It is a question that has been asked more than once and also answered in different ways. The biggest difference between managers and leaders is the way they motivate the people who work or follow them, and this sets the tone for most other aspects of what they do.
Many people, by the way, are both. They have management jobs, but they realize that you cannot buy hearts, especially to follow them down a difficult path, and so act as leaders too. Leaders aren't always managers and vise versa. It is a rare individual that is both of these things. They have very different skill sets, both critical to success at a high-growth business.
The main difference between leaders and managers is that leaders have people follow them while managers have people who work for them.
A successful business owner needs to be both a strong leader and manager to get their team on board to follow them towards their vision of success. Leadership is about getting people to understand and believe in your vision and to work with you to achieve your goals while managing is more about administering and making sure the day-to-day things are happening as they should.
While there are many traits that make up a strong leader, some of the key characteristics are:
Honesty & Integrity: are crucial to get your people to believe you and buy in to the journey you are taking them on
Vision: know where you are, where you want to go and enroll your team in charting a path for the future
Inspiration: inspire your team to be all they can by making sure they understand their role in the bigger picture
Ability to Challenge: do not be afraid to challenge the status quo, do things differently and have the courage to think outside the box
Communication Skills: keep your team informed of the journey, where you are, where you are heading and share any roadblocks you may encounter along the way
Some of the common traits shared by strong managers are:
Being Able to Execute a Vision: take a strategic vision and break it down into a roadmap to be followed by the team
Ability to Direct: day-to-day work efforts, review resources needed and anticipate needs along the way
Process Management: establish work rules, processes, standards and operating procedures
People Focused: look after your people, their needs, listen to them and involve them
Many people, by the way, are both. They have management jobs, but they realize that you cannot buy hearts, especially to follow them down a difficult path, and so act as leaders too.
https://www.go2hr.ca/articles/understanding-differences-leadership-vs-management
http://changingminds.org/disciplines/leadership/articles/manager_leader.htm
Dear Colleagues,
Good Day,
"Management is doing things right; leadership is doing the right things."
----- Peter Drucker
The common ground is greater and more enduring than the differences that divide.
-Nelson Mandela
Dear @ Hazim,
I think Peter Drucker's axiomatic statement, that you selected as an example, captures the differences between the two concepts of leadership and management as perfectly and in as few words as possible.
Regards,
Bob
Effective leadership is putting first things first. Effective management is discipline, carrying it out.
Stephen Covey
The main difference between leaders and managers is that leaders have people follow them while managers have people who work for them.
A successful business owner needs to be both a strong leader and manager to get their team on board to follow them towards their vision of success. Leadership is about getting people to understand and believe in your vision and to work with you to achieve your goals while managing is more about administering and making sure the day-to-day things are happening as they should.
While there are many traits that make up a strong leader, some of the key characteristics are:
Honesty & Integrity: are crucial to get your people to believe you and buy in to the journey you are taking them on
Vision: know where you are, where you want to go and enroll your team in charting a path for the future
Inspiration: inspire your team to be all they can by making sure they understand their role in the bigger picture
Ability to Challenge: do not be afraid to challenge the status quo, do things differently and have the courage to think outside the box
Communication Skills: keep your team informed of the journey, where you are, where you are heading and share any roadblocks you may encounter along the way
Some of the common traits shared by strong managers are:
Being Able to Execute a Vision: take a strategic vision and break it down into a roadmap to be followed by the team
Ability to Direct: day-to-day work efforts, review resources needed and anticipate needs along the way
Process Management: establish work rules, processes, standards and operating procedures
People Focused: look after your people, their needs, listen to them and involve them
Many people, by the way, are both. They have management jobs, but they realize that you cannot buy hearts, especially to follow them down a difficult path, and so act as leaders too.
https://www.go2hr.ca/articles/understanding-differences-leadership-vs-management
http://changingminds.org/disciplines/leadership/articles/manager_leader.htm
I can answer to this question in terms of research. In the universities we have professors as custodian of research activities. Often we see them only as managers since they only assign jobs to each and every student under them without getting much involved in the task.On the other hand, exceptional professors ( true leaders in the field) can really help their students by closely monitoring their work. These professors are true leaders in the sense that they can guide the students by providing the best, practical solutions when in need, thus helping them overcome the problems. In nutshell, you can approach a leader cum manager to solve a problem. In 99% of the cases you can be assured that you obtain the best solution.
