What’s the Difference Between a Leader and a Manager?
As Julias Campbell says in Remember the Titans, “attitude reflects leadership, captain.” This reigns true for the workplace as well. Leadership is the driving force of your company’s culture.
One question we often receive from clients is, “What is the difference between a leader and a manager?” Let’s dive into the differences between the two, and the impact they have on the organization.
Manager vs. Leader
As you have probably seen in any workplace, leaders have people who follow them and get behind their ideas and initiatives. While a manager simply has people who work for them. The biggest difference between the two is the influence and impact they have on the people with whom they interact.
As a business owner, ensuring you have managers who have strong leadership qualities is essential to your success.
Some of the most influential characteristics of a leader include:
- Honest and Integrity
- Communication Skills
- Strong Vision
- Ability to Innovate
The characteristics of a strong manager that you also want to be on the lookout for include:
- Project management
- Execution of a vision
A manager who has a blend of the two sets of characteristics has a real opportunity to drive change and create a positive workplace culture.
BoredPanda provides great illustrations that sum up the differences between a leader and simply a boss. The common theme between all the images is the difference in processes and the rhetoric used in the office.
Taking Leadership Beyond Management
At Culture Works we understand that leading a team, an organization, or just a single person can be challenging. Creating success for your company as a leader requires a well-thought-out and actionable plan.
Here are the foundational steps you can take to step closer into the leadership role:
First, begin with defining your purpose.
Create a vision and purpose for yourself and your team. Effectively communicate this purpose with your team and other employees at all levels. This creates a cohesive company spirit that makes everyone feel included.
Next, show that you are passionate about your purpose and vision.
Enthusiasm is contagious. If you show you care, your employee will care more in return. If people see that they are important to implementing the company’s vision, they will feel important and appreciated.
Show your employees the example of what they should be doing, by doing it yourself.
If you hold yourself to a higher standard than those around you, your employees will rise to the standard you set.
Maintain flexibility in how you reach your goals.
While your goals should be fixed, the way you attain them can change based on circumstances. Stay determined and focused on achieving goals, while changing course when necessary.
As you begin to create these goals for your team, be sure to consider the decisions that will create sustainable success.
Quick fixes and wins do not build momentum or increase employee engagement. Planning for long-term success will allow your employees to feel safe and secure with their employment.
Have a dual focus as you navigate through your company’s decisions.
Be sure to keep the big picture in mind always, but pay attention to the small details that build the big picture. Create your business strategy by using those small details.
Want to know more about how you can take your leadership or your team’s leadership beyond management? Read more on our taking leadership beyond management blog.