Distinguishing Elements Between Leaders and Managers
Distinguishing elements between leaders and managers
In today’s world the terms “leaders” and “managers” are often interchanged and used to name people performing the same actions and having the same functions within the organization – therefore putting them on the same level.
However, as John Kotter argues, each one has a very different set of functions – perhaps not always clearly defined within an organization, but nonetheless very distinct.
Managers are coping with the complexity of the current situation and finding the best solutions for the given problems, meanwhile leaders cope and deal with change as a whole – in regards to environment, politics, global trends etc.
Managers deal with the administrative part of job, ie; budgeting, planning, organizing and delegating, meanwhile leaders take the initiative to provide a vision and establish direction the organization is heading towards.
Managers are more focused on the short-term objectives and tackling the existing problems, whereas leaders see more of a “bigger picture” and look into the future and long term goals.
Managers control and regulate, organizing people, setting the structure and staffing of the organization and leaders stimulate, inspire, and influence people and align them with the vision of the organization.
Managers accept the existing conditions and follow the present state of affairs and improve performance, while leaders always look for innovations, challenge the circumstances and look for positive changes.
Managers make sure that work is delegated properly and done as needed – leaders do not need to do this, as their motivation and inspiration makes people want to work and achieve better.
I do not believe that leadership is an inborn quality – it can be learned, but not by taking courses and learning theory. It requires a lot of practice and relentless desire to succeed. Without determination, willingness and ability to change it is almost impossible to achieve. At the
In today’s world the terms “leaders” and “managers” are often interchanged and used to name people performing the same actions and having the same functions within the organization – therefore putting them on the same level.
However, as John Kotter argues, each one has a very different set of functions – perhaps not always clearly defined within an organization, but nonetheless very distinct.
Managers are coping with the complexity of the current situation and finding the best solutions for the given problems, meanwhile leaders cope and deal with change as a whole – in regards to environment, politics, global trends etc.
Managers deal with the administrative part of job, ie; budgeting, planning, organizing and delegating, meanwhile leaders take the initiative to provide a vision and establish direction the organization is heading towards.
Managers are more focused on the short-term objectives and tackling the existing problems, whereas leaders see more of a “bigger picture” and look into the future and long term goals.
Managers control and regulate, organizing people, setting the structure and staffing of the organization and leaders stimulate, inspire, and influence people and align them with the vision of the organization.
Managers accept the existing conditions and follow the present state of affairs and improve performance, while leaders always look for innovations, challenge the circumstances and look for positive changes.
Managers make sure that work is delegated properly and done as needed – leaders do not need to do this, as their motivation and inspiration makes people want to work and achieve better.
I do not believe that leadership is an inborn quality – it can be learned, but not by taking courses and learning theory. It requires a lot of practice and relentless desire to succeed. Without determination, willingness and ability to change it is almost impossible to achieve. At the