The growth and development of people is the highest calling of leadership
-Harvey S. Firestone
Whereas in management the people focus is a part of the big picture.
Dear Hazim Hashim Tahir,
Manager manages some work at the office. At the office manager might be more than one. Leadership manages all the work at the office. Leadership has more authority.
Regards, Shafagat
Mark Sanborn, an international bestselling author and noted expert on leadership, mentions 9 differences as follows
Managers have employees Leaders win followers.
Managers react to change. Leaders create change.
Managers have good ideas. Leaders implement them.
Managers communicate. Leaders persuade.
Managers direct groups. Leaders create teams.
Managers try to be heroes. Leaders make heroes of everyone around them.
Managers take credit. Leaders take responsibility.
Managers are focused. Leaders create shared focus.
Managers exercise power over people Leaders develop power with people.
http://www.marksanborn.com/blog/9-differences-between-managers-and-leaders/
Dear Colleagues,
Good Day,
While I was surfing the net , I found this comparison:
In his 1989 book “On Becoming a Leader,” Warren Bennis composed a list of the differences:
– The manager administers; the leader innovates.
– The manager is a copy; the leader is an original.
– The manager maintains; the leader develops.
– The manager focuses on systems and structure; the leader focuses on people.
– The manager relies on control; the leader inspires trust.
– The manager has a short-range view; the leader has a long-range perspective.
– The manager asks how and when; the leader asks what and why.
– The manager has his or her eye always on the bottom line; the leader’s eye is on the horizon.
– The manager imitates; the leader originates.
– The manager accepts the status quo; the leader challenges it.
– The manager is the classic good soldier; the leader is his or her own person.
– The manager does things right; the leader does the right thing.
You can see the whole article in this link:
http://guides.wsj.com/management/developing-a-leadership-style/what-is-the-difference-between-management-and-leadership/
Managers versus Leaders
•Leadership is the process of influencing others to understand and agree about what needs to be done and how to do it, and the process of facilitating individual and collective efforts to accomplish shared objectives.
•The role of management is to promote stability or to enable the organization to run smoothly, whereas the role of leadership is to promote adaptive or useful changes.
•Persons in managerial positions could be involved with both management and leadership activities, or they could emphasize one activity at the expense of the others. Both management and leadership are needed.
Leadership appears in two form
–Formal leadership : which is exerted by persons appointed to or elected to positions of formal authority in organizational.
–Informal leadership : which is exerted by persons who become influential because they have special skills that meet the resource needs of others.
Think managers are focusing on operational / tactical matters e.g. day to day operations etc whereas leaders are focusing more on strategic issues e.g. large impact / long term goal issues of an organization etc.
Skill sets & approaches to play each role are different (as enumerated by some scholars above) but sometimes a person might need to play both roles especially in handling different staff / subordinates or situations. For example, low level / junior staff or those subscribing Theory-X need to be managed in detailed level. Whereas those more mature / senior staff or those subscribing Theory-Y might need less management but more on leadership. Because a manager is always associate with employee / staff / subordinates whereas a leaders is always associate with followers as depicted in this figure below.
Management with all its properties, is the skill to put things to a functioning perspective and order in an existing structure (depending on the objective of the structure) while leadership with all its virtues, is an ability to have a vision to a better future.
Some submissions from my side,
If we are to look at the two from risk perspective. Manager would be risk more of risk minimizer as against the leader.
