What is leadership? What is management?
"Leader" and "Manager" are the most commonly used words in business and are often used interchangeably. But have you ever wondered what these terms really mean?
What does the manager do?
A leader is a member of an organization and is responsible for performing four important management functions: planning, organization, leadership, and control. But are all managers a leader?
Most managers are also leaders, but the premise is that they also fully perform the leadership responsibilities of management, including communication, motivation, providing inspiration and guidance, and encouraging employees to improve to a higher level of productivity.
Unfortunately, not all managers are leaders. Some managers have poor leadership qualities. Employees obey the orders of managers only because they are obligated to do so, not necessarily because they are influenced or motivated by the leader.
Management responsibilities are usually a formal part of the job description; subordinates follow them based on their professional title or job title. The main focus of managers is to achieve the goals and objectives of the organization; they usually do not consider too many other factors. Managers are not only responsible for the actions of their subordinates, but also for their own actions. Title implies power and privilege, and can promote, hire, fire, discipline or reward employees based on their performance and behavior.
What does the leader do?
The main difference between management and leadership is that leaders do not necessarily hold or occupy management positions. Simply put, the leader does not have to be an authority figure in the organization; the leader can be anyone.
Unlike managers, leaders are followed because of their personality, behavior, and beliefs. Individual leaders will invest in tasks and projects and show a high degree of enthusiasm for work. Leaders are very interested in the success of their followers, enabling them to achieve and satisfy their goals-these are not necessarily organizational goals.
Leaders do not always have tangible or formal power over their subordinates. Temporary power is granted to the leader, and what is conditional is the leader's ability to continuously motivate and motivate his subordinates.
Managers require subordinates to obey orders, but in terms of leadership, following is optional. Leaders focus on motivation and trust among employees; those who really want to follow their leadership can stop at any time. Generally speaking, leaders are people who challenge the status quo. Leadership is changeable, visionary, agile, creative and adaptable.
Three important differences between managers and leaders
Being a manager and leader at the same time is a feasible concept. But remember, just because someone is an outstanding leader does not necessarily guarantee that this person will also be an outstanding manager, and vice versa. So, what is the most obvious difference between these two roles?
1. Leaders innovate, managers organize
The leader of the team proposes new ideas and initiates the transformation or transition of the organization's forward-looking phase. A leader always puts his or her eyes on the horizon and develops new technologies and strategies for the organization. Leaders must have a deep understanding of current trends, progress and skills, and they must have clear goals and visions. In contrast, managers usually only maintain what has been established. Managers must pay attention to the bottom line while controlling employees and work processes in the organization to prevent any confusion.
In his book "The Wall Street Journal Management Basic Guide: Enduring Lessons from the Best Leaders of Our Time", Alan Murray pointed out that managers are such people: "Establish appropriate goals and standards, and analyze, evaluate and explain. Performance." Managers know the people who work with them and know who is best for a particular task.
2. Managers rely on control, and leaders inspire trust
Leaders can push employees to do their best and know how to set the appropriate pace and rhythm for the other members of the team. On the other hand, the job responsibilities of managers require them to establish control over employees, which in turn helps them develop their own assets and exert their best level. Therefore, managers must understand their subordinates well in order to carry out their work effectively.
3. The questions that leaders ask are "what" and "why", while managers are more inclined to ask "how" and "when"
In order to be able to treat their role as leaders fairly, some people may question and challenge authority to modify or even overturn decisions that may not consider the best interests of the team. Good leaders need to have strong judgment, especially when it comes to the ability to face the senior management on the issues of concern or whether there are areas that need improvement. If a company has gone through a difficult period, a leader will stand up and ask the question: "What have we learned from it?" However, managers are not required to evaluate and analyze failures. Their job description emphasizes asking questions "how" and "when," which usually helps them ensure that the plan is executed correctly. They tend to accept the status quo and do not try to change it.
Conclusion
Managers and leaders are both important-when you find these two qualities in the same person, it is like winning a professional award.
This article is reproduced from snow beast software
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