Distinguished leadership and management? You are the value-creating or value track? You work for a manager or a leader? And if you manage a team, then you are the manager or the leader they?
There is a leader bad, but it is an excellent management or vice versa. And here are 3 big differences between managers and leaders help you understand why management skills and other leadership skills
1. Do the right thing and doing the right thing
There is a difference here? Of course following notes will give you the skills to manage different leadership skills.
1.1. Managers
- Will be interested in ensuring that all regulations must be implemented and strictly adhere to as well as work to be completed correctly. Also on business report weekly? It is better need to submit it on time with title, format, and accurate data or not there will be a problem occurs. Need to prepare the explanation room, when faced with the reprimand and the questions are posed.
- Don't want to create the “wind wave” in the work. So they want to ensure that processes are applied should be respected. This does not mean that managers were wrong; they generally do not like risk. Managers manage you the way they want to please their superiors – go towards management, this will not cause unexpected thing ever. Do things the right way is a different way to talk about the “risk reduction”. Management in this way is not inferior in quality, but it's not traditional, get inspired.
1.2. Leader
- Do the right thing, even when that break convention. If you take out a new product and it doesn't mean anything in the synthesis report, business week, the leader will not ask you to do that. They will actively put out a case and puts out the appropriate expectations for the change reported in a consistent manner over or manage distribution consistent with reality.
- The leaders focus on doing the right thing often manage people by motivating them to think critically about why the task should be completed instead of working mechanically. With them, do the work to bring up to good value more important than just tick on the requirements in the checklist. Thus, leaders will challenge the status quo by implementing the actions have meaning instead build the system by default.
2. Reviews and create value
2.1 managers
Often weigh and measure of value. They often haunted by tracking results to report specific goals. There is nothing wrong with this action and, in fact, the ability to identify specific revenue, profit, volume and cost is key in order to become good managers in many cases. However, these managers are too focused on measuring values often tend to miss out the big picture because they only focus on the short term goals. This will be detrimental to the business in the long term.
For example, I once worked with a product manager always deliberately lower price products to promote data installed base software original – the right thing for the resulting new product launches. He began to abuse the reasoning implicit: “it's Okay. Let's think to the previous volume, and then be interested in profit!” In some cases, the volume of work is also not able to improve your business.
This action is of a manager may look short-sighted, by the low price will cause 4 following results:
1. It attracts customer segments are not serious in the use of the software.
2. It reduces the perceived value of products at lower utility value the reality of it.
3. It causes price wars with competitors.
4. It is not a price point of sustainability, even at scale.
Finally, the product will fail. To need a whole team to build a software perfect and just because a managed currency has ruined all the effort of the whole team. A manager too keen on the calculation results will be willing to sacrifice long-term value and success by ensuring they will achieve some short-term goals. It sounds silly, but it has happened more than you think.
2.2.Leaders focus on creating value
They don't ignore the importance of the measurement value, but for them, the quantitative results is the most basic work. True leader often think how to develop important things or minimize cost structure (from there, create value). To be so, they can use the route creation process, and faced with a few risks or have to bet to manage the cost of short-term, but can reap profits in the long term. Their challenge is to create impact to the organization to accept short-term risks and manage expectations for long-term strategies to finally be rewarded.
The real story:
A period ago, when I was an intern on Wall Street, a VP in the transaction have told me that don't worry about getting to work at 6 a.m. and stay until 1 a.m. just to facetime (a dedication nonsense).
You don't need to gather if you don't want to. I'm interested in the value that you bring. You can pick out a few brand mean to you?. Or you can run a number of simulation track the transaction doesn't?. Or you can just guide for the team and assumes that you have ever make a decision?. I have a collaborator high-level implementation of the your decision on scales small trial. Don't worry if the transaction does not create money in the beginning. We will need to repeat the test a few times before we understand it. So everything will be fine. Please do yourself go”.
This person is a leader, has nurtured thinking and independent analysis. He was not interested in a few DOLLARS. The fact is that tens of thousands, remember that large and small are relative depending on the sector and for training purposes. With him, for a given a number of decisions to learning from mistakes is an investment, not a loss.
Summary:
The long-term for a leader is when his people are empowered. They will create more value by following the process books. Remember, this happened in a time (and probably still now most of the company) when the trainee is expected to go grab coffee and bothered while making some research tasks anyway, it also ended up in the shredder.
3. Management by fear, and leadership in the story
3.1. Managers
Delivered to your tasks and tell you the consequences if you don't complete it properly. They operate a team in the penalty emphatically. Sometimes worse is by connecting the points under the table that should not cause the attention of you (until it's too late). As mentioned above, managers like to quantify things. In a few cases, these calculations also have meaning; they called it the KPI (key performance metrics). At other times, managers will be lazy and hide behind the walls Byzantines to control you.
The such management often share stories like “Oh yeah, would you like to do X this way because the last time that others do not do it this way, Z happened and we don't want that.” They skipped as if they give you a number of tips sage. However really it is just a way of saying disguised. “My way or the highway?” Managers often do things like that.
3.2. Leader
Will often say things such as “I've done X according to this method. It was effective then, however I still allow you to use the other methods as it helps us to achieve the same purpose or better. Feel free to use or may ignore what I've done in the past and improve all activities.” Leaders will often give an example about how good or making decisions efficiently and then gives you the freedom to interpret, apply, improvise and enhance the process. They lead with a mindset of openness, humility, acknowledge that their example is just one way of many viable solution.
The leader will demonstrate and advise you through the experience and the case in their past, but they never gave you the correct way to achieve success in a task or goal. There is no ego in a method of solving will be one method is preferred. Moreover, the leaders don't expect you will be racing with success; they expect you to invent it And that says a lot about a leader you trust or a manager can trust you to do the right thing.
Conclusion
Even when you have a manager or leader, said in a fair way, there are the good and bad of both. By clear management skills with leadership skills. However, you should feel lucky, because you can learn from both. You can't change the people that you work the same but you absolutely can change the way of working with them if you take the time to understand the motivation and the tendency of them.
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