Difference Between Leadership and Management?

There are distinct differences between leadershipchanges to their procedures in order to carry a
and management. Sometimes you are able toprocess through from its beginning to its end.
keep them separate, and sometimes you mustAlong the same lines, a leader may even define a
act as both manager and leader. Here are thedesired result, leaving process changes to other
differences between leadership and management,managers. In this situation, a leader might say that
as well as some tips on integrating the two.the time it takes to complete "Process X" is too
Leadership and management are two differentlong - the desired result is a shorter timeframe.
concepts and actions. In many organizations,Managers must be concerned with the tools that
leaders and managers are the same people. Thewill help them achieve the desired result - for
difference is in how you, as a leader andexample, a new piece of equipment may be
manager, separate the tasks of the two realms -needed to shorten the timeframe for Process X,
and try to find a way to integrate them at theand a manager must have the knowledge of the
same time. In general terms, leadership can betools to make this recommendation.
defined as setting a vision and providing a goal orMotivation and control are also two other
direction. On the other hand, management is thedifferences between leadership and management.
execution of the vision or the goal. If you are aA leader should provide motivation - after all, the
manager and leader, you must balance the two. Ifleader is setting new directions. He or she must
you lead with no management, you'll providebe ready to motivate by explaining why changes
direction with no concept of how to get to theare occurring and what the desired results will
ultimate result. But if you manage with nobring. Motivation should also come from "kudos"
leadership, you'll find people in your organizationfor jobs well done and for improvements - this
wondering why they're doing what they're doing.also means that encouragement must be the
Granted, in some organizations, the senior ormotivation for underperformance. A manager
executive level management can truly lead, thatmay have to take control after a leadership
is, set the direction, while middle or line managersmotivation occurs. This doesn't mean that a
execute. Let's take a look at the true differencesmanager must be controlling or micromanage
between management and leadership, and thenpeople or processes. It means that a manager
find out how to integrate them.must exercise a firm grip on the processes and
One of the first big differences betweenensure that people are getting their assigned
leadership and management is the idea of change.tasks completed.
A leader must initiate change - it's the whole ideaThere are obviously numerous differences
of setting a direction or new goals. As mostbetween leadership and management, and we've
organizations know, change is difficult andonly discussed a few here. But what if you are,
sometimes uncomfortable. The leader sets theas managers are increasingly becoming, the
change as a positive, explains why the change ismanager and leader? How can you integrate and
being made, and sets out either to manage it orbalance both sides of the leadership /
to allow a team of managers to do so. Amanagement equation? Sometimes it's a question
manager, though, when faced with change, mustof levels: you may have to initiate change and
adapt to the change and then maintain the statusmotivate, then turn right around and manage the
quo - until another change comes along.processes and the tools. There may be an easier
Management is the practice of adapting and thenway to look at the integration of management
maintaining - not necessarily determining changesand leadership. According to Jack Welch, the
that need to occur.former CEO of GE, managing less is a great way
Another difference between leadership andto simply be a leader and manager all rolled into
management is the person's outlook on theone. When Welch originally looked at his managers,
organization. Leaders take a "bird's eye view" orhe felt that they were managing too closely, not
"50,000 foot" view of the organization and itsgiving employees enough latitude to make
situations. From this vantage point, a leader candecisions on their own within a framework. He
look at the big picture - how is the organizationtransitioned managers into "creating a vision" for
functioning, what processes are linked to whatemployees and always making sure the vision
areas, and what changes will make things morewas on target - if not, adjustments could be
efficient and cost effective. A manager, althoughmade from the management perspective.
in tune with the big picture, must continue to lookThe most common argument to Welch's theory
at the micro picture, what's going on right in his oris that managers need to manage - they must be
her area. This is not a short sighted view, but aaware of what's going on at all times. Welch's
view that can manage the nuts and bolts of theadvice: relax. Let people perform. Obviously if
smaller unit.there's an issue, you may have to put your
Leaders and managers must take different viewsmanager's hat back on and go down to the
of processes and procedures, as well. A leader issource of the issue. But by concentrating on the
concerned with overall processes. Remember,ultimate result and letting people get there, you're
from the bird's eye view, a leader can see whichinspiring confidence and motivation. You're also
processes are effective and which ones are not.allowing a new group of leaders to emerge.
A shift in process may come from an overallBe aware of the differences between
leader, but the procedures or execution of themanagement and leadership. Use both wisely as
new process is a management function. Thean integrated way to inspire, but also to ensure
managers with the micro views can makethat teams are on track.