From the execution point of view manager would execute plan efficiently. Leader would make own plan.
which in my opinion also leads us to the creativity aspect. where a good manager would be more of creativity in the existing set of things while leader would would prefer a clean slate to create entirely new.
Managers usually have positions of power; leaders may not, but they inspire and influence others.
The acid test of a leader is "When he leads, will others follow him?"
Here is another good list plus discussion.
http://changingminds.org/disciplines/leadership/articles/manager_leader.htm
https://hbr.org/2013/08/tests-of-a-leadership-transiti
The manager asks how and when; the leader asks what and why.
Warren Bennis
Dear Hazim, the quote you mentioned at the first post seems to be from Waren Bennis
Leaders are people who do the right thing; managers are people who do things right.
Warren Bennis
A manager is a person in an organization who is responsible for carrying out the 4 functions of management, including planning, organizing, directing and controlling. On the other hand, leadership duties encompass communicating, motivating, inspiring and encouraging employees towards a higher level of productivity. Employees will follow the orders of a manager for how to perform a job because they have to, but employees will voluntarily follow the directions of a leader because they believe in who is s/he as a person, what the leader stands for and for the manner in which they are inspired by the leader. A manager becomes as such by virtue of his/her position & other factors, and subordinates will follow the manager because of his/her job description & title and due to fear of punishment.
Leadership: is the ability to influence on the individuals to make them achieve the objectives of the group. leadership interest in driving the vision and strategic directions and exercise style role models and training.
Leadership can be defined as the power to influence others and push them to implement the decisions
Primarily on achievement and performance for the time being, and therefore it focuses on standards and solve problems and master the performance and attention to regulations and systems and the use of power. Administrative operations include: planning:
• Organization:
• Orientation:
• censorship
Both are responsible for innovation in any institution. My experience, in working at the University for more than 25 years, I found that is necessary for managers to find a way to develop their work. And constantly to find ways to modernize and evaluation, including raising the quality of teaching and development.
“The manager is a copy; the leader is an original.”
http://guides.wsj.com/management/developing-a-leadership-style/what-is-the-difference-between-management-and-leadership/
Not everyone who is in charge of other people is both a leader and a manager.
The leader asks "what" and "why," whereas the manager asks "how" and "when."
Leaders
- are able to build a vision
- Inspire people to work towards the realization of the vision.
- are charismatic and able to lead, use tact and negotiate.
- Measure results and compares them with the goals/vision.
Management is the allocation and efficient utilization of scare resources against an organization's objectives, the setting of priorities, planning and designing of work so as timely achievement of results. It is more about controlling. Leadership on the other hand focuses on creation of a common vision, encouraging and motivating people. It is more about persuading not commanding.
Dear Colleagues:
You have extensively addressed the subject in relation to business and other organizations. In the sphere of government, the difference between leadership and management can be seen perhaps more clearly, but it is full of implications, especially in times of crisis.
Today there is much political discussion about the rise of technocracy. Pure administration, it is said, has taken control of government areas where politics was supreme in the past. This trend reflects in part the restrictions on political decisions imposed by globalization. Many people see this as a weakening of democracy, because a growing proportion of public policy is no longer subject to democratic deliberation.
This situation becomes very problematic in times of crisis, when governments take controversial or painful measures. We have seen it in the last few years in relation to economic crisis in several European countries and we might see it again in the present refugee crisis.
The problem is that crisis management is often entirely left in the hands of technicians and at the same time there is a lack of political leadership with the ability to provide guidance to citizens. This failure of leadership increases discontent and makes policy implementation more complex and painful.
Top 10 Qualities That Make A Great Leader
1. Communication
Being able to clearly and succinctly describe what you want done is extremely important. If you can’t relate your vision to your team, you won’t all be working towards the same goal.
2. Positive Attitude
If you are not enthusiastic about what you do – You team will not be too!
3. Honesty
Your business and your team are a reflection of yourself, and if you make honest and ethical behavior a key value, your team will follow suit.
