Privacy Policy

Privacy Policy for leadershipversusmanagement.blogspot.com

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At leadershipversusmanagement.blogspot.com, the privacy of our visitors is of extreme importance to us. This privacy policy document outlines the types of personal information is received and collected by leadershipversusmanagement.blogspot.com and how it is used.

Log Files
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Cookies and Web Beacons
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Management vs. Leadership

Management is the science of getting the job done efficiently through people. It involves coordinated processes, controls and the execution of tasks and projects to accomplish the organization's mission. Leadership is the art of inspiring and empowering people to see the vision and do their jobs effectively. Not all managers are leaders and not all leaders are managers.

 

 

 

 

The best managers are also great leaders, effectively applying the science of management along with the art of leadership. People naturally follow leaders out of trust, respect and personal motivation. Leaders set the right example and bring out the best in the people who follow them. 

 

 

Effective leaders are connected, engaged and have a passion for their mission. They build teams and instill a vision, motivation and passion in the teams they lead. Leaders are coaches, helping the members of their teams to excel and grow. They freely give positive & negative feedback to team members, building skills and confidence. Effective leaders build winning teams that take pride in their performance.

Our role is to help each of your managers and supervisors to develop effective leadership skills. We provide the training and tools to equip your management team to lead your organization to new levels of performance, motivation and productivity. Contact us to schedule a leadership development workshop to make every manager and supervisor in your organization an effective leader.

Hugh Nibley on Leadership vs. Management

“Leaders are movers and shakers, original, inventive, unpredicatable, imaginative, full of surprises that discomfit the enemy in war and the main office in peace. For the managers are safe, conservative, predictable, conforming organization men and team players, dedicated to the establishment” (Hugh Nibley, “Leaders to Managers: The Fatal Shift”).

Now the distinction is of course overstated, but the thrust, attitude, tone, and mentality between leadership and management are indeed very different. Leadership must embrace this duality of building up and tearing down, preserving and disturbing. but Captain Grace Hopper was right, you don’t manage people into battle.

“Leadership vs. Management”

Without a doubt, every business or professional practice is the brainchild of one or more entrepreneurs. Equally undeniable is the fact that every successful enterprise must have solid, efficient, functional management.  And the fact that the owner/entrepreneur is all too often a poor manager is even more of a truism than the first two statements.

You can hire good managers—but will you?

In fact, in today’s unstable economy, there are more than enough good managers to go around.  But way too many entrepreneur/owners fail to see how a truly great manager can be one of the best investments in their firm’s future, so they put the money they “save” on their bottom line and hire a “yes man” caretaker to handle the jobs they detest. In the final analysis, the business owner smugly puts another $25,000 per year in her pocket without ever taking into account that the same $25,000—invested in a bigger salary to employ a truly excellent manager—may well have increased her firm’s profits by $100,000 per year or more.

Stepping over a dollar to pick up a dime.

In addition to perhaps losing $75,000 in annual profits by “saving” salary on a “marking time, doing what I’m told” puppet, our business owner has also cost herself countless hours of stress and “do over” time wasted on cleaning up messes and unfinished human resources issues. Why? Because a manager who always agrees with you, no matter what, is not good for you or your company. Invariably, if the too-compliant manager is weak-kneed and wishy-washy with you, he’ll replicate that behavior with your employees, vendors, and clients.

So what does leadership have to do with all this?

An entrepreneur/owner may rarely have the sill sets in place to be a great manager, but she almost always has the abilities and personal character traits to become an excellent leader. How so?  Leadership requires intestinal fortitude and a healthy dose of creative imagination, mixed in with a dollop of humility and am extra helping of genuine love for your business and, most of all, your people.

• Leaders CAN hire good managers.

• Managers CANNOT hire great leaders.

Effective Leadership in the Workplace

History is replete with examples of great African-American leaders. Civil rights icon Martin Luther King Jr. and the great abolitionist Frederick Douglass are excellent examples of the true competencies and characteristics of leaders of the past. Today, the need for strong leadership is again becoming a front-and-center topic, especially in the workplace.

Leadership versus management
It’s important to understand the difference between leaders and managers. Managers are task oriented. They supervise and direct workflow for maximum efficiency, therefore they tend to be more concerned about the process and the results, rather than about the employees and their individual needs. Leaders, on the other hand, are concerned not only about goals, but also about the people who are involved in the process. They must have a clear vision, must be able to effectively communicate that vision to others, and must have a strategy in mind for making that vision a reality.

Because communicating and implementing a vision involve working with other people, true leaders are relationship-focused. They must inspire and motivate their followers, often playing the roles of coach and facilitator.

What are the traits of a dynamic leader?
A dynamic leader not only possesses high moral standards, but operates with a high sense of ethics and integrity, preferably for the good of the employees and the organization. Leaders take risks and understand the importance of change. They must have an appreciation of, and love for, learning.

Does this mean that effective leaders never make mistakes? Absolutely not. While leaders do make mistakes, they use their mistakes as a learning tool so that their chances of making the same mistake are nonexistent.

