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Five New Jobs for Top Managers and Leaders

Got to thinking about how the business world has been turned upside down over the past three years and how the new “norms” are beginning to take shape. Then, my thoughts expanded into what new roles will the managers and leaders of organizations need to add if they truly want their people to excel and return higher levels of results?

Here are five new jobs (and old jobs for the forward thinkers in the group) for managers and leaders to guide their organizations into the new business world. And, don’t kid yourself or deny the business world has not changed – because it has. And, change will be a consistent part of your future landscape.

So, here are five new jobs for you to think about and work into your current routines and success habits.

Differences between Managers and Leaders

An important difference but the two work in tandem…

“Leadership and management are two distinctive and complementary systems of action. Each has its own function and characteristic activities. Both are necessary for success in an increasingly complex and volatile business environment…strong leadership with weak management is no better, and is sometimes actually worse, than the reverse. The real challenge is to combine strong leadership and strong management and use each to balance the other.”
— John Kotter, Management/Leadership Author and Professor of Organizational Behavior, Harvard Business School

Traits of Managers versus Leaders

A helpful way to look at the difference between management and leadership is to look at actionable words or verbs that often separate the two.   Below are some typical words that can be associated with each.

Management:

  • Short-term focus
  • Objectives
  • Controls
  • Tracks
  • Organizes
  • Follow the rules
  • Authority
  • Reactive
  • Transactional
  • Who did it?

Leadership:

  • Long-term focus
  • Vision
  • Unleashes passion in others
  • Creates change environment
  • Creates safe environment
  • Colors off the page
  • Charismatic
  • Pro-active
  • Relationship driven
  • Why not?

Again, in a well organized world both managers and leaders are necessary.  Sometimes you can move from manager to leader or from leader to manager.  A Success Habit– in most cases-is to remain in one place or the other for the majority of your time.

Management versus Leadership – Part Two

Do you want things done right?   Or do you want to do the right things?     The difference in these two approaches is often the difference between a manager and a leader.

A manager is often concerned with the work habits/work choices/work strategy of her subordinates and company.  For example:

Management versus Leadership – Part One

A quick glance at the difference…

man·ag·er n.
1.
One who handles, controls, or directs, especially:
a.
One who directs a business or other enterprise.
b.
One who controls resources and expenditures, as of a household.

Leader: According to About.com, “A simple definition of leadership is that leadership is the art of motivating a group of people to act towards achieving a common goal. Put even more simply, the leader is the inspiration and director of the action. He or she is the person in the group that possesses the combination of personality and skills that makes others want to follow his or her direction.”

Another way to look at the difference is to say:

  • Managers have subordinates
  • Leaders have followers

Both management and leadership are important.  Each level plays an important role in getting things done.  Managers focus primarily on processes whereas leaders usually focus on people.

In future posts we will look more closely at specific traits and characteristics that set managers and leaders apart.  Knowledge of the difference traits can be a Success Habit that helps set you apart!

Great Managers Know How to Lead and Inspire

So much good information can be gleaned from the leadership book, “First Break all the Rules.”   But it is never too late to revisit the main ingredients of the best managers.

Best managers have these things in common:

  • Reject conventional wisdom
  • Treat every employee as an individual
  • Never try to fix weaknesses.  Instead they focus on strengths and talents.
  • Know their people are watching every move they make

Remember that managers do need to be able to “manage”.  But the best managers know even better how to lead and inspire

Theory X- Also known as “Basement Thinking” Theory

The two most prominent management theories are Theory X and Theory Y.   In an earlier post we looked at the lesser-known Theory Z.

Douglas McGregor coined the two phrases in the 1950’s.  McGregor was a psychologist who taught at MIT and served as President of Antioch College.  McGregor drew his motivational theories from the work of Abraham Maslow and was intent on proving that Theory X assumptions led to ineffective management as well as lower productivity of workers.

What the Heck is Theory Z?

We’ve all heard of Theory X and Theory Y and will discuss these theories in later posts.   But back to Theory Z…

Theory Z is the lesser known of the human motivational theories and is viewed somewhat differently by each of the three theorists best known for their work in motivational theory.

Abraham Maslow, in his paper Theory Z, subscribes to the philosophy that all good qualities in man are inherent at birth and remain there until they are gradually lost through “living life”.  Maslow’s teachings espouse his belief that work adds meaning and significance to one’s life.  (Can I get an “Amen”?!)