Leader vs Manager

Being promoted to a position where you manage people do not automatically make you a leader. There are key differences between managing people and leading people. 

Leaders create a vision, managers set goals. Leaders paint their own picture and see opportunities for its implementation. Leaders inspire and engage people to bring this vision to reality. They do not think about what individuals are doing; they look at everything from a top-down perspective, seeking to unite people to achieve great goals. Managers focus on setting, measuring, and achieving individual goals. They control situations to achieve or surpass their goals.

Leaders take risks, managers control risks. Leaders are willing to build something new, even if they can experience complete failure in it. Leaders know that failure is a step towards success, so they are ready to take risks. Managers work to minimize risks. They seek to avoid or control risks but not accept them.

Leaders are focused on long-term perspective, managers think short-term. When achieving long-term goals, leaders remain motivated, even without regular rewards from above. Managers strive for regular recognition or praise, even working towards short-term goals.

Leaders grow personally, managers rely on existing skills. Leaders are confident that they need to learn something new every day to develop. Leaders are curious and always strive to be up to date, regardless of the rapidly changing world. Managers rely on what has already made them successful and improve those skills.

Leaders build relationships, managers build systems and processes. Leaders focus on people, the team, and everyone with whom they can realize their vision in achieving their goals. They strengthen loyalty, build trusting relationships, are open to every team member, and are ready to help. Managers focus on the processes necessary to establish and achieve goals. Managers more often work with individual people and their tasks rather than teams.

Leaders create followers, managers create employees. Leaders have people who not only become their followers or admirers, but also help them build their personal brand and achieve goals. Admirers of leaders help increase their visibility, trust, and even influence on their surroundings. Employees of managers simply carry out tasks assigned to them to achieve goals or please their leader.

Leaders train, managers direct. Leaders know that people who work for them have their own personal potential that needs to be revealed. They consider their people competent and optimistically look towards the development of each employee, helping them achieve that development. Managers are not as interested in the development of people; they set goals, give tasks to be done, and control the results.

Companies need both leaders and managers. Success depends on how effectively leaders and managers work together.