Management and Leadership Analysis of the Differences

¶ … Management and Leadership

Analysis of the Differences between Management and Leadership

Leaders have the ability to define a compelling future vision for an enterprise and galvanizing the many disparate departments, divisions, resources and systems together for their fulfillment. Managers are focused on how to keep equilibrium in the organization, using the selective strategies of planning, organizing, leading and controlling to keep an organization moving forward to its objectives. Leaders are essential for defining the vision and strategies for an enterprise to achieve its long-term plans, and managers are critical for keeping a company on track towards it goals. Together both keep any business on the path to fulfilling its goals and objectives.

Respected and internally known leadership scholar Warren Bennis of the University of Southern California has stated that a leader is who one is and a manager is what one does (Fitzgerald, Schutte, 2010). This observation was made from his research pertaining to the innate personality attributes, extent of Emotional Intelligence (EI) and extent of charismatic leadership abilities. These attributes have been defined through a wide variety of leadership[e effectiveness, showing that managers who have these attributes have a higher probability of eventually becoming leaders in their organizations or professions (Fitzgerald, Schutte, 2010). Managers often excel at the orchestration of people, personnel and processes to a goal, often defining tactical or short-term goals for the attainment of tasks, programs and mid-term projects. The far-reaching projects that require employees to see an inherent value in their work regarding the mission and vision of the company, including their integral role to its success, often require a transformational leader who can create a culture of accomplishment (Schmidt, 1993). There are distinct differences in managers and leaders, and this analysis addresses how each are significantly different from each other. The value of educating managers in leadership programs in an organization is also addressed. Organizations need to continually invest in leadership development programs to ensure a steady supply of talent who is visionary enough and focused on the future to lead enterprises effectively (Fitzgerald, Schutte, 2010).

Assessing The Differences Between Management and Leadership

Transformational leaders have the ability to create a culture of very high achievement and a focus on shared outcomes, often over a very long time horizon. Excellent leaders also provide a very detailed vision of how the contributions of every member of a department contribute to the transformation of entire industries. In this transformational change of an enterprise to a long-term focus based on the insights and guidance of a strong leader, trust is created by the continual focus on defining goals and achieving them, openly sharing results, and providing everyone with a clear sense of their importance to the vision (Schmidt, 1993). The best transformational leaders also have the ability to create a shared sense of personal sacrifice for the long-term goal or objective, often through modeling the behaviors necessary to accomplish challenging, long-term objectives (Singh, Krishnan, 2008). Exceptional transformational leaders have the ability to create a high level of commitment and self-sacrifice to a long-term vision or goal by showing daily that they believe so strongly in the vision they are willing to deny themselves for the goal (Singh, Krishnan, 2008). Several studies of transformational leaders have shown the greater the level of Emotional Intelligence (EI) the greater the level of authenticity and ability of a leader to connect on an individual basis with each subordinate (Fitzgerald, Schutte, 2010). Leaders who are transformational have the ability to create an innate culture of authenticity, transparency and trust which gives employees the freedom to work without fear of being fired for making a mistake (Schmidt, 1993). Excellent leaders replace fear of failure with the belief in achievement through trial and error if necessary (Singh, Krishnan, 2008). Transformational leaders share the four attributes of individualized consideration, intellectual stimulation, inspirational motivation and idealized influence (Fitzgerald, Schutte, 2010). These four attributes or characteristics of leaders is what most differentiate them from managers.