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LEADERS :
You may think of the words “manager” and “leader” as two concepts representing
opposite ends of a continuum. The term manager typifies the more structured, controlled,
analytical, orderly, and rule-oriented end of the continuum. The leader end of the
continuum connotes a more experimental, visionary, unstructured, flexible, and
impassioned side. Managers and leaders are not the same. They think differently
internally, and behave differently externally. The two are related, but their central
functions are different. Management's concern with efficiency means doing things right
to conserve resources. Leadership is focused on effectiveness - doing the right thing.
For example, the military must manage its resources well to maximize efficiency.
But in waging war, the military's critical responsibility is to be effective and win the war
regardless of the resources required. Getting a bargain does not reflect effective
leadership if it means losing the war.
Good management is important, but good leadership is essential. The business sector in
today’s society is increasing rapidly, and with this increase comes the need for more
people to manage and lead the growing companies, but this growing need also raises
some potential questions: Can anyone become a leader or a manager? Is there a
difference between the two? Can people be trained to become leaders or a managers? Just
like many other questions that might be asked in business; these questions have no one,
definite answer. Let’s begin first by acknowledging the definitions of the two root words;
the word manage means to handle, where as the word lead means to go. Similarly as the
two words have different definitions, they also have different purposes. The manager
administers; the leader innovates.
On the other hand, a leader within a company develops individuals in order to complete
predetermined goals and projects. A leader develops relationships with his/her employees
by building communication, evoking images of success, and by eliciting loyalty.
The managers asks how and when; the leader asks what and why.
Managers have their eyes on the bottom line; leaders have their eyes 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 own person.
The manager does things right; the leader does the right thing.
Leader: Rob obtains the same assignment as Sarah. Rob hires employees that he believes
he can develop a working relationship with, versus just those employees who will worked
the assigned hours and take the modest pay. Rob's goal is to hire a diverse group of
employees, some of who do not have any customer service experience, who he feels he
can develop a personal connection. A large part of Rob's training involves team building,
telling successful stories, and listening to each employee's own desires for what
constitutes a fulfilling job. Rob still assigns his employees their job duties and schedules
at the end of training, and he also measures success in terms of efficient and cost
effectiveness, but he also measures success in terms of low employee turnover, employee
morale, and employee development. Rob feels proud when one of his employees obtains
an advance level position a year or two after being hired.
Directs/oversee people or process
Handles day to day functions
Most concerned with efficiency
The "how" structure(e.g.: policy, procedures, systems)
Definition:
Managers . . . Leaders . . .
are analytical, structured, controlled, are experimental, visionary, flexible,
deliberate and orderly unfettered and creative
Organizational Culture/Capability:
Managers . . . Leaders . . .
Wield Authority Apply Influence
Seek Uniformity Pursue Unity
Administer Programs Develop People
Formulate Policy Set Examples
Instruct Inspire
Manage by Goals / Objectives Manage by Interaction
Control Empower
Easily Release Employees Would Rather Enhance Employees
Employ Consistency Elicit Creativity
External/Internal Change:
Managers . . . Leaders . . .
Yearn for Stability Thrive on Crisis
Duplicate Originate
Fasten Things Down Unfasten Them
Drive Toward Compromise Work to Polarize
See Complexity See Simplicity
React Proactive
Plan Experiment
Reorganize Redevelop
Refine Revolutionize
Bottom-Line Performance/Results:
Managers . . . Leaders . . .
Scrutinize Performance Search for Potential
Are Dependent Are Independent
Compensate People Satisfy Them
Conserve Assets Risk Them
Pursue the Tangible Seek the Intangible
Inhabit the Present Reside in the Future
Concentrate on Short-term Results Seek Long-term Results
Want Good Demand Better
Examples:
Managers . . . Leaders . . .
Henry Ford, Ford Motor Company Ray Kroc, McDonald's
Harold Geneen, ITT Walt Disney, Disney Studios
John Akers, IBM Ross Perot, EDS and Perot Systems
Tom Landry, Dallas Cowboys Ted Turner, Turner Broadcasting
Charles Knight, Emerson Electric Steven Jobs, Apple Computer
George Bush, President of the U.S. Bill Clinton, President of the U.S.
Can a Manager be a Leader and a Leader be a Manager?
The answer to the question is "yes." The skills to be a leader or a manager are not
exclusive in nature. A leader who only displays leadership skills will be ineffective when
it comes to checking time cards, completing employee reviews, and scheduling employee
vacation time; things that employers require their managers to do on timely bases.
Similarly, a manager who spends all his/her time completing paperwork and reading
reports; only creates more problems for him or her because they lack a developing
relationship with their employees.
Quality: Empowerment
Quality: Restructure
Quality: Teaching
Quality: Openness