I was talking to a business owner last week, and they asked me why I had separated management and leadership on my tender. Having worked in corporate HR, the difference between the two is clear, but I realise this is not the same for everyone. Therefore, I am going to share with you what the difference is according to my research and then what that difference is to me.
The Research Perspective
Research suggests that there are three main differences between managers and leaders:
1. Focus and Vision
Managers often focus on implementing processes to achieve specific objectives, ensuring efficiency and consistency in execution. They address the “how” in delivering outputs. In contrast, leaders concentrate on setting a compelling vision and inspiring change. They ask the “why” and “what” questions, always searching for opportunities to drive innovation within their teams.
2. Approach to Team Dynamics
Managers organise and direct teams, ensuring that tasks are completed on time and in line with expectations. Leaders, on the other hand, focus on empowering and motivating their teams, enabling collaboration and encouraging personal and professional growth.
3. Risk Orientation
Managers tend to be risk-averse, favoring tried and tested methods to maintain stability and control. Leaders, however, are risk-takers, exploring new opportunities to achieve their vision and drive progress.
Which Team Would You Prefer to Be Part Of?
If you were an employee, which team would you be happiest in?
Please don’t misunderstand me, although I have a clear preference as both a leader and a team member, we still need managers. Industries with highly structured environments depend on effective managers to ensure smooth execution of deliverables.
So, Is There Room for Both?
I certainly believe there is! However, one of the main characteristics of managers that I have observed throughout my HR career is over-management or excessive control. This can stifle innovation, create dependency, and lead to low productivity as team members go into autopilot.
For example, just the other day, I spoke to a frustrated team leader whose team constantly relied on him for direction. I have even found myself in this trap, thinking that advising managers on what to do with absence cases would improve their competence. Instead, they kept coming back for the same advice!
The Power of Team Contributions
Teams exist for a reason, and each member brings their own unique experiences, education, and skills. It would be foolish not to tap into this resource available to us.
Relationships: The Key Difference Between Managers and Leaders
In my experience, managers are often preoccupied with output and productivity barriers rather than people. They approach employee relations in a process-driven way, often showing concern for improvement but not for the individual.
The risks of this approach?
- Lack of trust
- Abuse of authority
- Difficulties in managing change and adversity
My Conclusion
For me, there is a clear difference between management and leadership. However, there is no universal rule that dictates which industries need one over the other. A leadership mindset is fundamental for engaging, motivating, and navigating uncertainty. At the same time, people management and task execution cannot be left to chance.
The solution? There is a place for both. One is not mutually exclusive to the other, strength in both is essential.
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