What are the significant differences between a leader and a manager?

You might have heard these two words being used interchangeably. After all, it’s the same? But in my opinion, it’s not. The difference is felt by teams more starkly than just seen. It may not be visible from the get-go, but subtleties matter and impact a lot.

The first time when I noticed this difference was quite eye-opening. Till then, I had worked in multiple teams as an IC. I had seen a fair share of good and bad people managers around me and presumed that I understood how they vary.

Vision vs Goals

If you ask what management entails, you will be met with the definition of the five functions of a manager — Henri Fayol’s theory that speaks of a manager’s job in terms of planning, organizing, commanding, coordinating, and controlling. Do you feel like something is missing in this description? Is there something else you do that probably adds more value than these functions?

Leadership is amiss.

When we speak of managers, we consider managing resources and people the be-all and end-all. Leaders go above and beyond; they don’t merely manipulate the present; they actively build the future.

This subtle difference further shows up in how they work:

• A manager sets goals
• A leader sets the vision

The latter forms the foundation of the former and further impacts execution. In addition to getting things done, a leader ensures that they build a solid team, inspire it as they should, and give direction amid chaos.

There’s another turn to this story: the people side.

How do managers deal with people? If we proceed with our understanding developed above, a manager’s relationships become transactional. After all, they are just getting things done. Sometimes, it works with a soft approach, yet others might need something harsher — both are equally welcome to meet the objectives.

A leader adds something more here, too.

• Leaders build relationships with their people. They hold team members in high regard and ensure that needs beyond the material are fulfilled. As a result, teams stick through thick and thin and stay loyal during challenges, too.
• Leaders empower team members. We have all heard of managers who hoard credit, have you? On the other hand, the ones we love often offer recognition and opportunities. Leaders bring out the best in their people while standing backstage frequently.
• Leaders influence with authenticity. If a manager and a leader were to assign the same task, who’d generate better compliance? Let me tell you why it would be a leader: they enable others to trust them. The everyday actions and behaviors of leaders put an authentic and vulnerable side of them on display, allowing the team to see their humane side and connect with it.

Leadership and management are not a brawl; they are two highly overlapping circles. But most people remain restricted to one. Instead, let go of the formalities and embrace a side of you that is not shying away from professional growth. Take risks, connect with people, and discover what you can do together if you set your heart to it.