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For many people, the terms
“manager” and “leader” are synonymous. In the business world, they are often
used interchangeably, i.e. “team leader”, “team manager”, “project manager”
- you get the idea. And why not? After all, leaders and managers do
basically the same thing, right?
In some instances, there do seem to be commonalities between the two and
management techniques are sometimes confused with leadership traits.
However, there are, I believe, some key distinctions to be made that
radically separate the two.
Here then, are what I consider to be some key differences between a leader
and a manager:
1. A manager administers. A leader innovates.
Managers take policies and procedures and ensure that they are carried out.
Leaders are constantly challenging the “status quo” to achieve bigger and
better things.
2. A manager maintains. A leader develops.
As long as things are running smoothly, the manager is typically happy. The
leader is never satisfied with the “status quo” or “the way we’ve always
done it”. Leaders are constantly asking for more and bigger things – of
themselves as well as those they lead.
3. Managers rely on control. Leaders inspire trust.
Managers can feel threatened by subordinates who don’t seem to be “towing
the line”. In doing so, they create a co-dependency in the subordinates who,
in turn, rely on the manager to dictate nearly every step of the process.
Leaders know how to tap into the inherent strengths of those they lead and
then foster those strengths to the benefit of the organization.
4. A manager has his eye only on the “bottom line”. A leader has his eye
on the horizon as well.
In orienteering (using a map and compass) you must set your sights on a
distant object to get an accurate bearing. If you take only short-range
sightings, it is much more likely you will stray far off the right course.
In the same way, “bottom lining” only without also “visioning” can result in
ending up at a destination you did not plan on.
5. The manager imitates. The leader originates.
While using “tried and true” methods isn’t always a bad thing, someone
else’s methods may not be exactly right for every organization. Leaders
aren’t afraid to try new, and even unorthodox, methods to achieve optimum
results.
6. Managers focus on product. Leaders focus on process.
While still holding to the principles of quality, productivity and
efficiency, the leader is able to recognize the effort as well as the
“end-product”.
7. Managers need lots of positive feedback. Leaders have an innate sense
of their own self-worth.
Everyone likes a “pat on the back” for a job well done. However, managers
rely heavily on things like “performance reviews”, “appraisals” and “kudos”
from their supervisors and their subordinates to demonstrate a job well
done. They also tend to rely heavily on those tools as motivators for their
subordinates.
8. Managers need subordinates. Leaders strive to develop other leaders.
Leaders are always in the process of developing other leaders. Managers tend
to feel very threatened when they perceive someone may be “passing them up”.
9. Managers tell “what”. Leaders share “why”.
The manager is primarily concerned with simply giving the steps to achieve
the desired result. The leader also takes the time to explain why those
steps are crucial to the desired result. In doing so, the leader is also
imparting his “vision” to those that help make that vision a reality.
10. Managers are more concerned with doing things right. Leaders are more
concerned with doing the right thing.
Managers tend to be very “order” and “structure” oriented. Leaders have a
keen sense of the “spirit of the law” and aren’t afraid to “bend” the rules
if it will achieve a greater good for everyone.
Copyright © 2002, Monty J. Sharp
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Vision to Venture, LLC is an executive coaching company dedicated to
providing an interpersonal approach to high performance Executives, managers
and work teams. Our highly effective and balanced approach to leadership
development, teambuilding and action learning get both business related as
well as human results. Visit us at http://www.workteamcoaching.com
About the Author
Certified Comprehensive Coach, Monty J. Sharp is a team development
expert who coaches his clients through change management, business
development, visioning and leadership, sales and productivity. His clients
include Fortune 500 companies, regional and local companies, executives and
managers, professionals, and small business owners.
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