Leaders and Managers

Guest post by: Robert Whipple
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Do Not Mix Empowerment and Morale - By Robert Whipple

There is a lot of information on the contrast between leaders and managers. Typically we see a side by side comparison with items such as:

"Managers do things right" while

"Leaders do the right things."

I like to take a different slant on describing the differences because I believe a pure manager comes to work with an entirely different mindset from a pure leader. Of course, there really is no such thing as a pure manager or leader, it is always some kind of a combination of the two concepts. Here is how I describe the differences.

The Manager

The manager wants everything to go smoothly. He or she wants every process to run the way it should and get the maximum productivity. There should be no waste. The manager wants everyone to follow all the rules and be there every day motivated to do good work. In essence, the manager wants to stabilize things and clone everything to be exactly right. The manager is all about doing things right, and is most closely associated with the mission of the organization (what they are trying to accomplish). The manager works with the process, the equipment, the schedule, and the people in terms of what they should be doing. Managers are now oriented.

The Leader

The leader is often a destabilizing force. He or she is most interested in where the organization is going rather than just optimizing today's processes. That may mean making people unhappy for some time in order for the greater good. If people are too complacent and do not see the dangers, the leader is there to create a burning platform. Leaders are sometimes very unpopular. The idea is to do the right things, which may mean some pretty difficult decisions. The leader is all about the vision of the organization (where they are trying to go). The leader works with the balance sheet, the strategic plan, the product line, and the people in terms of what they can become. Leaders are future oriented.

The Leader/Manager

This person is able to combine the best of both worlds and act in both roles. All of us act as leaders and managers at times, but each of us favors one mode or the other. A good balance between the two extremes is the best place to be. In general, the world has far more competent managers than competent leaders, so if you have leadership tendencies, that is a good thing to have.

Really great leaders do not mind being average managers. They recognize their weakness and surround themselves with outstanding managers to handle the details.

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Do Not Mix Empowerment and Morale - By Robert Whipple

About the Author: Robert Whipple

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Robert Whipple is CEO of Leadergrow Incorporated, an organization dedicated to development of leaders. He has spoken on leadership topics and the development of trust in numerous venues across the country. He is author of three leadership books: The Trust Factor: Advanced Leadership for Professionals, Understanding E-Body Language: Building Trust Online, and Leading with Trust is Like Sailing Downwind. His ability to communicate pragmatic approaches to building Trust in an entertaining and motivational format has won him top ranking wherever he speaks. Audiences relate to his material enthusiastically because it is simple, yet profound. His work has earned him the popular title of The TRUST Ambassador. Mr. Whipple has been published in several Leadership and Training journals including Leadership Excellence Magazine and T+D Training + Development Journal. He is a frequent contributor to The Rochester Business Journal. He has been named one of the top 50 thought leaders on the topic of leadership development by Leadership Excellence Magazine and one of the top 100 Thought Leaders on Trustworthy Business Practices by Trust Across America. Mr. Whipple has a BSME, MSChE, MBA and is a Certified Professional in Learning and Performance (CPLP). Contact at www.leadergrow.com or 585-392-7763
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