eing 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.
TABLE OF CONTENTS
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:
“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.
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:
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 pictureand come up with new ways to actualize their vision. 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.