What’s the difference between a leader and a manager?

There has been almost an age old quandary about the distinction between leadership and management.  In our organizations we have lots of people with the title of manager.  And while they may have a manager title, if they are working with people – their role with people is one of leadership.  I believe the distinction “we manage things and lead people” holds true.  If we attempt to treat people like “things,” we invariably do not achieve favorable results.  While the “numbers” may improve in the short run, there is “fallout” with the people that will affect long-term results, or the ability of the organization to sustain or improve its results time and time again. 

Management is about “what” things are done, such as budgeting, controlling, organizing, problem-solving, etc.  Leadership is “how” we do management when we are working with people. The way we lead is a statement of our character.

For example, in working with a call center team, work productivity was increased by over 160% (as measured by the amount of work they were able to accomplish in a day, week, month, etc.)  This productivity increase was accomplished by separating the task that needed to be done from the people who were doing the tasks. 

As the leader, I treated them with respect, valued their opinions, and incorporated their ideas in the redesign of how the work was to be done.  Metrics were developed to measure progress and were updated on a daily basis.  The team inspired themselves.  They created their metrics and updated their results every day.  The results were reviewed by the team each day.  Positive progress was recognized daily.  If the rate of progress stalled or declined, discussions were conducted with the staff gathering their ideas as to what they thought they should do differently in order to produce positive progress in productivity.  The personal pride of the team members played a huge role in them inspiring themselves to increase their productivity gains.

Leadership has always fascinated me.  I have been a lifelong student of leadership, practicing my leadership skills and evolving in my abilities to influence people to get them to enthusiastically do what needs to be done for the common good of all the team or organization constituents. 

The leader of a team or organization sets the tone for what is possible.  It starts with his or her own beliefs which translate to their energy and enthusiasm towards achieving the goals or targets.  A leader’s beliefs and energy is contagious to the other people on the team or in the organization.  If a team is unmotivated, the leader needs to take a good look in the mirror and ask themselves “why.”  Stephen R. Covey in his books and programs used to say something to the effect: “If we think the problem is out there (i.e. with the employees) that very thought is the problem.”

I encourage you to think about your role as a leader, role-model, and people influencer.  Yes, we are all human, and have our human frailties.  The world that we live in is changing faster and faster – creating stress in everyone.  The effects of stress are somewhat like the shape of  a bell shaped curve.  Not enough stress causes inertia, i.e. we don't start moving or doing.  Too much stress causes dysfunctional behaviors and can also lead to inertia, i.e. causes us to stop moving or doing.  For every person there is some optimum level of stress that helps them be at their best.  Yet – in today’s world more and more people are over the top with too much stress – including leaders.  In many communities and in many organizations – people seem angry – most or all of the time.  However when being in a position of leadership, formally or informally, we need to keep our emotions in check.

As a leader, within eye or earshot of anyone who has anything to do with your organization or knows someone who has something to do with your organization – you are on stage.  The spotlight is on you.  All the people around you are watching what you are doing and listening to what you are saying.  They may not understand or agreeing with what you are saying – but still they are listening.  Everything that a leader does is being scrutinized, and evaluated.  People are drawing their own conclusions and interpretations about what you are doing and why you are doing it.  Frequently the stories your organization stakeholders telling themselves about your behavior and your motives are not correct or favorable. 

I found the quote shown below in a book that I am reading by Steven Chandler called “100 Ways to Motivate Others.”  At the beginning of the book, Steven has a wonderful quote from another author by the name of Dale Dauten.

“While business is a game of numbers, real achievement is measured in infinite emotional wealths: friendship, usefulness, helping, learning, or, said another way, the one who dies with the most joy wins.”
- Dale Dauten

I think the quote from Dale Dauten pretty much sums up the role of a servant leader.

How are you helping the people in your organization or on your team to be successful?  What are you emphasizing in your life?