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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