There is a clear distinction between leadership and management: Leaders motivate, influence and share their vision of the future. In contrast, managers, who usually demonstrate some leadership skills typically have a more practical application of day-to-day tasks which need to be done to work towards the leader’s vision.
Defining the two roles is essential as you hire people, disseminate roles and manage the expectations of your employees. While there may be some overlap it’s clear that all managers are not cut out to be leaders: with the common consent “most employees leave their managers, not their jobs” it’s a challenge to get right, that’s for sure.
Plus, we’re forgetting, it’s not always the case a good leader will make a good manager. While blue sky thinking is excellent for some when it comes to a more hands-on approach, they can be severely lacking.
However, all hope is not lost: There are some exceptional managers out there, who are destined to be outstanding leaders. With training, mentoring, and nurturing every manager can become a great leader and vice versa, great leaders can learn the skills of management.
So, what’s the difference?
Most employees follow their managers because they are told. As a subordinate, the employee is programmed to do what they are told by the manager when to do it and to what end.
On the flip side, most employees will follow a good leader, not because they are told to but because they want to. A good leader will inspire them to be better, to work harder and to want to achieve more because they share the vision the leader has portrayed.
Creating a vision of the bigger picture, sharing thoughts on direction, goals and focus for the company: These are the traits of a leader.
A great leader will help every individual understand their role within the framework of the company. They’ll convey the importance of every individual’s role, like a cog in a wheel, to bring about the future success of the company.
Bridging the Gap.
A good manager is generally organised, astute, detail-oriented and relies on control to get the job done. They ask the questions of how, when, who and what. They want results, reports and data to back it up.
Taking this to the next level depends on the individual. While leadership can indeed be taught, a good instinct is desirable.
If you’re choosing candidates for leadership roles, it’s good to consider a few of the natural traits:
- The ability to influence others
- Their skill for delegation
- Their willingness to embrace change and evolve
- Lack of fear to make a decision (unpopular or otherwise)
- Their ability to see the bigger picture
While this list is by no means exhaustive, it’s an excellent place to start when you’re looking for the leaders of tomorrow within your organisation.
With the right personal and professional development opportunities, you can begin to attract, retain and engage your people to enable your company to grow, plan and thrive.
If you’d like to learn more about developing strong, Leadership Skills in your people, visit our website for more information: https://www.sfb-consulting.com/online-training/