The Three Important Differences
Being a manager and a leader at the same time is a viable concept. But remember, just because someone is a phenomenal leader it does not necessarily guarantee that the person will be an exceptional manager as well, and vice versa. So, what are the standout differences between the two roles?
#1 A leader invents or innovates while a manager organizes.
The leader of the team comes up with the new ideas and kickstarts the organization’s shift or transition to a forward-thinking phase. A leader always has his or her eyes set on the horizon, developing new techniques and strategies for the organization. A leader has immense knowledge of all the current trends, advancements, and skillsets—and has clarity of purpose and vision.
By contrast, a manager is someone who generally only maintains what is already established. A manager needs to watch the bottom line while controlling employees and workflow in the organization and preventing any kind of chaos.
#2 A manager relies on control whereas a leader inspires trust
A leader is a person who pushes employees to do their best and knows how to set an appropriate pace and tempo for the rest of the group. Managers, on the other hand, are required by their job description to establish control over employees which, in turn, help them develop their own assets to bring out their best. Thus, managers have to understand their subordinates well to do their job effectively.
#3 A leader asks the questions “what” and “why whereas a manager leans more towards the questions “how” and “when.”
To be able to do justice to their role as leader, some may question and challenge authority to modify or even reverse decisions that may not have the team’s best interests in mind.
Good leadership requires a great deal of good judgment, especially when it comes to the ability to stand up to senior management over a point of concern or if there is an aspect in need of improvement. If a company goes through a rough patch, a leader will be the one who will stand up and ask the question: “What did we learn from this?”
Managers, however, are not required to assess and analyze failures. Their job description emphasizes asking the questions “how” and “when,” which usually helps them make sure that plans are properly executed. They tend to accept the status quo exactly the way it is and do not attempt a change.
The 3 Tests
#1 Counting Value vs. Creating Value
Managers are the only ones who count value, he says. There are some who cut down on the value by disabling or otherwise countering ideas and people who add value.
Leaders, however, focus instead on working to generate a certain value that is over and above that which the team creates—and is as much a creator of value as their followers. Nayar goes on to say that, “Leading by example and leading by enabling people are the hallmarks of action-based leadership.”
#2 Circles of Influence vs. Circles of Power
As mentioned previously, managers have subordinates and leaders gain followers, which implies that managers create a circle of power while leaders create a circle of influence. Nayar offers advice on how to identify which circle you have around you. He says, “The quickest way to figure out which of the two you’re doing is to count the number of people outside your reporting hierarchy who come to you for advice. The more that do, the more likely it is that you are perceived to be a leader.”
#3 Leading People vs. Managing People
One responsibility of a manager is controlling a group in order to accomplish a certain goal. Leadership, on the other hand, is the ability of an individual to motivate, influence, and enable other employees to make a contribution to the success of an organization. Inspiration and influence separate leaders from managers—not control and power.
Conclusion
Managers and leaders are both important—and when you find both qualities in the same person, it’s like hitting a professional jackpot.