7 Big Differences between a Leader and a Manager
(This is a short write up based on my book in progress with the same title)
The title of “Leader” and “Manager” should coexist. There should be no difference. But too often, a manager lacks basic leadership skills, which prevents him or her from being efficient and effective. This means that motivation in the workplace diminishes. There is so much potential to create motivation in the workplace if an ineffective manager learns basic leadership skills!
After working for 11 1/2 years in the corporate world as a Financial Analyst, my experiences revealed several people in ‘high-places’ who lacked the skills of management and/or leadership. I am not alone – so often a lower level employee will recognize these ineffective managers and leaders and will point out their weaknesses. Why can’t a person in a management role do the same? That’s a difference right there – a leader will want to know, a manager thinks they know everything.
To be an effective manager in order to improve motivation in the workplace, you should be able to influence and persuade: these are core leadership skills taught by all the leadership and self-improvement gurus like John C. Maxwell, Jim Rohn, Dale Carnagie, Napolean Hill, Ken Blanchard, etc. These skills/techniques are the core responsibility for anyone who is in a leadership/management role. Unfortunately, it is not that important for ‘those’ people to recognize and improve their skills.
The question then should be: What are the differences between an effective leader/manager versus an ineffective leader/manager – as both a leader and a manger should be one in the same.
Here are the 7 Big Differences between a Great Leader and a Mediocre Manager based on 7 core responsibilities:
1. Problem solving
A great leader gets their employee out of the mess.
A mediocre manager keeps them in the mud.
2. Listening
A great leader is interested when their employee speaks.
A mediocre manager likes to listen to him or herself talk.
3. Praising
A great leader praises with honest appreciation.
A mediocre manager always calls attention to mistakes.
4. Recognizing
A great leader looks to always give recognition.
A mediocre manager looks to always get recognition.
5. Accepting
A great leader takes the blame and lets the employee shine.
A mediocre manager blames the employee and always takes the credit.
6. Serving
A great leader helps other people.
A mediocre manager is self-serving.
7. Teaching
A great leader wants to create more leaders.
A mediocre manager wants to squash ambition.
The question is: Which one are you? Are you in a position of leadership but lack leadership skills? Are you a manager who is ineffective as an ‘influencer’ or are you a self-educated, motivated, person of influence who serves instead of demands?
These differences will determine whether or not you are one or the other. Your career growth depends on it. Career oriented individuals should seek leadership skills and should practice them daily!
Leadership and management should go hand-in-hand but too often this is not the case. The comparison between leaders and managers are not about the differences, but whether a manager is an effective leader or not. The ultimate goal of a manager is to be an effective leader. Which one are you?
Read my original article here: “Differences between a leader and a manager” by Glenn Magas
Related Leadership Articles: “Leadership Strategies – How to achieve goals”
About the author: Glenn Magas is an Achievement Specialist – listen to his podcast on self-improvement, motivation and goal setting at CreateYourMind.com
Glenn is a former financial analyst, close-up magician, and hockey player. He is now a writer, novelist, screenwriter, 
Excellent post and distinction between leaders and managers in the seven critical areas. I agree that leaders and managers do coexist.
It’s easier to be the manager because the manager is good at stuff, the tasks involved in the department or division he/she leads. The challenge for most managers is understanding the people aspect of their role as a manager. Great leaders understand and can balance both the stuff and the people that get the stuff done.
Thanks for sharing part of your book!
Best wishes,
Kelly
Thanks Kelly!!!
After working in “Corporate” for 11+ years I’ve come across several ineffective managers and leaders and highly effective leaders and managers… It is amazing how some of these so-called leaders get to the position of authority that they are in. I have only seen a few times where, after top level executives get more hands on to how things are being handled, these non-skilled leaders are removed from their position.
It seems that they (non-skilled ‘leaders’) all have the same personality type and it is opposite of leadership. These stereotypes, as I see them, move up the corporate ladder and begin abusing privileges while avoiding responsibilities. When true leadership suggests that your responsibilities increase and your your privileges decrease.
Wonderful thoughts. This is my first visit to your site, is the book out yet?
Daniel
Daniel Rose´s last blog ..When the person is greater than the position
I’m working on it!
Wonderful post!!! There are too many “Managers” that aren’t leaders and don’t know how to deal with people in a way that will encourage and motivate them to do their best. Kudos to you for this!
@Sara thanks for the comment – yes, for 12 years as a Financial Analyst I worked with many managers who lacked in leadership skills. Yet they were all making more money than me so I guess it doesn’t matter in corporate America.
Now that I work basically on my own opportunities to make financial successes, I manage people and take a big role in leadership for those people.
Glenn Magas´s last blog ..SEO Keywords are Key
I don’t know how many managers I’ve worked for that lacked leadership skills. There should always be leadership training in any corporation for ALL managers.
They need to read this post!