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Leadership vs Management: Is One Better Than the Other?

Leadership vs Management: Is One Better Than the Other?

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 are leadership and management?

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:[1]

“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.[2]

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:

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    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.

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    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.

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    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.

    Is leadership better than management (or vice versa)?

    As you may have noted, there are some stark differences between leaders and managers, but leadership and management are complementary. This video will explain to you why leadership and management go hand-in-hand:

    Leaders are risk-taking, innovating, game-changers. Managers are by-the-book maintainers of the status quo. That doesn’t mean that it’s better to be one or the other.

    Companies need managers and leaders to run smoothly. A lack of management puts organizations at risk for falling out of compliance and not meeting goals. A lack of leadership leads to a stagnant and uninspired workforce.

    Leaders and managers may exist at opposite ends of a spectrum when it comes to authority, but they’re on the same team. A leader can have a grand vision, but without managers to carry it out, the vision won’t be realized. Managers have to adhere to standards, but if they aren’t inspired by leadership, they won’t be able to share their vision with the workforce.

    Strike the balance between leadership and management

    There’s a happy medium between leadership and management. In some cases, you do need someone to perform as strictly one or the other. The best authority figures know when to apply leadership and management to greater and lesser degrees.

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    When to use leadership skills

    The degree to which you’re able to use leadership skills depends on your workforce and your company’s way of operating. If your members are clear about the team’s vision and goals, they’re more likely to be inspired by a leader.

    For an authority figure to lean more toward leadership, they need to be able to trust that workers are already fully aware of and compliant with company policies. If you constantly have to babysit your team members to perform basic tasks, it’s going to be difficult to encourage free thinking.

    When a team is made up of dedicated individuals who understand their roles, you have more leeway. They’ll be able to handle innovation and creativity while keeping up with their responsibilities. When a leader can enter into a dialogue with workers about company policies, they can come up with new ideas together.

    When to take on the role of a manager

    When you’re new on the job, you need somebody to tell you how things should be done. Managers are an absolute necessity when your team members are new. They can help workers figure out how to do their jobs in the most efficient way possible.

    Managers are also excellent at figuring out how much employees are capable of. They know that giving them too many responsibilities can have a negative impact on their performance and morale. They safeguard employee productivity by understanding how each person works and responds to stress.

    Organizations always need managers to help employees with uncertainties that they may have about their work. The manager is the person who can show you where to find a procedure in the handbook. They take the mystery out of the work so that employees can meet company expectations.

    Organizations need managers and leaders to reach their full potential. You can’t have one without the other. Running a company made only of leaders would be like herding cats. Having managers run the show means that you’ll get a lot done, but you’ll never get better.

    Featured photo credit: pixabay via pixabay.com

    Reference

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    Leon Ho

    Founder & CEO of Lifehack

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    Last Updated on May 22, 2019

    50 Great People To Follow On LinkedIn, No Matter Your Industry

    50 Great People To Follow On LinkedIn, No Matter Your Industry

    LinkedIn is an excellent platform to network with great people to help you in your career and businesses. However, with over 575 million people on the site, who should you follow? This list will steer you to the right people to follow, organized by categories of expertise.

    Job Search Experts

    You will likely have several jobs throughout the course of your career, and you will constantly need advice on new trends and strategies out there in the job market. Here are the LinkedIn experts who you should follow on these matters.

    1. Liz Ryan is the CEO and founder of Human Workplace. Her articles on job searching are filled with creative and colorful cartoons.

    2. Lou Adler is the author of The Essential Guide for Hiring and Getting Hired.

    3. Dr. Marla Gottschalk will help you make an impact in a new job.

    4. Hannah Morgan runs CareerSherpa.net, where she gives expert advice on job searching and how to be more visible online.

    5. Alison Doyle is the CEO and Founder of CareerToolBelt.com.

    Management Experts

    They say that people leave managers, not jobs. These experts in LinkedIn will help you become your employees’ dream manager.

    6. Jeff Weiner. How can we leave out the CEO of LinkedIn himself?

    7. Nozomi Morgan is an executive coach. She can help you transition from a boss to a true leader.

    8. Mickey Mikitani is the CEO of Rakuten. He constantly shares his expertise in managing a global player in e-commerce platforms.

    9. Andreas von der Heydt was the head of Amazon’s Kindle Content and now the Director of Talent Acquisition. He has extensive experience in management, branding, and marketing.

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    Productivity Experts

    By maximizing your productivity, you can win in all aspects of life. The following LinkedIn experts will help you win big in your career.

    10. Gretchen Rubin is a happiness coach and the bestselling author of the The Happiness Project.

    11. Carson Tate is the founder of Working Simply. She advises us to include play in our schedules.

    12. Greg Mckeown is an essentialist. Part of being an essentialist is saying no to many things so that we can focus on the things that matter.

