In pop culture, there are two distinct workplace personas: managers and leaders. Managers, seen as harsh and unempathetic, are dreaded, whereas leaders are prized for their ability to uplift others. It’s no secret that one is more well-regarded than the other.
So, how do we establish ourselves as leaders instead of managers? How can these actions lead to a successful, happy work culture? Let’s discuss.
The Manager vs. The Leader
If there’s one thing managers and leaders have in common, it’s the people behind them: their team. Simply put, a manager cannot manage if they have no one to do the work, and a leader cannot lead if nobody is listening. The difference between managers and leaders is how they view their teams – managers are concerned with maintaining the bottom line, whereas leaders drive growth for both their team members and the organization.
For example, managers measure success in the form of concrete numbers, while leaders prioritize the development of their team. Managers establish clear expectations to complete a project, whereas leaders give their team more freedom to accomplish a task without direct instructions. Managers also must implement organizational goals through budgeting, staffing, and structuring, whereas leaders have their eye on the future and are capitalizing on potential opportunities.
The unique characteristic of a leader is that, while they still have to bring the final product in on time and budget, they can do so and foster team growth simultaneously. To do this, the leader must incorporate a key differentiator: trust.
The Importance of Trust in Leadership
Both managers and leaders carry a lot on their shoulders. Oftentimes, managers have deliverables that must be completed a certain way, meaning that they must supervise their team to ensure success. While managers might inherently trust their team, they simply must be on top of everything in a way that makes it hard for them to express that trust and foster growth.
A leader has trust in their team and works in goals instead of deliverables. Instead of a step-by-step chart on what needs to be done, leaders establish goals that the team then works toward. They’ll provide guidance, though they won’t constantly be looking over the shoulder of every team member. On the flip side, team members will be more likely to trust the leader and be more willing to ask for help.
Fostering Growth as a Leader
Effective leaders are positive, empowering and inspirational. If you’re looking to increase your leadership skills, consider implementing some of the following tips in your daily life.
Encourage creativity: A great benefit of having a diverse team is that everyone will have a different approach. Instead of streamlining processes, leaders encourage creative diversity and offer challenges to team members, with plenty of resources to achieve these goals.
Listen and communicate: Leaders are effective only when they communicate their vision and goals to their team members, who then feel inspired to achieve this vision. By listening and establishing one-on-one time with team members, leaders keep the channels of communication open for contributions.
Show your team you appreciate them: With Employee Appreciation Day this month, there’s no better time to show your appreciation for all of the hard work your teammates do. A good leader knows recognition and rewards are some of the best ways to motivate a team!
Remember, developing leadership skills takes time. While managers and leaders have impactful differences, both can embrace leadership skills to increase trust in employees. If you’re looking for more information on identifying and nurturing potential leaders in your organization, check out our article, How to Identify Hidden Leadership Potential in Your Employees! Anyone has the potential to become a great leader, if only they know where to begin.
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