4. Ability to Delegate
Trust your team and give them a sense of responsibility by delegating some of the tasks. It’s important to remember that trusting your team with your idea is a sign of strength, not weakness.
5. Great leaders have direction.
Don’t get tripped up by small issues, but choose to stay focused on the big picture.
6. Confidence
Keep up your confidence level, and assure everyone that setbacks are natural and the important thing is to focus on the larger goal. As the leader, by staying calm and confident, you will help keep the team feeling the same.
7. Commitment
If you expect your team to work hard and produce quality content, you’re going to need to lead by example. There is no greater motivation than seeing the boss down in the trenches working alongside everyone else, showing that hard work is being done on every level.
8. Creativity
As a leader, it’s important to learn to think outside the box and to choose which of two bad choices is the best option. Don’t immediately choose the first or easiest possibility; sometimes it’s best to give these issues some thought, and even turn to your team for guidance.
9. Intuition
Learning to trust yourself is as important as your team learning to trust you.
10. Great leaders are solutions-driven.
http://www.startupgen.org/2014/02/top-10-qualities-that-make-a-great-leader/
Managers who don't lead are quite discouraging, but leaders who don't manage don't know what's going on. It's a phony separation that people are making between the two.
--- Henry Mintzberg
The Manager administers and leader innovates;
The Manager supports the leader develops;
The manager focuses on systems and structure, the leader focuses on people;
The manager relies on control, the leader inspires trust;
The manager accepts reality, the leader questions and research the new realities and situations;
The manager has a short-range view, the Leader has a long-haul;
The manager asks how and when, the leader asks what and why
The manager has his eye always on the bottom line, the leader has his eye on the horizon;
The manager accepts the status quo; The Leader of the challenge.
Warren Bennis
I agree with Behrouz and Ierardi's quotes.
There are differences between a manager and a leader due to their different roles, functions, and skills sets, etc.
However, they also overlap. For example, a good manager also needs to have visions, inspire others and build them up, etc. A leader often needs to manage his assets, which are his followers, the people he influences.
Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.
—Jack Welch
How great leaders inspire action by Simon Sinek:
A very interesting TED video
A part of transcript :
How do you explain when things don't go as we assume? Or better, how do you explain when others are able to achieve things that seem to defy all of the assumptions? For example: Why is Apple so innovative? Year after year, after year, after year, they're more innovative than all their competition. And yet, they're just a computer company. They're just like everyone else. They have the same access to the same talent, the same agencies, the same consultants, the same media. Then why is it that they seem to have something different? Why is it that Martin Luther King led the Civil Rights Movement? He wasn't the only man who suffered in a pre-civil rights America, and he certainly wasn't the only great orator of the day. Why him? And why is it that the Wright brothers were able to figure out controlled, powered man flight when there were certainly other teams who were better qualified, better funded ... and they didn't achieve powered man flight, and the Wright brothers beat them to it. There's something else at play here.
http://www.ted.com/talks/simon_sinek_how_great_leaders_inspire_action
Top 10 List: The Greatest Living Business Leaders Today
One is Indra Nooyi, PepsiCo. See others through link.
– Indra Nooyi, another of Forbes 100 Most Powerful Women, has not only led her company to record financial results but is making strides to move PepsiCo in a healthier direction, leading the courageous charge to shed traditional fast food properties and to replace them with initiatives to supply healthier foods. She is deeply caring and committed as a senior executive. She is a fun-loving executive as well—she played lead guitar for an all-woman rock band in college, loved to play cricket, and is known to sing karaoke and perform at corporate gatherings to this day. Yes, I have been known to relate to her fun-loving spirit as a senior executive as well.
http://www.forbes.com/sites/davidkwilliams/2012/07/24/top-10-list-the-greatest-living-business-leaders-today/
Dear Ahmed,
According to Plato " the ignorance is the root and steam of all evil", then a true or Good leader is the one who takes the people hands in order to raise them up, in whatever area.
