Most people think of leaders and managers interchangeably. But these terms are actually quite different. They both have distinct roles and responsibilities.
A manager is focused on controlling the elements of a project to achieve a specific goal. They are also responsible for overseeing the execution of the project and managing the various people involved. They are usually more linear thinkers and are passionate about keeping the organization running smoothly.
A leader is focused on inspiring and motivating others to contribute to the organization’s success. This involves establishing a vision and developing effective communication strategies. They are not linear in their thinking and are often drawn to ideas and concepts that are unrelated to the organization. They also make connections between different people and ideas.
Most people fall into one of these categories. Although it’s possible to have both a leader and a manager, what makes an excellent manager is not enough to help people who aspire to be that type of leader. They need to develop a new skill set and shift their mindset.
Let go of the reins
There’s a reason why people refer to micromanagers as such. Although not every manager is a micromanager, many of them feel that they have to control everything in order to accomplish their goals. This can be very demotivating and demoralizing. When a manager tries to keep their team under their thumb, they are more likely to be more focused on their own goals and projects and less productive.
Leaders are able to give up their control to empower and inspire others voluntarily. If you hire the best and most talented individuals, you need to let them do their jobs. A leader would tell her team that she is always available, but she would also build their trust and confidence by saying that they can handle whatever comes up.
Most leaders would gladly give up a degree of control when they have intellectual humility. They don’t need to be right all the time, and they are more likely to relish the opportunity to be wrong.
Put people before your processes
While it’s important to reach your goals, it’s also not at the expense of your team. If you value transactions over relationships, then you’re not going to be able to lead effectively.
Instead of focusing on themselves, leaders are more likely to focus on the people around them. They understand that business is about people, and they are committed to being able to make the most of their interactions with others.
They listen more than they talk, and they are more likely to ask probing questions in order to facilitate the exchange of ideas. They also know that being active and silent are different. They use the pause to think about the issue and come up with a thoughtful response.
Being able to communicate effectively is also important to the success of your team. You must regularly share what matters most to them so that they can easily understand what you’re thinking. Inspiring and motivating others is also important to your team’s success. Leaders can help people feel heard and seen. They can help them align themselves with a shared vision. The ability to “walk the talk” is also important to your team’s success. Leaders who do the hard work to earn their credibility are more likely to attract people looking for advice and guidance.