At Hello Leaders, we use ‘leader’ and ‘manager’ interchangeably. There are traits spanning both terms and with so much overlap, there’s little reason to exclude one when discussing the other.
This article is an exception. Why? We all know good managers who are poor leaders, or great leaders who struggle with the finer details of management. Neither one is bad, but it does beg the question; what’s the difference between a manager and a leader, and does it really matter?
Breaking down the traits
Managers
- With definition and role clarity, managers are responsible for planning, organising and controlling, with elements of leadership scattered throughout each responsibility.
- A good manager is focused on efficiency to achieve the company’s desired results.
- They provide tools and resources to support staff, while also promoting team growth and learning.
- Managers have clear foresight for problem-solving, strategy execution and team-building.
- The status quo is of the utmost importance; managers understand there are processes and policies to follow.
- Managers lead with authority, although this can result in the belief that status makes them good leaders.
Leaders
- Unlike management, there’s no pure role for leadership within an organisation; it’s a skill that anyone at any level can possess.
- A good leader is focused on developing others through support, mentorship or coaching. Rather than just providing tools, though, they provide knowledge and experience.
- Where some managers may be restricted by processes, leaders tend to look for new innovative solutions to increase productivity or efficiency.
- Leaders bring a positive approach and are interested in empowering staff by focusing on their strengths.
- There is little-or-no reliance on status to influence others.
- Managers with leadership qualities tend to be more confident in challenging the status quo and putting their own spin on things.
Can you be an effective manager, but a poor leader?
If you were to look at management and leadership as two distinct roles, you would find shortcomings in both, just as you would in any position.
With a great manager at the helm, you get results. They will work hard to ensure their team gets the job done by providing all the relevant tools and resources. If someone is struggling, a good manager will step up to ensure the job is done. There will certainly be times when you need a textbook-definition manager to achieve important outcomes.
That said, there may be a disconnect between management and their employees when managers are not invested in their staff. Managers who are not focused on helping their team improve will find themselves on the outer. Employees look for a manager who can lead with passion and influence, not just by enforcing rigid rules and expecting everyone to follow in step.
That’s why managers should never rely on status to lead others or expect team members to thrive when there’s no freedom to be creative at work. There must be a genuine connection with staff through shared visions, aligned values and a focus on growth and development for the benefit of the individual first and the company second.
How you can get the best of both worlds
Your best leaders will often rise up the ranks naturally when they possess the right skills and traits to be good managers and leaders. Their strengths in relationship building, problem-solving, organisation, etc, will help them stand out and be rewarded with positive career progression.
However, you will have some managers missing leadership qualities. One solution is to provide ongoing training and support as employees step into management or team leadership roles, while another is to recognise where a great manager could be supported by a team leader.
This allows for a manager to manage, pure and simple. They can focus on achieving results while the team leader looks after mentorship and coaching. Not only does this mean you’re receiving the best results from your top managers and leaders based on their strengths, but your staff are being looked after as part of a well-rounded team.