Helena
Better is a dry morsel with quiet than a house full of feasting with strife. A servant who deals wisely will rule over a son who acts shamefully and will share the inheritance as one of the brothers. The crucible is for silver, and the furnace is for gold, and the Lord tests hearts. An evildoer listens to wicked lips, and a liar gives ear to a mischievous tongue. Whoever mocks the poor insults his Maker; he who is glad at calamity will not go unpunished. ... Proverbs 17:1-28
Dear Colleagues,
Good Day,
“Too many kings can ruin an army”
― Homer
The Lessons of Stephen Covey: Leadership versus Management
Dr. Stephen Covey uses an extremely apt jungle metaphor to unite these concepts of leadership and management. Many people are fantastic managers. They are able to push forward on whatever projects are thrown their way. In a jungle, if given the task to slash through the brush and clear a path, these amazing managers would wield their machetes valiantly. They would cut through the flora no matter what problems came up to face them. These managers don’t care about the big picture; they just accomplish the task at hand.
Meanwhile, the leaders are doing something quite different. Leadership is all about making sure that the direction the solution is going in is the right one for the future.
The leaders are up high in the sky surveying the jungle. They are the ones who are willing to say, “This is the wrong jungle! Let’s move on.”
A manager might respond to the leader by saying, “But we’re doing so well!”
The manager doesn’t care about the bigger picture. He’ll chop whatever jungle is put in front of him.
Dear Colleagues,
Good Day,
"Management is about arranging and telling. Leadership is about nurturing and enhancing."
------ Tom Peters
Leadership is essentially an influencing process; the process is ultimately aimed at goal achievement; while management has general processes: relationship management, information management, decision-making and influencing people.
http://cws.cengage.co.uk/colekelly7/students/Video%20Cases/Chapter%207%20-%20Video%20Case%20Study%209.pdf
Leadership is about effectiveness through trust, inspiration and people.
Leaders often challenge the status quo that managers spend much of their time upholding to bring innovation to organizations.
Leadership is visionary, change-savvy, creative, agile and adaptive.
Managers are concerned with the bottom line, while leaders spend time looking at the horizon.
If your actions inspire others to dream more, learn more, do more and become more, you are a leader.
John Quincy Adams
Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it's amazing what they can accomplish.
Sam Walton
So much of what we call management consists in making it difficult for people to work. —Peter Drucker
The key to successful leadership today is influence, not authority.
—Kenneth Blanchard
his new book, Drucker on Leadership(link is external), Bill Cohen, a student and colleague of Peter Drucker, extracts the leadership lessons that he learned from this great thought leader. Here are the lessons that Bill uncovered:
1. Strategic planning is the first priority of the leader. Drucker believed that the leader's job was to create the desired future for the company or the organization. The leader needed to be intimately involved with the strategic direction.
2. Ethics and integrity are critical for leader effectiveness. Character and ethical behavior are of central importance for the leader. According to Drucker, followers might forgiveleaders for mistakes, but will not forgive a lack of integrity.
3. Model the military. Peter Drucker had great respect for how the military developed leadership, with an emphasis on character and leaders as positive role models. The military's emphasis on commitment and "taking care of your people" are examples of what Drucker admired about military leadership.
4. Motivation: Treat employees like volunteers. Peter greatly admired nonprofit organizations, and he extracted leadership lessons from them. If a leader treats employees as if they were volunteers - free to leave at any time - the leader pays greater attention to the non-monetary needs of workers, and moves from transactional motivation to transformational motivation.
5. Leaders should be marketers. This surprising lesson really means that leaders should be focused on the customer, and be concerned about how customers view the organization and its products or services. The leader must set the tone for how the organization is viewed, and be its best representative.
Although little of Peter Drucker's writings focused on leadership, there are many lessons for leaders in his work. Our thanks to William Cohen for highlighting them.
