Nowadays, almost every living in a modern world human understands the vitality of proper management skill and realizes the necessity of leader qualities to be present in any important process. While the educating institutions keep teaching future managers, leadership classes are more rare to be known. Despite of the worlds’ awareness that managing and leading are two different things, somehow, there are the times one of these functions can get underestimated.
First of all, in order to start the two concept’s differentiation, it is important to understand the meaning of the terms. On one hand, management “comprises directing and controlling a group of one or more people or entities for purpose of coordinating and harmonizing that group towards accomplishing a goal” (Diffen). On the other hand, leadership refers to the ability “of an individual to influence, motivate, and enable others to contribute toward the effectiveness and success of the organizations of which they are members” (Diffen). As per the accepted definitions, it should be clear, that management and leadership distinct from each other due to the particular personality skills one has to obtain in order to perform each of the the functions, the main operating approaches and relation towards daily processes that must be considered, and what is the most important, the specific goals each has to achieve.
If we take a look at the majority of manager position job descriptions, we can come to a conclusion, that the seeker is looking for an executor, who will be able to arrange business and people in a way to do what is needed. Basically, a good manager is a person, who is able to reach the given target by controlling and directing other’s work. This person has to be reliable, organized and be able to organize others, enforce analytical skills and obtain the necessary industry knowledge, he\she must be flexible in order to adjust to new company’s strategy in front of the appeared risks (PHD in Management). A manager individual tends to be a rational person, who is able to take any problem under control, he operates due to his strong will and intelligence, and “often focus on goals, structures, personnel, and availability of resources” (Diffen). Moreover, a manager person must be willing to “accept the status quo”, be focused “on systems and structure”, and be a “classic good soldier” (Murray). Speaking of a leader, such persons’ qualities go above daily basis expectations. A leader is not assigned, but is chosen by the group because of his\her unique talent to motivate and guide them. A leader is an example of honesty and openness; he\she earns trust and respect, and for sure, he\she does not apply for being a leader (Prive). As a leader, one is an original “his own person” who “focuses on people” and “challenges status quo” (Murray). Leaders are “often called brilliant and mercurial”; it is impossible not to notice their strong charisma, even though they can be viewed as loners; often, they are very creative, and are comfortable with taking crazy risks if they believe in reaching the desired result (Diffen).
In terms of daily basis activities the manager and the leader differ in the list of things. First of all, the manager is given the necessary instructions and “if something doesn’t go to plan, a good manager will react to the bad news (or good news) accordingly” (Bubba). Such actions may be called as being reactive, while leader is using more of proactive approach, which requires anticipating “changes and preparing in advance” (Bubba). Farther more, while manager is concentrated on managing the group properly, the leader is focused on developing the appropriate team bounds. In first case, the manager just has to sign off the tasks to his group members and watch over the process of their implementation. In a second case, the leader worries about his team members’ abilities and motivates people to become the maximum of whom they can be. The leader buffs other people for the company’s sake; however, he is doing that directly for each team member.
In order to solve the task the leader chooses to create new solutions for it, which could not be thought of by company’s managers. He is more likely to surprise you and exceed your expectations, while the manager prefers to design an active strategy, establish policy and operate in a sleek, well-knows way. Managers “empower people by soliciting their views, values, and principles” (Diffen). Thus, leaders make what is needed to make whatever is needed easier, and they use their charisma and personal influence towards their followers in order to achieve the result. In contrast, leaders choose to participate in problem solving process and use their formal authority to supervise their subordinates completing the task.
The last, but not the least important difference that manager and leader have is the goal each of them targets. “The manager has a short-range view; the leader has a long-range perspective” (Murray). It means that the manager comes to action when a specific issue is being raised, and the methods that are being used lead to a short-term “return to balance” outcome, while the leader is working in order to develop a certain change that will still be working in a long-term perspective in a way that will benefit the company. Basically, the leader aims to accomplish the outstanding achievements within hidden opportunities, he is driven with guts and instinct; at the same time, the manager is interested in gaining the needed results based on obtained strengths.
Both of the functions in terms of business operations are highly appreciated and valued by any company. However, it is much easier for business to hire a good manager, since it is more simple to evaluate person’s qualities in a quantitate way. Meanwhile, the leader can only be figured out after an indefinite period of time, once the specific circumstances come out to live and by the decision of the team one chooses to expose himself. It is obvious that good leaders are harder to find, since that type of duty requires additional people skills and more of a life experience. Leadership, thus, can be viewed as an engine: “It’s more about urgency. It’s more about masses of people who want to make something happen. It’s more about big visions. It’s more about empowering lots and lots of people.” (Forbes).
Anyways, there is always a demand for both of the functions. Despite the necessity to be a two-in-one option, due to the well-understood human factor, good managers may not be able to lead, and great leaders may not be able to manage, and visa versa. Rarely, a person appears to be both. Nevertheless, in a long run no business can survive without having those functions properly fulfilled. As it is said, “the manager does things right; the leader does the right thing” (Murray).
References
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Murray, A., 2009. What is the Difference Between Management and Leadership? THE WALL STREET JOURNAL. [Online]
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[Accessed 30th July, 2016].
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Available at: http://www.diffen.com/difference/Leadership_vs_Management
[Accessed 30th July, 2016].
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Available at: http://www.inc.com/bubba-page/6-polarizing-differences-between-managers-and-leaders.html
[Accessed 30th July, 2016].
Prive, T. 19th of December, 2012. Top 10 Qualities That Make a Great Leader. Forbes. [Online]
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[Accessed 30th July, 2016].
19th of October, 2011. 25 Qualities and Characteristics of a Good Manager. PHD in Management. [Online]
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