Managers and Leaders are similar in their roles and responsibilities, and yet they
have very significant differences. Both are critical in building and developing strong
teams that work towards the common goals. While there are many similarities to be
defined between the two roles, there are a few notable differences.
Leaders focus on what will happen in the future if certain actions are taken while
Managers focus on what would be best in the moment. Leaders focus on the future
while managers focus on the present (CTU, 2009). A Manager motivates the team to
initiate more sales calls. On the other hand, Leaders evaluate different markets and
how the sales team can reach those markets (Straker, 2009).
Managers are the ruling body within an organization that makes sure tasks is
performed on time and accurately. Leaders seize the opportunities to change,
looking for new and better approaches. Both of these authorities work differently
yet progress cannot be made without both sides being engaged. Leadership cannot
push through the boundaries if is there is no order set by management (Kotelnikov,
Leaders create a culture based on shared values while managers implement
policies and procedures (CTU). Learning to draw from the creativity of those within
their teams Leaders must create policies and procedures that will help to improve
the culture of the organization. Leaders are innovative.
Leaders tend to be more emotionally invested because they feel it is necessary to
lead by example. Leaders establish an emotional link with followers while
managers remain aloof to maintain objectivity (CTU). In this respect, building a
repore with employees to complete activities is important. If employees feel they
are being forced to do something they do not feel comfortable with or are unfamiliar
with, it is more likely that there will be resistance. Pull leadership allows the
employee to follow at their own pace and will (Robbins, 2004).
Warren Bennis – a popular writer of leadership resources – defines the difference
between managers and leaders by using the following contrasts:
1. The manager administers; the leader innovates.
2. The manager maintains; the leader develops.
3. The manager accepts reality; the leader investigates it.
4. The manager focuses on systems and structures; the leader focuses on people.
5. The manager relies on control; the leader inspires trust.
6. The manager has a short-range view; the leader has a long-range perspective.
7. The manager asks how and when; the leader asks what and why.
8. The manager has his or her eye always on the bottom line; the leader has his or
her eye on the horizon.
9. The manager imitates; the leader originates.
10. The manager accepts the status quo; the leader challenges it.
11. The manager is the classic good soldier; the leader is his or her own person….
In conclusion, my personal observation is that the title of leader merely denotes a
person who is expected to lead. However depending on experience and capabilities,
a manager can sometimes be a better leader than the one titled as a leader..