Is Manager A Dirty Word?
In the professional corporate world, there is a preconceived notion that becoming a manager is a stepping stone to becoming a leader.
Are they connected? Or, are they two separate notions? Is being a manager of lesser importance than being a leader? Are we attaching negative connotations to the word manager and positive associations with leader?
The answers to these questions are not straightforward. While both roles require different skills, there is overlap and you can absolutely excel at both. The key is balance and knowing when to dial back the managerial instincts.
I consider being a leader, a way of being, whilst a manager is more concrete given the word is used regularly for job titles and defined responsibilities.
The Essence of Good Management
In the interests of keeping this article as simple as possible, it is fair to say that a good training ground for developing your leadership capabilities is first to be a good manager.
So what does being a good manager really entail? Let's break it down.
Order and Control
Managers bring order and control to their domain. They ensure everything runs smoothly and goals are met efficiently.
Master of Process
Understanding and improving processes and systems is crucial. A good manager continuously seeks ways to streamline operations, enhancing productivity and quality.
Strategic Implementation
Managers are often tasked with implementing activities aligned with the organisation's strategy and vision. They turn strategic plans into actionable tasks.
Resource Optimisation
A good manager optimises resources—both human and other that are allocated to them. The manager will look to ensure every asset is used to its fullest potential, meeting time, quality, and cost parameters.
Leveraging Strengths
Effective managers recognise each team member's strengths and leverage them to benefit the project or activity. They know how to put the right people in the right roles.
Autonomy and Trust
A good manager provides their team members a reasonable level of autonomy. They trust their employees to get the job done without constant oversight.
Clear Communication
Good managers are excellent communicators. They provide the right information to senior and executive levels, ensuring transparency and clarity.
Risk Management
They continuously monitor risks and consider mitigation measures well in advance. Proactive risk management is a hallmark of a competent manager.
The Pitfalls of Micromanagement
A bad manager micromanages their team. They constantly check on work, leaving no room for team members to perform tasks their way. This approach stifles creativity and innovation, eroding trust and negatively impacting workplace culture. Warning: Please don’t become a micro-manager!
Managers are often unfairly described as putting process above people. In reality, good managers know how to get the job done while being attuned to their team's needs. They are the lynchpins of many organisations, providing stability, interpreting strategy and translating it into action. All the while, they bring their team along with them, maintaining morale and commitment.
Being a good manager is something to be incredibly proud of.
So how do you distinguish a manager and leader?
What Makes a Great Leader?
If I could sum up a great leader I would say the person has a deep level of Self-Awareness and Emotional Intelligence. They are not afraid of owning their weaknesses, equally comfortable with where they shine, they read people and situations in an instinctive, mature and strategic manner.
Future Focused
A leader is future-focused and strategic rather than tactical. They are less about the day-to-day and more about what lies ahead. There is a clear understanding of the organisation's vision and why it’s important. They can articulate this vision and inspire others to follow.
Embracing Change
Leaders recognise that delivering on a vision often requires change. They are not afraid to oversee and implement this change in a way that brings people along with them.
Empowerment through Trust
A great leader empowers their team. Trust is at the heart of this empowerment. They believe in their team's abilities and provide the support needed to succeed.
Curiousity and Openness
A great leader is always curious and open to new ways of thinking, doing, and being. They acknowledge they don’t have all the answers and are not afraid to ask powerful questions that can reveal innovative solutions.
Adaptability and Flexibility
A great leader is open to debate and not rigid in their views. They are willing to adjust their approach based on new information and insights.
Decisive in Crisis
In times of crisis, a leader steps forward, mobilises, instructs, and reassures. They are clear and decisive, caring deeply about the outcome.
Communication Skills
Great leaders have adept communication skills. They know how to tap into different audiences within the organisation, allowing them to see how they can be part of the change, its importance, and its benefits.
Striking the Balance
So, can you be both a good manager and a great leader? Absolutely! The challenge lies in balancing the two roles. A manager's instincts for control and process can sometimes go into overdrive, tightening the reins too much. This is where the leader's mindset must take over, emphasising trust, vision, and empowerment.
Good managers and great leaders play crucial roles in any organisation. Managers provide the stability and order necessary for day-to-day operations. Leaders inspire and guide the organisation toward its future goals. When combined, these skills create a powerful synergy that can drive an organisation to success.
Practical Tips for Balancing Management and Leadership
Delegate Wisely
Delegate tasks and trust your team to execute them. This builds their confidence and frees you up to focus on strategic leadership.Encourage Innovation
Create an environment where team members feel safe to propose new ideas. Celebrate creativity and be open to change.Communicate Vision
Regularly communicate the organization’s vision and how each team member’s work contributes to it. This keeps everyone aligned and motivated.Foster Autonomy
Allow your team the autonomy to complete their tasks in their own way. This builds trust and fosters a sense of ownership.Be Adaptable
Stay flexible and be willing to adjust your approach as needed. Leadership requires constant learning and adaptation.Prioritise People
Always remember that people are your greatest asset. Invest in their development and well-being.
Conclusion
Being a good manager and a great leader are not mutually exclusive. And whilst I run the risk of complicating matters at the very end, it would be remiss of me to not mention the fact that you don’t have to be a manager to be a leader.
By balancing the structured approach of management with the visionary, power skills (otherwise known as soft skills), emotionally intelligent approach of leadership, you can excel at both. Recognise when to step back from control and let your leadership qualities shine through. This balance will not only benefit your team but also drive your organisation toward greater success.
In the end, both roles are essential. Embrace the strengths of each and strive to be the best manager and leader you can be. Your team and organisation will thank you for it and importantly you will feel much more fulfilled.
I work with professional managers that want to explore and develop their leadership capabilities to advance their career and worklife satisfaction, becoming the leader they always imagined. If this sounds like you, let’s have a chat about how I can best support you.