One of the mistakes, that are made by the media, is to describe the "head" of a typical 3rd world country as a "leader". This person "usually" has no insight or vision & in carrying out the "head" job, there will be no inspiration or motivation. The "head" is even less than a manager and the speeches to the public are prepared for him/her in big typewritten letters! I saw that, by myself, in some 3rd world countries.
The biggest difference between managers and leaders is the way they motivate who work or follow them, and this sets the tone for most other aspects of what they do.
Management is about the doing of work: leadership is about getting work done!
Dear Colleagues,
Good Day,
"A leader takes people where they want to go. A great leader takes people where they don't necessarily want to go but where they ought to be".
------- Rosalynn Carter (1927 - )
Leroy Eimes said:
"A leader is one who sees more than others see, who see farther than others see, and who see before others see."
Dear Stephen Cheung,
Good quote! " ........ see before others see." Takes lead!
Effective leadership is putting first things first. Effective management is discipline, carrying it out.
Stephen Covey
“I’ve been reading all about leadership, have implemented several ideas, and think I’m doing a good job at leading my team. How will I know when I’ve crossed over from being a manager to a leader?”
https://hbr.org/2013/08/tests-of-a-leadership-transiti
Leadership is visionary, change-savvy, creative, agile and adaptive.
Managers are concerned with the bottom line, while leaders spend time looking at the horizon.
...but a good leader is like a conductor of an orchestra , must know what it has to be done...a good leader like freedom of thinking and promotes knowledge....
John Maxwell said:
"Leaders become great, not because of their power, but because of their ability to empower others."
The manager accepts the status quo; the leader challenges it.”
Warren Bennis
Managers don't take risk, they accept the things as it is; but leaders take risk and create and enter into the new situation.
Yes, Behrouz and Subhash, managers accept the status quo, and leaders take risk, create things, and enter into a new situation.
Tom Peters said:
"Management is about arranging and telling. Leadership is about nurturing and enhancing."
"A leader is like a shepherd. He stays behind the flock, letting the most nimble go out ahead, whereupon the others follow, not realizing that all along they are being directed from behind."
-- Nelson Mandela
Dear Colleagues,
Good Day,
Managers have subordinates
By definition, managers have subordinates - unless their title is honorary and given as a mark of seniority, in which case the title is a misnomer and their power over others is other than formal authority.
Authoritarian, transactional style
Managers have a position of authority vested in them by the company, and their subordinates work for them and largely do as they are told. Management style is transactional, in that the manager tells the subordinate what to do, and the subordinate does this not because they are a blind robot, but because they have been promised a reward (at minimum their salary) for doing so.
Work focus
Managers are paid to get things done (they are subordinates too), often within tight constraints of time and money. They thus naturally pass on this work focus to their subordinates.
Seek comfort
An interesting research finding about managers is that they tend to come from stable home backgrounds and led relatively normal and comfortable lives. This leads them to be relatively risk-averse and they will seek to avoid conflict where possible. In terms of people, they generally like to run a 'happy ship'.
Leaders have followers
Leaders do not have subordinates - at least not when they are leading. Many organizational leaders do have subordinates, but only because they are also managers. But when they want to lead, they have to give up formal authoritarian control, because to lead is to have followers, and following is always a voluntary activity.
Charismatic, transformational style
Telling people what to do does not inspire them to follow you. You have to appeal to them, showing how following you will lead them to their hearts' desire. They must want to follow you enough to stop what they are doing and perhaps walk into danger and situations that they would not normally consider risking.
Leaders with a stronger charisma find it easier to attract people to their cause. As a part of their persuasion they typically promise transformational benefits, such that their followers will not just receive extrinsic rewards but will somehow become better people.
People focus
Although many leaders have a charismatic style to some extent, this does not require a loud personality. They are always good with people, and quiet styles that give credit to others (and takes blame on themselves) are very effective at creating the loyalty that great leaders engender.
