Leader and Manager

A manager binds himself to the nitty-gritty of job specifications for the position he holds. He will have specific inputs and resources to deliver specific results within certain constraints. The delivery parameter is all that he works for and this is his goal. Organizational culture with such a focus and discipline is good, but not sustainable for the business because of impending challenges, viz., market competition, technology up-gradation and employee motivation and retention. And to meet such challenges, business need leaders, not managers, who will have a long term vision for growth and ability to foresee threats. The leader is neither symbolic nor designated a leader. He comes from the ranks of managers and is a manager himself, but  by virtue of his leadership qualities he stands taller than the rest. Here are some noticeable differences between leaders and managers.

Leaders have a vision that transcends organization’s boundaries whereas managers limit themselves to physical deliverables.

Leaders do not restrict their thought process. They have a vision, a vision that would not fetch any short term gains to the organization but in the longer run, would take the organization to a level from where there will be no looking back. Often, managements dismiss all talks about evolving a strategic vision for their business entities as either wishful thinking or an illusion. But leaders in the organization are capable enough of convincing them of a larger vision and a roadmap to transform it into a reality.

They have charisma to infuse energy in people, promote team playing to help them realize their full potential. They know that high performing teams can accomplish a lot more working together than working individually. On the contrary, managers spend all their energies on framing, measuring and working on targeted goals. They limit themselves to controlling  risks and hazards to achieve or exceed their specific targets.

Leaders are creative, managers are averse to change.

Unlike managers, who are averse to change, leaders are effective change agents. Leaders are driven by creativity and innovation. They embrace change and know that even if things are working well, there could be a better way forward and accordingly would take the plunge, although there will be resistance from both within and outside the organization. Managers, on the other hand, stick to what comfortably works for them evaluating systems, procedures and processes to make them better.

Leaders brand the organization, managers brand themselves.

Leaders would go the extra mile to study the organization’s work culture and ethics. They emphasize upon building ownership and belongingness whereas for managers the buzzword is accountability. Leaders build confidence and trust not only in the workforce but across the board with all stakeholders. Managers’  overdose of accountability sometimes boomerang on them creating a sense of fear and hate in the work environment. Leaders drive motivation, creativity and innovation. Through their strategic, planned and transparent engagement with all stakeholders including the society they create a sustainable brand of the organization. They are strong self believers with a “never say die” spirit  and would never care for awards. Managers crave for recognition, boast about the competencies and behaviours they learn from others and adopt in their leadership style, without acknowledging.

Leaders take risks, managers are risk averse.

For leaders, risk taking is like taking the bull by the horn. Failure never haunts them nor would they ever fear failure. They are terrific absorbers of pain rather than giving pain to others. They are willing to try new things even if they fail miserably because they know that failure is often a stepping stone to success. Managers are averse to taking risks. They would not see to what causes risks but would rather prefer working to minimize them.

Leaders are knowledge seekers, managers are stereotypes.

Leaders are restless but lively people who are keen observers and learners. They cannot sit idle and would yearn for learning something new every day. They are curious and seek to remain updated and relevant in an ever changing world. They seek out people who can impart knowledge and information that will expand their thinking. Managers sit on their laurels, are often bogged down to stereotypes, perfecting existing skills and adopting proven behaviours.

Leaders are people oriented, managers build systems and processes.

Leaders have strong focus on public relations. They engage with all stakeholders and by virtue of their persuasive communication skill, win them over to realize their  vision. They know their stakeholders and spend most of  their time with them. They build loyalty and trust by consistently delivering on their promises. Managers focus on structures necessary to set and achieve goals. They spend most of their time evaluating  and putting systems and procedures in place to attain desired outcomes. They work with individuals and emphasize upon individual goals only rather than team objectives and goals.

Leaders build capacities, managers work within the system.

 Leaders have confidence in their people’s capabilities to deliver. They see their people as competent and are optimistic about their potential. They would motivate people, hone up their decision making skills, provide creative and innovative clues to help them arrive at a meaningful solution to a given problem. Managers assign tasks and provide guidance on how to accomplish them.

Leaders empower people, managers direct employees.

Leaders have a strong and credible image that extends far and wide beyond the boundaries of the organization. They cultivate and empower people to be successful brand ambassadors for their organization. Their passionate followers and fans become strong promoters helping them build their brand and achieve their goals. Managers have employees and staff who follow directions and seek to please the boss – building a cult of “Yes Boss.”

In the words of Bill Gates, “As we look ahead into the next century, leaders will be those who empower others.”

Leaders are visionaries with a strong self belief. If a manager is acclaimed a leader, it is not that he automatically gets that tag, he had toiled hard to earn that reputation. There could be several factors that contribute to this change, but the real trainer and guide lies within him.

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