Are You a Manager or Are You a Leader? 23 Distinctions

By Deb Calvert, President, People First Productivity Solutions

Your job title is meant to be an indication of the role you play in your organization. Supervisor, Manager, Director, VP, GM and C-suite titles signify differing levels of responsibility and authority. Climbing the ladder usually includes a progression through titles like these.

But there’s another role that people in these jobs often adopt. It’s a role that is not bestowed by title. In fact, sometimes this role is assumed – there is no choice in it, no announcement of it and no additional perks associated with it. It is the role of leader.

Leader doesn’t mean “the person in charge.” The person in charge of any project or work group is the senior manager. Even when a role includes a temporary title like “task force leader,” the work done by that individual is the work of a manager.

What’s the difference? Well, it’s more extensive than you may realize. This is much more than a matter of semantics. It’s a matter of whether or not you will continue to be successful as you climb that proverbial career ladder.

Managers manage. That means they handle work that needs to be done in the short-term. They are charged with managing the performance of others in order to produce tangible and measurable results.

On the other hand, leaders lead. That means they inspire others to follow over the long-term. They are thinking beyond the here and now, looking beyond the results produced today, and building for the future.

23 Distinctions Between What a Manager Does and What a Leader Does:

You can use this list of contrasts as a tool for self-assessment. When you add up your activities, which column do you more frequently find yourself? Are you leading or are you managing?

Ideally, you will get to a place where you are doing both. Getting to that place does not require a certain job title or level of authority. In fact, in any organization there are leaders at all levels. They are the people who informally influence others, the ones who develop others, the ones who take risks and innovate. You can easily spot a leader.

Unfortunately, leaders sometimes get ruined when they become managers. They sit behind great big desks working on budgets, planning strategies, analyzing the competitive landscape, developing KRAs and other metrics, and doing work that causes them to lose touch with the people they would lead. They lose their ability to inspire.

So how does can a Senior Manager manage and also lead? First, by delegating to the managers who are closer to the front line. Second, by choosing to lead. That requires stretching beyond what delivers on this month, this quarter, this budget cycle. It requires delivering on the company vision and mission. It requires delivering what people need so they can be inspired and understand the higher purpose and meaning for their work contributions. It requires giving up the control that comes with handling the day-to-day in order to achieve for tomorrow and beyond.

Go back to the list of contrasts. Pick just one manager behavior and work on transforming it into a leadership behavior. Then tackle another. And another. Soon you will be a leader.   

Written by Deb Calvert, President, People First Productivity Solutions-Author of the DISCOVER Questions book series, Deb has worked as a sales productivity specialist and sales researcher since 2000. She is certified as a Master Sales Coach, Master Trainer, and host of CONNECT! an online radio show for selling professionals where listeners ignite their selling power in just an hour. Deb helps companies to boost productivity through people development. This work includes leadership program design and facilitation, strategic planning with executive teams, team effectiveness work, and performance management program design.