In the world of business, the terms “leadership” and “management” are often used interchangeably. However, when you dive deeper into the roles and responsibilities they entail, you’ll discover that they are distinct, though complementary, concepts. Based on comments from attendees of the last ASHRAE – YEA leadership weekend I facilitated, I’m sharing some of the differences and qualities that make someone an exceptional manager or leader.
What’s the Difference Between Leadership & Management?
Let’s start by unpacking the core differences between leadership and management based on the insights shared by the participants:
Managers:
- Process-Driven: Managers typically focus on organizing, controlling, and ensuring that processes run smoothly. Their role is about making sure the team adheres to established procedures.
- Internal Focus: Managers often work to maintain order within their team or organization. Their attention is directed toward the “inner workings” and efficiency.
- Role-Fillers: Management is often about fulfilling a designated role or position, and managers tend to operate within the framework they’ve been given.
- Task-Focused: Managers usually concentrate on accomplishing specific tasks and ensuring that deadlines and objectives are met.
- Technical Expertise: Many managers possess technical knowledge or specific skill sets that enable them to oversee day-to-day operations effectively.
Leaders:
- Values-Focused: Leaders emphasize values, vision, and principles. They lead by example and inspire others to adopt the same values.
- External Focus: While managers may focus on internal operations, leaders think outward, focusing on the organization’s goals and how their team can contribute to those larger objectives.
- People-Centered: Leadership goes beyond tasks—it’s about connecting with people. Leaders prioritize the growth and development of their team members, offering guidance and mentorship.
- Selected to Lead: Leadership isn’t about fulfilling a role—it’s about being chosen because others believe in your ability to inspire and guide.
- Team-Focused: Leaders work with and for their teams, empowering members to excel and collaborate toward common goals.
- Mentorship: Leaders are also mentors. They are there to help individuals grow personally and professionally, not just to oversee tasks.
- Positive Impact: Good leaders inspire, motivate, and create an environment of trust, collaboration, and growth.
Two questions I always ask:
- Who’s the best “manager” you have worked for?
- Who’s the best “leader” you have worked for?
Here is a summary of some of the responses.
Who’s the Best “Manager” You Have Worked For?
Common themes included the ability to manage processes, deliver results, and keep things on track. They were organized, clear about expectations, and good at problem-solving. They knew how to structure teams, monitor performance, and ensure everything was running efficiently. They were able to focus on tasks and coordinate efforts that helped their teams meet objectives successfully.
While these qualities are critical in management, they are not necessarily what makes someone a great leader (leaders also do need to engage in these tasks occasionally to move the needle).
Who’s the Best “Leader” You Have Worked For?
Interestingly, some people stated that the best “leaders” they’ve worked for were not necessarily those with formal titles. In fact, the best leaders are often the ones who didn’t rely solely on their position or authority. Instead, they built personal relationships, led by example, and modelled desired behaviours.
You may find this video by Simon Sinek (Leaders Eat Last) informative and inspiring. He does a great job defining the attributes and attitudes of the best leaders.
Here are some of the qualities of the best leaders:
- Willing Followers: The best leaders created an environment where people were eager to follow—not because they had to, but because they wanted to. They inspired loyalty and trust through their actions.
- Vision and Values: These leaders were driven by strong values and had a clear vision of where they wanted to take the team or organization. They communicated this vision effectively, creating alignment and enthusiasm.
- Empathy and Mentorship: Great leaders took the time to understand their team members’ strengths, challenges, and aspirations. They focus on developing their people, not just driving performance.
- External Focus: Leaders tended to look beyond the immediate team or organization and understood the broader context. They play the long game to maximize impact and achieve strategic goals.
- Adaptability: Great leaders were flexible and open to change. They didn’t shy away from challenges, but instead saw them as opportunities for growth.
Leadership Without a Title
The sentiment shared by the attendees is powerful: The best leaders don’t always have titles. Leadership is often about influence and the ability to inspire others, regardless of one’s official position within the organization. Titles can grant authority, but true leadership is earned through actions, behaviours, and the impact you have on others.
“If you think you’re leading but no one is following, you’re only taking a walk.” This is a quote I share at the opening of the session. This statement by John C. Maxwell speaks volumes about the essence of leadership. Leadership is about creating willing followers, not by coercion, but through inspiration, trust, and the genuine desire to guide them toward success.
The 5 Hats of Effective Leaders by Richard Winters is a great resource on how to help others develop the skills, behaviours, and reasoning for success.
Shaping Both Management and Leadership
While management and leadership often overlap, it’s clear from the feedback that each requires different sets of skills and approaches. A great manager may excel at organizing, problem-solving, and driving efficiency, but a great leader does more than that. Leaders inspire, motivate, and mentor their teams, often creating a culture where people are empowered to grow and achieve their potential.
If you aspire to be both a great manager and a great leader, you must be willing to cultivate both sets of skills. The balance of technical expertise, organizational skills, and the ability to inspire and guide others will set you apart in any organization.
Who’s the best leader you’ve worked for? Feel free to share in the comments below, and let’s celebrate the leaders who have made a difference in our lives.
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