Discover Whether You Are a Manager or Leader

There has always been an ongoing debate about the differences between a leader and a manager. Many assert that leaders have followers, while managers have subordinates. Reading numerous articles on management and leadership styles revealed several core differences between the two, likely resulting in such portrayals.

That said, I’ve come to believe that these differences exist on a continuum. On one extreme, you can be a great manager, and on the other, you can be considered a true-blue leader.

Most of us will fall somewhere in the middle as both manager and leader, depending on the circumstances we face. So how can you tell if you are manager material or born to lead? Here are 8 core differences that can help you decide.

1. Visionary Vs. Task-Oriented

Leaders are more concerned about the direction or overall strategy of the organization, giving their followers the freedom to plan the details and meet goals and objectives. Managers, on the other hand, handle immediate tasks or hit short-term goals.

It may be appropriate to say that leaders think big, while managers are more task-oriented. Having a vision for the organization is of utmost importance to leaders, while managers focus on how to execute that vision.

2. Transformational Vs. Transactional

Managers adopt a solely transactional approach to subordinates, seeking their services in exchange for a paycheck. Leaders, however, go beyond such transactional needs to satisfy higher levels of needs for their followers, such as the need to find meaning in their work.

This appeals to followers, being transformational in the sense that these employees are not working for themselves; they are working for the team or the organization beyond self-interest.

3. Elected Vs. Hired

Titles and authority are granted to managers so they have the necessary power to make people do as they say. Leaders are elected by the people who choose to follow them rather than being made or paid to do so. Respect is not guaranteed for managers but is already earned by leaders.

Thus, leaders are more influential because they have followers who do what they say out of respect. Managers get their subordinates to follow their orders out of authority. Naturally, employees will be happier doing what the leaders want rather than what the managers say.

4. Servant Vs. Self-serving

A leader serves their followers rather than using them to serve themselves. In other words, leaders fight for their followers and put the group’s needs beyond their own. Managers, however, may put blame on their subordinates when things go wrong and take credit when things go right.

A manager’s role is to manage subordinates to attain certain managerial objectives. Leaders, on the other hand, value their followers and seek to serve the entire group.

Hit the brakes! Which are you in the Four Differences above? Do you know if you are Leader or Manager Material yet?

5. Character-Building Vs. Skill-Building

Since managers are task-oriented and aim to hit short-term goals, their training philosophy tends to be skill-based. If a certain skill or knowledge is required to complete a task, a manager will acquire a worker with the required skills to perform the job.

Leaders are not just looking at what is in front of them; they seek out potential—what people can do in the future rather than what they can already do now. Therefore, their training philosophy emphasizes character-building.

6. Trust Vs. Control

Leaders think ahead and set directions for the group, placing their trust in their followers to make necessary plans to move forward. The trust associated with leaders empowers followers to make decisions on day-to-day matters freely.

Managers, on the other hand, think only about how to get tasks done in the most efficient manner, setting detailed instructions for subordinates to follow. They seek control over subordinates to ensure optimal results.

7. Seeking Possibilities Vs. Avoiding Risks

Working within the scope of tasks and goals can bring rigidity to managers because there is little flexibility involved. This systematic approach can render managers averse to risks.

Conversely, leaders do not confine themselves to short-term goals or “firefighting.” They are open to new ideas and seek possibilities for the team and the organization. Instead of using old and tested methods like managers, leaders always look for new ways of doing things.

8. Growth Vs. Sustenance

Leaders, with their visionary approach, focus on growth rather than sustenance for the organization and the people. Managers are more interested in getting the job done, with little or no emphasis on growth.

As a result, leaders initiate changes, while good managers adapt to them. This also applies to people management, where leaders groom followers for the long-term, while managers train subordinates only in what is necessary for the job.

References

If you are the reading type, here are more references:

• Leader vs Manager: What’s the distinction?
• See what happens in a day in the life of effective General Managers

Conclusion

Although this article may cast managers in a bad light and glorify leaders, my personal opinion is that a leader needs to be a good manager to be effective. After all, what are dreams and visions without proper planning and, more importantly, action?