What is Leadership? What’s Management?
The words “leader” and “manager” are among the foremost commonly used words in business and are often used interchangeably. But have you ever ever wondered what the terms actually mean?
What Do Managers Do?
A manager is a member of a corporation with the responsibility of completing the four important functions of management: planning, organizing, leading, and controlling. But are all managers leaders?
Unfortunately, not all managers are leaders. Some managers have poor leadership qualities, and employees follow orders from their managers because they’re obligated to try to so—not necessarily because they’re influenced or inspired by the leader.
Managerial duties are usually a proper part of the employment description; subordinates follow as a result of the professional title or designation. A manager’s chief focus is to satisfy organizational goals and objectives; they typically don’t take much else into consideration. Managers are held liable for their actions, also as for the actions of their subordinates. With the title comes the authority and therefore the privilege to market, hire, fire, discipline, or reward employees supported their performance and behavior.
What Do Leaders Do?
Simply put, a pacesetter doesn’t need to be an authority within the organization; a pacesetter is often anyone.
Unlike managers, leaders are followed due to their personality, behavior, and beliefs. a pacesetter personally invests in tasks and projects and demonstrates a high level of passion for work. Leaders take an excellent deal of interest within the success of their followers, enabling them to succeed in their goals to satisfaction—these aren’t necessarily organizational goals.
There isn’t always tangible or formal power that a pacesetter possesses over his followers. Temporary power is awarded to a pacesetter and may be conditional supported the power of the leader to repeatedly inspire and motivate their followers.
Subordinates of a manager are required to obey orders while following is optional when it involves leadership. Leadership works on inspiration and trust among employees; those that do wish to follow their leader may stop at any time. Generally, leaders are people that challenge the established order. Leadership is change-savvy, visionary, agile, creative, and adaptive.
What Are The Traits A Manager Possesses?
Below are four important traits of a manager:
- The ability to execute a Vision: Managers build a strategic vision and break it down into a roadmap for his or her team to follow.
- The ability to Direct: Managers are liable for day-to-day efforts while reviewing necessary resources, and anticipating must make changes along the way.
- Process Management: Managers have the authority to determine work rules, processes, standards, and operating procedures.
- People Focused: Managers are known to seem after and cater to the requirements of the people they’re responsible for: taking note of them, involving them in certain key decisions, and accommodating reasonable requests for change to contribute to increased productivity.
What Are The Traits a Pacesetter Possesses?
Below are five important traits of a leader:
- Vision: A leader knows where they stand, where they need to travel, and have a tendency to involve the team in charting a future path and direction.
- Honesty and Integrity: Leaders have people that believe them and walk by their side down the trail the leader sets.
- Inspiration: Leaders are usually inspirational—and help their team understand their own roles during a bigger context.
- Communication Skills: Leaders always keep their team informed about what’s happening, both present and therefore the future—along with any obstacles that substitute their way.
- Ability to Challenge: Leaders are people who challenge the established order. they need their sort of doing things and problem-solving and are usually those who think outside the box.
The Two Important Differences Between A Manager and a pacesetter
Being a manager and a pacesetter at an equivalent time may be a viable concept. But remember, simply because someone may be a phenomenal leader, it doesn’t necessarily guarantee that the person is going to be an exceptional manager also, and the other way around. So, what are the standout differences between the 2 roles?
A leader invents or innovates while a manager organizes:
The leader of the team comes up with new ideas and kickstarts the organization’s shift or transition to a forward-thinking phase. a pacesetter always has his or her eyes assail the horizon, developing new techniques and methods for the organization. a pacesetter has immense knowledge of all the present trends, advancements, and skillsets—and features a clarity of purpose and vision. against this, a manager is someone who generally only maintains what’s already established. A manager must watch rock bottom line while controlling employees and workflow within the organization and preventing any chaos.
A manager relies on control, whereas a pacesetter inspires trust:
A leader may be a one that pushes employees to try to their best and knows the way to set an appropriate pace and tempo for the remainder of the group. Managers, on the opposite hand, are required by their description to determine control over employees, which, in turn, helps them develop their assets to bring out their best. Thus, managers need to understand their subordinates well to try their job effectively.
The Three Tests
In the article Three Differences Between Managers And Leaders, Vineet Nayar discusses three tests he devised to assist managers to decide if they need successfully made the shift from managing people to leading them.
Counting Value vs. Creating Value:
Managers are the sole ones who count value, he says. There are some who hamper on the worth by disabling or otherwise countering ideas and other people who add value.
Leaders, however, focus instead on working to get a particular value that’s over and above that which the team creates—and is the maximum amount a creator useful as their followers. Nayar goes on to mention that, “Leading by example and leading by enabling people are the hallmarks of action-based leadership.”
Circles of Influence vs. Circles of Power:
As mentioned previously, managers have subordinates and leaders gain followers, which means that managers create a circle of power while leaders create a circle of influence. Nayar offers advice on the way to identify which circle you’ve got around you. He says, “The quickest thanks to finding out which of the 2 you’re doing is to count the number of individuals outside your reporting hierarchy who come to you for advice. The more that do, the more likely it’s that you simply seem to be a pacesetter .”
Leading People vs. Managing People:
One responsibility of a manager is controlling a gaggle so as to accomplish a selected goal. Leadership, on the opposite hand, is the ability of a private to motivate, influence, and enable other employees to form a contribution to the success of a corporation. Inspiration and influence separate leaders from managers—not control and power.
Conclusion
Managers and leaders are both important—and once you find both qualities within the same person, it’s like hitting the knowledgeable jackpot. Read the second part of this text to find out the Qualities of Great Leaders and Great Managers
