Managing vs. Leading

Seldom are people hired to be leaders. In fact; I searched on LinkedIn and, although I found jobs hiring for team Leads, I found not one job posting for a Leader.

That's because a Leader defines a person- it's not a job.

Manager, though? Manager is a job, it's a position.

Here's what employment company RobertHalf has to say about the difference between a manager and a leader:

What is difference between a leader and manager?

Overall, the key difference is that a manager will focus on planning, organizing, and coordinating resources to manage tasks and deliver results.

A leader will inspire, motivate, and influence those around them which will drive people to achieve their goals and objectives whilst working towards the bigger picture.

It's true!

I have had many, many job descriptions: the worker, the assistant, the manager, the coordinator, and the director. When I was at my best at any of these jobs I got things done. Quickly, accurately, competently. Sometimes I did it myself, and sometimes I assigned it to the team I was managing. Sometimes it was me responsible to get stuff done, sometimes it was the person for which I worked. I was dependable.

But when I was at my best as a leader? It was very different.

Oh, sure; things still got done. And done on time! But the experience for everyone was very different.

It wasn't just me. When you are a leader everyone is involved, no matter who is doing the work. The organization as a whole knows how they contribute, how they intermesh with the desired outcome. They know the 'why' of the the thing even if they don't know or aren't part of the 'how'.

Removing Obstacles

The effective leader is on the lookout for obstacles- all the time. They find them proactively, scanning the next step. But, just as important, they find them by listening to the team, asking what the 'worry beads' and 'blockades' are and listening to the answer. There's a reason for that, leaders are:

• Tuned in to the vision- they know what the goal is, what it looks like.
• Able to share the vision- they can describe what will be and how it will look completed.
• Constantly comparing the vision to the actual effort, and can see what is in the way.
• Always focused on the people not just the objective. Tasks will end, goals will be met- but the people will remain, develop, grow, thrive, and must always be the main concern of the leader.

Once obstacles are anticipated, discovered, confirmed- it's up to the leader to get them out of the way.

Here's Why

Just like running water moves around an obstacle, people take the way of least resistance. Sometimes that creates something beautiful, sometimes it identifies an unplanned but profitable direction, but most often it adds time and unexpected variable to the process that impact completion.

Since the leader is responsible for sharing the vision with the team, they will likely be scouting for obstacles, not for today's activities but out farther ahead. That gives them enough time to meet with the people that can smooth the way for the team, eliminate the blocks, and solve problems before they derail the team efforts.

It builds the team's confidence in their leader and reinforces the correctness of the initiative when they observe the leader influencing others to support them.

Then, with a clear path and a firm concept of the end game, the team can move forward, no longer needing to take the path around anything that may be in their way.

But That's Not All

The leader doesn't just guide the team through their tasks, the leader also sets the tone for the environment. Because they are focused on the people, not just the work output, they take the time to build an environment that is conducive to team development and engagement.

• Look for things to celebrate. When the leader is seeking small victories then the team learns to look for things to celebrate; they find ways to encourage each other.
• Develop short-term goals. Breaking an initiative into smaller sections builds in victories. Do it correctly and it will feel natural- force it and it feels like a nursery school graduation!
• Share the credit. Yes, perhaps the responsibility to get things done is ultimately the leader's, but they didn't do it on their own. Make sure that credit goes where it is due.
• Find out what motivates each person and build that into the plan. Some people like public recognition, some like longer lunches, still other will do almost anything for a trophy. Not sure how to find out the ways people like to be recognized for their actions and achievements? The simplest way is to ask them!

Putting it all Together

1. A manager focuses on the assignment. A leader is focused as much on the people as they are on their team. A great leader focuses more on the people than on the outcome.
2. Not everyone can be a manager, but anyone can be a leader. Shifting your focus away from yourself and seeking the best for the people around you is a good way to develop your leadership abilities.
3. Identify a leader in your life; it could be at work, within your family, in a sport, a club, or place of worship. Let them know you want to be a better leader and ask them to mentor you.
4. Open your mind to more ideas through books, classes, and podcasts. This is a great list of leadership books:

Simon Sinek is on this list more than once, and I agree that he s great! One of the books that had the biggest impact on me isn't on this list but I highly recommend it: Leadership and Self-Deception.

If you have other books that you suggest, or other tips on leadership, please share them in the comments!

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As a reader on Vocal you can flex your leadership skills!

I'm writing this in April, and I suggest you do a mini-search this time of year to see if you have any unclaimed funds. (What better time than at tax-time!?) It's free to do; there's no reason to pay someone to do this search for you.

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