Managers Tell and Leaders Sell (by Abdulrahman Al-Deijy)


    Today authors, successful entrepreneurs and academics are stressing on the fact that any employee in a leading position should be a leader instead of being a manager. However, this idea can be criticized since organizations in many cases need more managers than leaders. So, in order to know when the organization need to hire either leaders or managers,  the organization should first be aware of the difference between a manager and a leader. Therefore, the following points have demystified the difference between them:

  • "Managers Tell, Leaders Sell"

    First and foremost, managers are considered to be a great reference to know the clear steps and actions to get the job done, but they tend not to mention the reason for performing a specific task. On the other hand, leaders always sell the benefits of why we are doing what we are doing. And by doing that leaders are competent in avoiding project fatigue syndrome in which the team get overwhelmed with project tasks and activities but they are clueless about the final benefits and that breeds lack of purpose and personal enthusiastic.

  • Train vs. Show

    Due to the fact that managers are well organized they tend to force employees to follow a certain procedure by providing them with an out of office training or manual. However, leaders prefer to take employees to the real situation and ask them to observe how the work is done and give them the trust to go through business challenges.

  • Logic vs. Emotion

    The mind of a manager is very structured so they are thinking more logically. In contrast, leaders are risk takers so they favour saying "let's do this" more than "let's wait and think about it". 

  • System vs. Mission/Vission

    For managers it's all about following the system and the sequence of activities and no one is allowed to mess or tweak them. That's why managers are good for short term gains. Leaders are the opposite they are thinking about the bigger picture, organizational vision, strategic goals, etc. Having said that an amalgamation of both characters would be a perfect match by focusing on the quality of the activities and thinking about the final long term vision.

  • Track vs. Drive

    Managers are great in tracking all the numbers and accomplishments. In the same time, leaders can use these reports and numbers to draw and drive the future by knowing the next strategical moves.
  

  • Number-Centric vs. People-Centric

    Managers keep emotions aside and make decisions based on numbers, so they are better than leaders in making rational decisions. Keeping in mind that leaders are closer to people so they can motivate them to give their best and in this case, they will be long term gains as loyal employees.

  • Accountability by Choice vs. Accountability by Force

    At times employees are motivated by being accountable to avoid embracements in front of others and managers are good in distributing tasks and holding people accountable for their mistakes and this attitude is required at times based on the situation and employees maturity. On the contrary, leaders like to say we have to do it together and that boost the team spirit.

  • Complicate vs. Simplify

    Since managers are strict in following their processes and procedures, they are going into details so they get things to be complicated at times. So, leaders used to simplify by giving others space to figure it out.
 

  • Achiever vs. Over Achiever

    Unlike leaders who are fired to achieve something bigger, better, faster even if they hit a certain target, managers are always focused like a laser to hit the target but once they hit it they are get satisfied and not seeking higher numbers and better results.

  • Seek Credit vs. Give Credit

    Sometimes, managers try to take the credit over others and sometimes they deserve it since they are getting the work done and sustaining and following well-structured procedures. On the other hand, leaders sacrifice their efforts for the service of others to stimulate their growth.

  • Never Let Loos vs. Know When to Let Loose

    Managers like to deal with people as machines so they keep the same amount of pressure and pace. So, higher managers might like that since they can predict easily how long or how much hitting the target would cost. However, leaders know when to let loose to give the space for creativity and enable employees to recharge their energy.

  • Profit vs. Value

    In most times managers are short term thinkers so they try to get their project done without thinking much about the strategic long term value. Leaders could give up on a short term profit by positioning themselves to achieve a long term sustainable value for the organization.

Times to be a Manager and Times to be a Leader

    Many factors are influencing the decision to embrace a manager or a leader style in the organization and these are:

  • Organization Culture

    Keep in mind "Culture Trumps Structure" that means you have to be mindful for the Collective Awareness in the organizations some organizations put all the focus to avoid risks and get the work done on time regardless of the long term opportunities, building employees capabilities, etc. in this case they should be seeking a manager to stabilize the process and to make small and continuous improvements rather than hiring a risk-taking leader who seeks drastic massive changes.

  • Team Members Maturity

    According to the situational leadership model if the team is not mature enough the leader should be directing more than giving space to employees and delegate tasks to them. Therefore, a manager who tells is required if the team doesn't have the proper exposure. However, if the team is mature enough hiring a leader would be more suitable for the organization to allow them to create and thrive.
  

  • Financial Stability

    Organizations in survival mode should be sceptical and avoid going through drastic changes and taking risks. That's why they have to stabilize themselves in the market and seek short term benefits. So, a manager would be more suitable in these situations. Nevertheless, if the organization is able to thrive and survive the financial crisis they should be seeking a leader who has the ambition to tame opportunities to achieve organization vision.

  • Type of Business

    Some types of business require innovation and creativity like IT and automotive fields, therefore, employees should be influenced rather than being controlled so the organization should tend to go with someone with a leader mentality over a manager mentality.  


Author: Abdulrahman Al-Deijy

References:

  • 21 Differences Between Managers & Leaders - YouTube https://www.youtube.com/watch?v=sgxFQxvg1IE Accessed: 2020-07-28
  • Situational Leadership by Paul Hersey and Ken Blanchard in 1980




Location: Livery St, Leamington Spa CV32 4NP, UK

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