Leaders Vs Managers

 Vision oriented  Process oriented

 Protects staff  Protects self

 Approaches decisions  Approaches decisions

actively cautiously
 Staff oriented  Career oriented

 Listens actively  Listens selectively

 Deals with conflict  Avoids conflict

 Trusted  Unclear regarding

trust
 Leadership vs. Management
Leadership
 Set overall & future direction
 Focuses on results
 Mostly external
 Concern=effectiveness
 Stakeholder focused
 Customer needs/capacities
 Embodies mission/vision
 Gets more resources
 Secures technologies
 Seeks to create needed
change
 Create teams esp. top teams
Management
 Set day-day direction
 Focuses on processes
 Mostly internal
 Concern=efficiency
 Personnel focused
 Worker needs/capacities
 Embodies goals/objectives
 Manages resources
 Applies technologies
 Seeks stability/Manage
change
 Manage teamwork
Management as an authority
relationship and leadership
as a multidirectional
influence relationship.
Manager vs. Leader
 Jack Welch (Former CEO of GE):
“…dangerous to call someone a manager”
“A manager…”
- Controls rather than facilitates.
- Complicates rather than simplifies.
- Acts more like a governor than an
accelerator.
 Personal Characteristics
Leadership
Management
– Emotionally connected
– Emotional distance
– Open-minded
– Smart/organized
– Communicator
– Compliance
Listening
– Organization expert
–Insight into self
Knows how things
Honest w/themselves
work
Inspire trust
 Relationships
Leadership Management
– Focus on people – Focus on objects
Inspire and Challenge Machines
Development Reports
– Personality Power – Position Power
– Influence – Direct
Coach/Facilitate Force, coerce
– Dynamic environment – Controlled environment
– Encourage creativity – Suppress creativity
 Providing Direction
Leadership Management
– Vision of future – Detailed plan/schedule
– Shape culture and – Allocate resources
values
– Direct/ Control
– Inspire/motivate
 Maintain stability
Provide Sense of
Purpose  Improve efficiency
–Long term focus – Short term focus
 Grouping
Leadership Management
– Communicate vision – Organize
– Develop culture and Staff and structure
values
– Direct and Control
– Help others grow
– Create boundaries
Question, listen,
– Contributes
facilitate
Answers
–Reduce boundaries
Solutions
Create Teamwork
Guidance
 Outcomes
Leadership
Management
– Greatest possible
– Maintains:
outcome
Stability
– Create change
Predictability
– Challenge status
quo/Adapt Order
– Effective and efficient – Efficiency
– Future outcomes – Consistently meets
short-term expectations
Self Sustaining
Day-to day
 Leaders Managers
focus on… focus on…
Vision Goals and objectives
Selling what and why Telling how and
when
Enabling
Restraining
Developing
Maintaining
Challenging
Conforming
Good leaders do the
Good managers do
right thing
the things right
 Manager vs. Leader
 A leader:  A manager:
– Models behavior. – May just demand it.
– Sees – Solves a problem.
opportunities. – Try to protect the
– Creates a future. current status.
– Innovates. – Administers.
– Investigates. – Accept the order.
– Challenges. – Accept the status.
“All Leaders
are Managers….
But not all Managers
are Leaders”

True or False?
 Effective Leadership
 Trust  Respect for Diversity

 A Nurturing Climate  Free and Open for

Creativity

 Freedom of
Expression  Change Agent
 Trust
Trust between the leader and
followers is very essential. When
trust exists, individuals are more
likely to enter into the types of
relationships necessary for goal
attainment.
Trust: The Foundation of
Leadership
 Building Trust
Practice
Be fair
openness

Demonstrate Speak your

competence feelings

Trust
Maintain Tell the
confidences truth

Fulfill your Show

promises consistency
A Nurturing Climate

Members of the organization must be

able to work in a climate that is free
of fear, one that fosters creativity and
rewarding the achievements.
Freedom of Expression

People must be able to talk with

one another, share ideas, critique
proposals, view issues critically,
and obtain information that
assists them in being effective.
 Respect Each Other for
Diversity
In order for people to make a
commitment to the attainment of
a particular goal, they need to
feel valued, respected, and
appreciated.
 Free and Open for
Creativity
Individuals must feel free to
seek new approaches to vision
attainment.
Change Agent
 What Followers Want
 Feeling of significance.
–“I really matter”.
 Feeling of community.
–Unity of purpose and willingness to
relate to one another as human
beings.
 Feeling of challenge/excitement.
What Followers Want
 Leaders to be  Colleagues to be
–Honest – Honest
–Forward- – Cooperative
Thinking – Dependable
–Inspiring – Competent

–Competent
 Leadership is
about managing
energy, first in
yourself and then
in those around
you.