Although leaders are good with people, this does not mean they are friendly with them. In order to keep the mystique of leadership, they often retain a degree of separation and aloofness.
This does not mean that leaders do not pay attention to tasks - in fact they are often very achievement-focused. What they do realize, however, is the importance of enthusing others to work towards their vision.
Seek risk
In the same study that showed managers as risk-averse, leaders appeared as risk-seeking, although they are not blind thrill-seekers. When pursuing their vision, they consider it natural to encounter problems and hurdles that must be overcome along the way. They are thus comfortable with risk and will see routes that others avoid as potential opportunities for advantage and will happily break rules in order to get things done.
A surprising number of these leaders had some form of handicap in their lives which they had to overcome. Some had traumatic childhoods, some had problems such as dyslexia, others were shorter than average. This perhaps taught them the independence of mind that is needed to go out on a limb and not worry about what others are thinking about you.
please, see the following links:
http://changingminds.org/disciplines/leadership/articles/manager_leader.htm
https://www.go2hr.ca/articles/understanding-differences-leadership-vs-management
http://www.educational-business-articles.com/leadership-versus-management.html
Dear Hazim,
Thanks for pulling all these excellent comments and resources together in your post!
Peter Drucker said:
"...Leadership is lifting a person's vision to high sights, the raising of a person's performance to a higher standard, the building of a personality beyond its normal limitations."
Curiosity, Creativity, Communication, competence, character, courage, conviction, charisma and common sense - Attributes of a leader given by Lee IaCocca.
If only we had a few more leaders than the managers in the world !!!
Leaders aren't always managers and vise versa. It is a rare individual that is both of these things. They have very different skill sets, both critical to success at a high-growth business.
http://www.inc.com/curt-richardson/are-you-a-leader-or-a-manager-theres-a-difference.html
My own definition of leadership is this: The capacity and the will to rally men and women to a common purpose and the character which inspires confidence.
—General Montgomery
Leadership is lifting a person’s vision to high sights, the raising of a person’s performance to a higher standard, the building of a personality beyond its normal limitations.
—Peter Drucker
Leadership provides direction, encouragement and inspiration to motivate a team to achieve organisational success whereas management has primarily an organisational role including coordinating people's efforts and allocation of resources to maximize efficiency in achieving set goals.
Waren Bennis, the famous author of leadership resources describes the difference s as follows:
"There is a profound difference between management and leadership.
To manage means to bring about, to accomplish, to have charge if or responsibility for, to conduct.
Leading is influencing , guiding in direction, and and having an opinion. The difference is crucial".
Dear Colleagues,
Good Day,
"The five traits of highly innovative leaders, defining characteristics of leaders like Jeff Bezos and Steve Jobs.
- Questioning, which allows innovators to challenge the status quo and consider new possibilities.
- Observing, which helps innovators detect small behavioral details — in the activities of customers, suppliers, and other companies – that suggest new ways of doing things.
- Networking, which permits innovators to gain radically different perspectives from individuals with diverse backgrounds.
- Experimenting, which prompts innovators to relentlessly try out new experiences, take things apart, and test new ideas.
- Associational Thinking, drawing connections between questions, problems, or ideas from unrelated fields, which is triggered by questioning, observing, networking, and experimenting and is the catalyst for creativity."
I just would add...A GOOD Leadership provides direction, encouragement and inspiration to motivate a team to achieve organisational success whereas management has primarily an organisational role including coordinating people's efforts and allocation of resources to maximize efficiency in achieving set goals.
What is the difference between management and leadership? - ResearchGate. Available from: https://www.researchgate.net/post/What_is_the_difference_between_management_and_leadership#view=561e10286225ff66218b4589 [accessed Oct 14, 2015].
Dear Colleagues,
Good Day,
See, what great an Army leader "Napoleon Bonaparte (1769 - 1821)" once said:
"An Army of lions commanded by a deer will never be an army of lions."
