Leader v Manager, 7 Ways to Be a Leader

Leader v Manager

7 Ways to Be a Leader, Not Just a Manager

Are you a leader or a manager? The two terms are often used interchangeably, but there are some key differences that set them apart. Leaders are visionaries who inspire and motivate their teams to achieve a common goal, while managers are organizers who oversee and control the processes and tasks that lead to that goal. In this article, we will explore some of the differences between leaders and managers, and how you can develop your leadership skills to become more than just a boss.

Key Takeaways

Leaders are visionaries who inspire and motivate their teams to achieve a common goal, while managers are organizers who oversee and control the processes and tasks that lead to that goal.

Leadership matters because it can make or break an organization. Leaders can increase employee engagement, productivity, creativity, and customer satisfaction.

You can be a leader, not just a manager, by having a vision, empowering your team, inspiring your team, communicating effectively, embracing change and innovation, collaborating with others, and leading by example.

What Is Leadership?

Leadership is the ability to influence and guide others toward a shared vision. Leaders have a clear picture of what they want to achieve, and they communicate it effectively to their followers. Leaders also empower their teams to take action, overcome obstacles, and collaborate with each other. Leaders are change agents who challenge the status quo and innovate new ways of doing things.

What Is Management?

Management is the process of planning, organizing, directing, and controlling the resources and activities of an organization to achieve its objectives. Managers set goals, measure performance, allocate resources, solve problems, and enforce rules. Managers are responsible for ensuring that the work gets done efficiently and effectively.

Why Leadership Matters?

Leadership matters because it can make or break an organization. According to a Gallup study, managers account for at least 70% of the variance in employee engagement scores across business units. Engaged employees are more productive, loyal, creative, and customer-oriented than disengaged ones. Therefore, having leaders who can inspire and engage their employees is crucial for organizational success.

How to Be a Leader, Not Just a Manager?

Being a leader is not about having a title or a position of authority. It is about having a mindset and a set of behaviors that demonstrate your leadership potential. Here are some ways you can be a leader, not just a manager:

1. Have a vision and share it.

Leaders have a compelling vision of the future that they want to create with their teams. They articulate their vision clearly and passionately, and they align it with the values and purpose of the organization. They also share their vision with their followers and invite them to join them in making it a reality.

2. Empower your team.

Leaders don’t micromanage or dictate every detail of how things should be done. They trust their team members to use their skills, talents, and creativity to accomplish their tasks. They delegate authority and responsibility, provide feedback and coaching, and encourage learning and growth.

3. Inspire your team.

Leaders don’t just tell their team what to do; they show them why it matters. They connect their team’s work with the bigger picture and the impact it has on customers, stakeholders, and society. They also recognize and appreciate their team’s efforts and achievements and celebrate their successes.

4. Communicate effectively.

Leaders communicate frequently and transparently with their team members. They listen actively, ask questions, seek feedback, and address concerns. They also communicate clearly, concisely, and confidently, using different modes and channels depending on the situation and the audience.

5. Embrace change and innovation.

Leaders are not afraid of change; they embrace it as an opportunity to improve and grow. They anticipate trends and challenges in the market and the industry, and they adapt quickly and proactively. They also foster a culture of innovation in their team by encouraging new ideas, experimenting with different approaches, and learning from failures.

6. Collaborate with others.

Leaders know that they can’t achieve their vision alone; they need the support and cooperation of others. They build strong relationships with their team members, peers, superiors, customers, partners, and other stakeholders. They leverage the diversity of perspectives, skills, and experiences in their network to create value and synergy.

7. Lead by example.

Leaders don’t just talk the talk; they walk the walk. They demonstrate the values and behaviors that they expect from their team members. They act with integrity, honesty, respect, and accountability. They also model the attitudes and mindsets that they want to cultivate in their team, such as curiosity, optimism, resilience, and courage.


  • Be authentic and transparent. Don’t try to be someone you are not or hide your true intentions. Be yourself and be honest with your team and others.
  • Be humble and open-minded. Don’t think that you know everything or that you are always right. Be willing to admit your mistakes and learn from others.
  • Be flexible and adaptable. Don’t stick to one way of doing things or resist change. Be ready to adjust your plans and strategies according to the changing circumstances and needs.
  • Be proactive and decisive. Don’t wait for things to happen or for others to tell you what to do. Take initiative and make decisions based on your vision and goals.
  • Be supportive and empathetic. Don’t ignore or dismiss the feelings and needs of your team members or other stakeholders. Show that you care and understand them.

