Leader vs Manager: Which are you?

The term Leader and Manager often get used interchangeably, but they are very different! Being a Leader requires you to be a great Manager, but you can be a great Manager and not be a great Leader.

When you're a great Manager, you're focused on 'getting stuff done'. As a manager, the focus is on the task at hand, usually in a specific way, very closely monitored with exacting and specific expectations on part of the Manager regarding the 'how' of the work.

When you're a Leader, you are empowering those you lead in their work. Yes, you are 'getting stuff done' though the means are drastically different. As a Leader, you're creating the conditions for the best work to happen.

To be a Leader, you are providing intentional support tailored to where your team is on their growth path. This support is focused on not just the best work but supporting the best of the person doing the work. You are providing them the vision for the task over simple instruction. Most importantly, Leaders give their team the space to make the work their own.

As a Leader, you have to be comfortable and secure enough to allow your team to make mistakes. This requires you to live in a gray area of support. This can be uncomfortable, and requires you to have the ability to 'sense' into how to best balance direction and feedback with empowerment and allowing your team to do their best and grow.

A Manager will 'get stuff done' but isn't supporting growth. The team will rely on them and their presence. A Leader creates the environment to 'get stuff done' but the teams are able to really own the work and their growth. A Leader creates the conditions for the team to grow beyond them, allowing the Leader to grow as well and to continue to cultivate broader growth within their team and organization.

Which role are you in?

Effective Managers are essential as an element of being a good Leader. Managing on its own can fall short of supporting our teams and best outcomes. Managing should happen as an element of Leading and providing an empowerment perspective.

Manager:

• focused on the task of 'getting stuff done'

• specific on your way regarding the 'how'

• team relies on your presence to function

A Manager that is not also a Leader may:

• Focus on a singular approach to a task or project vs allowing them to be a partner in the process with your support

• Default to having your teams work ‘your way’ vs empowering them to make their work their own within the boundaries of Values

• Create one standard in how a person manages all people and not allow for each leader to empower in a way true to them

• Default to the needs of the business first without considering the impact to people

• Create a fixed mindset where the status quo is accepted, and people don’t feel they’re able to share their perspective

• Be one directional with communication and lack a means for reciprocal feedback

• Lack optimism if the team doesn’t feel heard or if they don’t have the insight into why decisions are made, or plans change/updated

• Not allow for a mutual exchange of ideas if the focus is primary on the task and not empowering the work itself

Effective Leaders are also good managers that elevate their role beyond straightforward direction and guidance. Leading exists at a level above simply being a Manager. Leading starts by letting go of the desire to control the conditions of ‘getting stuff done’. Leaders provide a clear vision, ensure they have the skills to complete the work, and then allow them to take the work on while providing intentional support along the way that truly adds value.

Leader:

• focused on creating the conditions of 'getting stuff done'

• allows your team to define the 'how'

• team thrives outside of your presence

An effective Leader is:

• Creating a work environment for your team in which they can be fulfilled in their role, in a way that is meaningful to each individual person.

• Inspiring and motivating your teams to not only complete their work, but to do their best work.

• Creating the space for creativity and original thought to flourish, and offering support, guidance, and affirmation along the way

• Showing your team that you personally care about them

• About being able to have hard conversations with people on your team in a way that inspires them, rather than defeats them

• Holding productive meetings and making sure everyone knows you value their time

• Creating a space for communication to happen, where your team feels comfortable sharing in an open and honest way and where they have the opportunity to do so.

• Recognizing the value of praising others for their work and recognizing wins and accomplishments along the way.

• Taking full ownership of your teams’ collective results, especially the bad results, and channeling any Outcomes shortfalls into a resilient lesson to improve on next time.

Leading is hard work and it requires the attention, space, and radical self-honesty seeking constant growth. As true with the Flawed Leader approach, a Leader may never feel fully ‘perfect’, but staying in a curious position through the lens of responsibility will help you grow and help your team grow with your support.

A Leader creates the conditions to Grow. Together.