Why is leadership important in today’s workplace?
The landscape of the workplace changes from generation to generation. Today, employees are no longer content to go to work in complete anonymity. Rather, they want to feel significant, stimulated and challenged, all while having fun. Effective leaders   build a sense of community within the workplace. They not only increase employee retention figures, but they also improve productivity because employees are more willing to follow effective leaders than non-effective individuals.

Management vs leadership, Pt 1: sitting on the fence

Fiddling with high–quality business models and rocket science mathematics on splendidly built spreadsheets may prove useless if you don’t understand what it is that you do best: manage or lead.

If you do both you might end up becoming one of the 40% or more of new businesses that will fail in 2006.

Management is a bottom-line focus: How can I best accomplish certain things? Leadership deals with the top line: What are the things I want to accomplish?

Stephen Covey, business expert and author

What makes how you approach the topic of management and leadership so compelling is that you have to be honest with 'what it is that you do best'.

Simple as it may sound, it is the easiest way to avoid losing your dream, waking up and having to go and work for someone else.

At first it may be difficult contemplating which side of the fence you may be on or would like to be on, particularly if you’ve had years of working for someone else, living and creating their destiny whilst you were being paid for it.

If this has been the case, or for whatever other reason, take heed of the wise and simple words of Stephen R. Covey:

“Management is a bottom-line focus: How can I best accomplish certain things? Leadership deals with the top line: What are the things I want to accomplish?”

Therefore an important question you may ask as a leader or someone that thinks they may be taking the leadership route is:

“How do I accomplish the things I want, in an ever-increasingly complex and changing world?”

Ronald Heifetz, the director of the Leadership Education Project at Harvard University’s John F. Kennedy School of Government in the States says:

“Leaders of the future need to have the stomach for conflict and uncertainty, among their people and within themselves. That’s why leaders of the future need to have an experimental mindset.

"Some decisions will work, some won’t. Some projects will pay off, some won’t. But every decision and every project will teach you and your organisation something about how the world is changing, and about how your company compares with its competition.”

This doesn’t mean that one should test every idea that comes to mind, but to pick what is fundamental and what isn’t and the impact that it will have on the overall organisation, today, tomorrow and in the future.

The leaders that don’t will find it difficult to steer their dream or goal in the right direction.

What is certain is that leaders of the future will need to have a clear mind in order to remain objective.

How? Ask yourself, how do presidents and prime ministers of different countries make their decisions? They have advisers, mentors, consultants, think-tanks and so on.

Now, I’m not saying to go out and hire the resources a government would, because you would really be closing your business sooner than you thought; however, align yourself with people that can guide you.

These people must be trustworthy and have a different perspective on trends, events and possible scenarios.

Aside from leadership is management. If you think you are great at managing, though find it tricky to distinguish from leadership, take time to think about Stephen Covey’s question: “How can I best accomplish certain things?”

“Most of the time discussions about management end up with debates around specific attributes the manager should have to be successful.

"In so doing comes confusion between management and leadership,” says Pierre Jules Zing-Tsala, the Managing Director of PJ & Associates, the London-based management consulting firm, with offices in Paris, Cameroon and Romania.

“It takes more than a set of skills and management works as a system made of four building blocks. These include: the position, the tools, personal attribute skills along with methodologies,” Zing-Tsala goes on to add.

The Four Building Blocks

The management position has complex and ever-changing responsibilities, the focus of which shifts to reflect the issues, trends and preoccupations of time.

This individual identifies and achieves organisational objectives through the deployment of appropriate resources and will have responsibilities in one or more of five key areas.

These include: managing activities, managing resources, managing information, managing people, and managing oneself.

Few jobs are entirely managerial, yet very few exist without any management responsibilities. Therefore the simplest way to distinguish a manager from a non-manager is to judge one’s capability to 'harness resources'. This is what separates the boys from the men and the girls from the women!

Personal attribute skills include strong people management, change management capabilities, customer awareness, strong capabilities in managing information and the organisations knowledge, ability to manage activities and resources and most importantly the ability to manage oneself.

“Knowing what your key strengths and attributes is an order qualifier in regards to managing oneself,” say’s Zing Tsala.

The three well-known methodologies – management by objectives, management by projects and management by exception – are important in the make up of the management system.

The same applies for tools such as strategic planning, balance score card, and dashboards. All these form an essential balance for managers as both methodologies and tools are the enablers in 'managing the bottom-line focus'.

The true value builders are companies that grow the top line and bottom line in line with one another. They select the people who know what they are best at doing and place them on the side of the fence in which they produce the best results.

Leadership Development

Leadership versus Management
Leadership is about direction, finding out where you are now in your business and being clear on where you are going. Management is about the day-to-day logistical running of the business.

Leading by Example
It’s important to be able to distinguish and incorporate both Leadership and Management styles when required.

Advance Coaching offers customized Leadership Development Programmes for Start-up Business Owners/Entrepreneurs, and SME Executives.

Benefits of Leadership development

• Learn how to effectively lead your team
• Eliminate ambiguity in your feedback
• Enhance your communications
• Strike a balance between your work and life
• Refine your time management
• Learn to work smarter, not harder
• Build instant rapport
• Delegate more effectively

…while finding out what it takes to become a leader through 1-1 coaching and training as this is the most powerful combination. One without the other is incomplete.