Leader vs Manager: A Statistical Report

What is the difference between a leader and a manager? And how does this affect the global demand for these roles in various industries? In this report, we will explore some of the key characteristics and skills that distinguish leaders from managers and analyze the trends and projections for their employment opportunities.

Characteristics and Skills of Leaders and Managers

According to the Harvard Business Review, leaders are people who inspire, motivate, and align people around a common vision, while managers are people who plan, organize, and coordinate the work of others. Leaders tend to focus on the big picture, the long-term goals, and the strategic direction of their organizations, while managers tend to focus on the details, the short-term objectives, and the operational efficiency of their teams.

Some of the skills that are essential for leaders include:

  • Vision: The ability to create and communicate a compelling vision that inspires others to follow.
  • Influence: The ability to persuade and motivate others to take action or change their behavior.
  • Creativity: The ability to generate new ideas and solutions that address challenges or opportunities.
  • Innovation: The ability to implement new ideas and solutions that create value or improve performance.
  • Emotional intelligence: The ability to understand and manage one’s own emotions and those of others.

Some of the skills that are essential for managers include:

  • Planning: The ability to set goals, prioritize tasks, and allocate resources effectively.
  • Organizing: The ability to arrange and structure work processes, systems, and people efficiently.
  • Coordinating: The ability to synchronize and integrate the activities and outputs of different units or individuals.
  • Controlling: The ability to monitor and measure performance, quality, and results against standards or expectations.
  • Problem-solving: The ability to identify and resolve issues or conflicts that arise in the course of work.

Global Demand for Leaders and Managers

According to the World Economic Forum, the demand for leaders and managers is expected to increase in the next decade, as the world faces complex challenges such as climate change, digital transformation, social inequality, and geopolitical instability. However, the demand for different types of leaders and managers may vary depending on the industry, region, and context.

Some of the industries that are projected to have a high demand for leaders include:

  • Information technology: As technology evolves rapidly and disrupts various sectors, there is a need for visionary leaders who can drive innovation, adaptation, and transformation.
  • Health care: As health care systems face unprecedented challenges such as aging populations, pandemics, and rising costs, there is a need for inspirational leaders who can foster collaboration, resilience, and quality.
  • Education: As education systems undergo significant changes such as online learning, personalized learning, and lifelong learning, there is a need for creative leaders who can design and deliver effective and engaging learning experiences.

Some of the industries that are projected to have a high demand for managers include:

  • Manufacturing: As manufacturing becomes more automated, digitized, and integrated, there is a need for skilled managers who can plan, organize, and coordinate complex production processes and supply chains.
  • Finance: As finance becomes more regulated, diversified, and competitive, there is a need for proficient managers who can control, monitor, and optimize financial operations and risks.
  • Retail: As retail becomes more customer-centric, omnichannel, and data-driven, there is a need for savvy managers who can coordinate, integrate, and improve customer service and sales.

In conclusion, leaders and managers are both important roles that contribute to the success of organizations in different ways. However, they also have distinct characteristics and skills that set them apart. The global demand for leaders and managers is expected to grow in the next decade, but it may vary depending on the industry, region, and context. Therefore, aspiring leaders and managers should be aware of the current and future trends in their fields of interest and develop the relevant competencies that will enable them to excel in their roles.

Frequently Asked Questions

Q: Can you be both a leader and a manager?
A: Yes, you can be both a leader and a manager if you combine the skills and qualities of both roles. You can set goals and plan processes as a manager while inspiring your team members as a leader.

Q: What are some examples of leaders vs managers?
A: Some examples of leaders vs managers are:

  • Steve Jobs was a leader who revolutionized the technology industry with his visionary products such as the iPhone, the iPad, and the Mac. He was known for his charisma, creativity, and innovation.
  • Tim Cook is a manager who succeeded Steve Jobs as the CEO of Apple. He is known for his operational excellence, efficiency, and profitability. He has maintained Apple’s market leadership and performance.
  • Martin Luther King Jr. was a leader who led the civil rights movement in the US with his powerful speeches and nonviolent protests. He was known for his courage, passion, and vision.
  • Rosa Parks was a manager who organized the Montgomery bus boycott, one of the first major events of the civil rights movement. She was known for her persistence, discipline, and coordination.

Q: How can I develop my leadership skills?
A: You can develop your leadership skills by:

  • Having a clear vision of what you want to achieve and why
  • Communicating your vision effectively to your team and other stakeholders
  • Empowering your team to take action and make decisions
  • Inspiring your team with your enthusiasm, recognition, and appreciation
  • Embracing change and innovation as opportunities to learn and grow
  • Collaborating with others to create value and synergy
  • Leading by example with your values and behaviors








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