    13. Brian de Haaff, CEO of Aha! Labs Inc. provides strategies on how to be productive and happy at work at the same time.

    Marketing Experts

    14. Sujan Patel is VP of Marketing at When I Work, an employee scheduling software. He is an expert in content marketing and he even shares his ideas on content marketing in 2020.

    15. Megan Berry is the Head of Product Development at Rebelmouse, a content marketing and AlwaysOn powerhouse.

    16. Sean Gardner will help you navigate the social media landscape. This includes how to use different platforms to help accelerate your career. He is also the bestselling author of The Road to Social Media Success.

    17. Christel Quek is an digital and marketing expert. She is the VP of South East Asia at Brandwatch. Their products help businesses utilize social media data to make better business decisions.

    18. Jeff Bullas is a digital marketing expert. His blog has over 4 million readers annually.

    19. Michael Stelzer is the CEO and Founder of social media powerhouse site, Social Media Examiner.

    20. If you’re looking for inbound and content marketing expertise, follow Dharmesh Shah, Founder and CTO of Hubspot.

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    21. David Edelman is a McKinsey partner and is at the helm of the Digital Marketing Strategy Practice Department.

    22. Dave Kerpen leads the social media software company Likeable Local. He is the author of Likeable Social Media: How to delight your customers.

    23. Clara Shih is the CEO of Hearsay Social and the author of The Facebook Era.

    24. Aaron Lee is Grand Master of Customer Delight at Post Planner. He is an excellent resource for everything social media.

    25. David Sable is the CEO of Y&R, one of the largest advertising firms in the world.

    26. Content marketing trumps traditional marketing these days, and who else better to lead you in this area than Joe Pulizzi, Founder of Content Marketing Institute.

    Personal Branding Experts

    Part of what we market in our personal career is our brand. When people hear your name, what kind of brand comes into their mind? What traits and qualities do they associate with you?

    Here are some personal branding experts from LinkedIn to improve your own brand.

    27. Dorie Clark is the author of Stand Out and Reinventing You. He can help you craft the professional image you’ve always wanted.

    28. Dan Schawbel is the managing partner of Millennial Branding. If you’re a millennial, Dan is the guy to help you craft your personal brand.

    Other Notable Experts to Follow

    29. Lisa Gates is the expert to follow if you’re negotiating for higher salaries and promotions.

    30. If you’re a Baby Boomer, Marc Miller will help you navigate the continually changing landscape of the workplace.

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    31. To avoid getting your resumé moved to the “No” pile, read Paul Freiberger’s excellent advice.

    32. James Caan provides insightful ideas on careers in general. He is also a serial entrepreneur.

    33. Jeff Haden writes on various topics, such as leadership and management. He is the owner of Blackbird Media.

    34. If you’re looking for expert business advice on getting new customers and keeping them, follow Jay Baer.

    35. Suzanne Lucas, aka Evil HR Lady, is a great human resources specialist.

    36. If you need help in using Twitter to boost your career, Claire Diaz-Ortiz can guide you in the right direction.

    37. Ryan Holmes is the CEO of Hootsuite, a social media management tool.

    38. Customers are the lifeblood of a business and Colin Shaw focuses on revolutionizing this customer experience.

    39. Brian Solis often reflects on the future of business and how technology can disrupt our world.

    40. Nancy Lublin provides advice on more lighthearted topics, which are perfect after a long day’s work. She is the CEO behind Dosomething.org, a portal designed for social change; and the founder & CEO of Loris.ai and Crisis Text Line.

    41. Katya Andresen provides advice on how to manage your career. She was the CEO of Cricket Media and now responsible for the SVP Card Customer Experience at Capital One.

    42. Gallup has created a system to test what your strengths are and how to use them at work. Jim Clifton is the CEO of Gallup.

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    43. Adam Grant is a Wharton Professor and the author of Give and Take, which provides advice on why being helpful at work can accelerate your career.

    44. Hunter Walk is a partner at Homebrew Venture Capitalist Company and has specialty in product development and management.

    45. If you’re running a nonprofit organization, follow Beth Kanter for expert advice on this area.

    46. Emotional Intelligence is necessary to succeed in your career, and Daniel Goleman is your expert for that.

    47. Rita J. King connects science, technology and business.

    48. Tori Worthington Rose is a Creative Director at Mary Beth West Communications, LLC. She has extensive experience in sales and digital media.

    49. If you’re looking for some advice on how to use writing and personal content marketing to boost your career, follow Ann Handley.

    50. Tim Brown is the CEO at IDEO and shares his insights on Leadership and Creativity.

    These are just some of the key thought leaders and movers in various industries. They will provide you with constant inspiration, as well as the willpower to pursue the career that you’ve always wanted. Their stream of expert ideas in their respective fields will help you become well-equipped in your professional pursuits.

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    Featured photo credit: LinkedIn Sales Navigator via unsplash.com

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