1. Solving problems effectively. 2. Operating with a strong results orientation. 3. Seeking different perspectives. 4. Supporting others.
McKinsey & Company (the trusted advisor and counselor to many of the world's most influential businesses and institutions) put together a list of 20 traits frequently associated with leadership. It then surveyed 189,000 people in 81 organizations around the world, and looked at the difference between the organizations with the strongest leadership and those with the weakest. Four factors accounted for 89 percent of the difference between the two groups.
Before you can lead, you must know where to take a team or organization. That means you need to effectively solve the problems that decisions rest upon; otherwise you run the risk of rallying everyone in the wrong direction. This particular skill is critical, whether you're resolving conflicts within a team or addressing major strategic issues.
Leaders direct a group's resources to achieve particular goals. Setting objectives and acting as a visionary aren't enough for great leadership, because if you don't achieve results, objectives won't matter. According to McKinsey, "Leaders with a strong results orientation tend to emphasize the importance of efficiency and productivity and to prioritize the highest-value work."
Leaders may have great ideas, but to depend only on your own insights is to act from arrogance, risk being influenced by personal bias, and waste the combined experience and insight of the team or organization. Smart leaders seek ideas from others, put issues into proper perspective, and pay the proper attention to various stakeholders.
Showing authentic interest in others is important to another part of a leader's job: helping them succeed for the betterment of the entire organization. Leaders "intervene in group work to promote organizational efficiency, allaying unwarranted fears about external threats, and preventing the energy of employees from dissipating into internal conflict," as McKinsey notes.
These four factors have a heavy correlation with good leadership.
http://www.inc.com/erik-sherman/4-must-haves-for-great-leadership.html
http://www.mckinsey.com/insights/leading_in_the_21st_century/Decoding_leadership_What_really_matters?cid=other-eml-alt-mkq-mck-oth-1501
Thanks for your posts, Hazim and Behrouz.
Arnold H. Glasow said:
"A good leader takes a little more than his share of the blame, a little less than his share of the credit."
John Quincy Adams said:
"If your actions inspire others to dream more, learn more, do more and become more, you are a leader."
Elaine Agather said:
"The leadership instinct you are born with is the backbone. You develop the funny bone and the wish bone that go with it."
How Managers Become Leaders (from Harward Business Review)
Few managerial transitions are more difficult than making the move from leading a function to leading an entire enterprise for the first time. The scope and complexity of the job increase dramatically, in ways that can leave executives feeling overwhelmed and uncertain. It truly is different at the top. But how, exactly? Career transition expert Michael Watkins set out to explore that question in an extensive series of interviews with leadership mentors, HR professionals, and newly minted unit heads. What he found was that at this turning point, executives must navigate a tricky set of changes in their leadership focus and skills.
Watkins calls these the seven seismic shifts.
http://www.harvardbusiness.org/how-managers-become-leaders
Thanks for your post and the attached article, Behrouz.
What's in the article resonated with what I'd read quite some time ago: "The higher you're in a business corporation, the more important are your people skills and strategic planning (visionary)/critical thinking skills in comparison to your technical expertise."
Dear Hazim ,
Management power is created by rule and leadership power comes from charisma.
I think manager should do as a leaders. Staffs like leaders more than managers and this method can increase productivity of an organization.
Leaders
- Lead people provide purpose, inspire trust, manage change encourage creativity and drive change
- Meet customer needs improve products and services to increase customer satisfaction
- Manage information and knowledge developing knowledge and communication to aid decision making
- Manage activities and resources on time, to budget and meeting quality required
- Self management using influence and persuasion, achieving personal goal
Management
- make forecasts and plans
- organise work
- command the people under them by giving instructions
- co-ordinate the resources (money, people, time) for which they are responsible
- control activities and people by measuring and correcting them to enable performance to fit the plans.
http://businesscasestudies.co.uk/cmi/the-importance-of-effective-management/leadership-and-management.html#axzz3pkAhnqRA
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