas are worthwhile. Remember, they gain their authority by encouraging others to buy into their line of thinking.

On the other hand, managers don’t have to sell an idea because their role is to enforce policies. If someone steps out of line, they can fall back on procedures. Employees do as their managers tell them.

3. Take risks vs. Minimize risks

Anytime you try something new, you must take a risk. Leaders take risks by default because they often push for change.

Managers are put in place to keep risks to a minimum. They make sure that workers are doing what they’re supposed to do in the manner the company tells them to. When problems arise, a manager may take the problem to leadership to amend policies.

4. Encourage vs. Instruct

The lines between management and leadership blur here depending on how the manager approaches their duties. Ultimately, leaders offer encouragement to employees to think outside the box and see the big picture.

Managers usually have clear guidelines about different aspects of their workplace. They may provide encouragement, but their main job is to tell you how things are supposed to be done. They’re the person you turn to when you want to figure out the best way to do your job.

5. Go against the grain vs. Go with the flow

Leaders need to challenge the status quo or else their organization risks stagnation.4 They try new things to see if they can be more effective. They work to align company policies with the company’s vision.

Managers, on the other hand, maintain the status quo. They’re doing their best work when they are enforcing the guidelines set out by the leaders.

6. Motivate vs. Approve

When you try new things, your risk of failing increases. Leaders must be motivated, and they’re great at keeping others motivated. They tie everything they do back to the company’s vision. When a company has a strong vision, a leader can use it as a rallying point for inspiring employees.

When you’re managing people, your main objective is to decide if something passes muster. Managers look at their subordinates’ actions and determine whether they meet the standards set out by the company.

7. Break the rules vs. Follow the rules

Leaders have to play fast and loose with the rules to get ahead. Rules are often too rigid to allow for innovation, which means that leaders frequently bend them. When a company or organization is badly broken, leaders may disregard the rules entirely.

If a manager wants to keep their job, they stick to the strategies set out by superiors. Bending and breaking the rules undermines their position, which can weaken the company.

8. Inspire trust vs. Expect control

When someone is guiding you through uncharted territory, you must have a certain level of trust in them. A strong leader is excellent at inspiring trust to take people to places they’ve never been.

Managers’ authority rests in their ability to have control outright. You don’t have to like or trust your manager to do what you’re told. Managers expect and need control to do their job well.

9. Foster ideas vs. Assign tasks

Leaders thrive on making improvements by trying new things. They foster new ideas and free thinking because this supports their aims. They know that if they can encourage more people to think outside the box, the collective brainpower of the group will drive more innovation.

Managers can’t encourage free thinking because they wouldn’t be able to fulfill company expectations. Telling people what to do is the only way they can ensure that employees will do what they’re supposed to in the way they’re supposed to do it.

Article by Leon Ho, Lifehack