According to Merriam-Webster, the denotiation of the transitive verb to lead is:
1 a : to guide on a way especially by going in advance b : to direct on a course or in a direction
And the definition of the verb to manage is"
compliant
These words and their derivatives are often interchanged. The word manager is implied to be synonymous with the word leader. However, when dissecting the definitions carefully - forensically - it is clear that they are different. Management is about skill. It is about organization and deployment of resources. While leadership is about guidance, stewardship and direction. So why belabor this nuanced, subtle difference in denotation?
High performing organizations need both and they need them in the right roles. So often, because it is thought they are synonymous, people find themselves in roles in which they are not suited.
Simply put, you lead people and you manage processes.
Leadership is about inspiration, passion and engendering a spirit of comraderie so that a group can tackle any feat. It is about influence - influencing behaviors and thoughts in order to create the inertia, energy and excitement to get things done.
Management is about ensuring tactical task execution of that vision. You need good managers, but their presence is superfluous without good leadership. If there is no goal or destination around which people can galvanize their efforts, the act of managing process becomes maintaining status quo.
It is wholly ineffective to try to manage people. People are driven by feelings. They want to feel that their efforts are valued and important as well as to be a part of something larger. When attempts are made to "manage" people - they feel micro-managed, devalued and not trusted. Task & process oriented folks - the folks that make sure time cards are turned in, that compliance is maintained, that resources are ordered and deployed on time, that errors are minimized, that things happen as they should are managers. They are good managers if they can improve the quality of those processes. They are great managers if they have the ability to tether their priorities to the leaders in their organizations - ensuring that the prioritized processes are those which will enable the team to achieve the ultimate vision.
Leaders are people oriented and inspire BELIEF IN THE DIRECTION AND CONVICTION THAT THE JOURNEY IS ONE OF GOOD PURPOSE. They can rally the troops by being not only exceptional communicators, but also crafty storytellers. They communicate often, listen to their teams more often and then communicate some more. They have vision for the future that can be articulated and shared in a way that makes others wish to follow them. Good leaders leverage their managers to ensure tasks are completed. Great leaders include managers in the process and ensure that these tactitians BELIEVE in the goals laid out.
You would follow a great leader into battle - even if certain death awaited - because you BELIEVE that the battle is worthy. A good manager makes it possible to avoid death altogether.
Simply put, you lead people and you manage processes.
Leadership is about inspiration, passion and engendering a spirit of comraderie so that a group can tackle any feat. It is about influence - influencing behaviors and thoughts in order to create the inertia, energy and excitement to get things done.
Management is about ensuring tactical task execution of that vision. You need good managers, but their presence is superfluous without good leadership. If there is no goal or destination around which people can galvanize their efforts, the act of managing process becomes maintaining status quo.
It is wholly ineffective to try to manage people. People are driven by feelings. They want to feel that their efforts are valued and important as well as to be a part of something larger. When attempts are made to "manage" people - they feel micro-managed, devalued and not trusted. Task & process oriented folks - the folks that make sure time cards are turned in, that compliance is maintained, that resources are ordered and deployed on time, that errors are minimized, that things happen as they should are managers. They are good managers if they can improve the quality of those processes. They are great managers if they have the ability to tether their priorities to the leaders in their organizations - ensuring that the prioritized processes are those which will enable the team to achieve the ultimate vision.
Leaders are people oriented and inspire BELIEF IN THE DIRECTION AND CONVICTION THAT THE JOURNEY IS ONE OF GOOD PURPOSE. They can rally the troops by being not only exceptional communicators, but also crafty storytellers. They communicate often, listen to their teams more often and then communicate some more. They have vision for the future that can be articulated and shared in a way that makes others wish to follow them. Good leaders leverage their managers to ensure tasks are completed. Great leaders include managers in the process and ensure that these tactitians BELIEVE in the goals laid out.
You would follow a great leader into battle - even if certain death awaited - because you BELIEVE that the battle is worthy. A good manager makes it possible to avoid death altogether.
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