File Name: difference between leader and leadership .zip
At first glace it may seem there is little difference between the terms "leader" -- a person who leads someone else or a group of people -- and "leadership," referring to the methods and manner in which leaders lead. The first distinction is obvious: the leader is an individual, while leadership may represent a group of people leading an organization, a community or a country. Irrespective of culture, though, leaders should make people feel like they are all pursuers of a common goal.
Managers and leaders are two very different types of people. Leaders, on the other hand, adopt personal, active attitudes toward goals. They look for the opportunities and rewards that lie around the corner, inspiring subordinates and firing up the creative process with their own energy. Their relationships with employees and coworkers are intense, and their working environment is often chaotic. In this article, first published in , the author argues that businesses need both managers and leaders to survive and succeed.
Managers and leaders are two very different types of people. Leaders, on the other hand, adopt personal, active attitudes toward goals.
They look for the opportunities and rewards that lie around the corner, inspiring subordinates and firing up the creative process with their own energy.
Their relationships with employees and coworkers are intense, and their working environment is often chaotic. In this article, first published in , the author argues that businesses need both managers and leaders to survive and succeed. But in the larger U. The managerial power ethic favors collective leadership and seeks to avoid risk. Mentor relationships are crucial to the development of leadership personalities, but in large, bureaucratic organizations, such relationships are not encouraged.
Businesses must find ways to train good managers and develop leaders at the same time. Without a solid organizational framework, even leaders with the most brilliant ideas may spin their wheels, frustrating coworkers and accomplishing little.
But without the entrepreneurial culture that develops when a leader is at the helm of an organization, a business will stagnate and rapidly lose competitive power. Tough, persistent; smart, analytical; tolerant, and of good will—all qualities you want in your best managers.
How else can they perform their jobs: solving problems and directing people and affairs? Nor do they stimulate the change that all organizations require. For those qualities, you need leaders, not managers.
In this groundbreaking article, Abraham Zaleznik challenged the traditional view of management. That view, he argued, omits essential leadership elements of inspiration, vision, and human passion—which drive corporate success. Managers and leaders are two different animals. Leaders , like artists, tolerate chaos and lack of structure. They keep answers in suspense, preventing premature closure on important issues.
Managers seek order, control, and rapid resolution of problems. Companies need both managers and leaders to excel. Zaleznik offers a solution. Zaleznik suggests two ways to develop leaders. First, avoid overreliance on peer-learning situations, e. They stifle the aggressiveness and initiative that fuel leadership. Second, cultivate one-to-one relationships between mentors and apprentices; e.
These close working relationships encourage intense emotional interchange, tolerance of competitive impulses, and eagerness to challenge ideas—essential characteristics of leadership. The traditional view of management, back in when Abraham Zaleznik wrote this article, centered on organizational structure and processes.
Managerial development at the time focused exclusively on building competence, control, and the appropriate balance of power. That view, Zaleznik argued, omitted the essential leadership elements of inspiration, vision, and human passion—which drive corporate success.
The difference between managers and leaders, he wrote, lies in the conceptions they hold, deep in their psyches, of chaos and order. Leaders, in contrast, tolerate chaos and lack of structure and are willing to delay closure in order to understand the issues more fully. In this way, Zaleznik argued, business leaders have much more in common with artists, scientists, and other creative thinkers than they do with managers.
Organizations need both managers and leaders to succeed, but developing both requires a reduced focus on logic and strategic exercises in favor of an environment where creativity and imagination are permitted to flourish.
What is the ideal way to develop leadership? Every society provides its own answer to this question, and each, in groping for answers, defines its deepest concerns about the purposes, distributions, and uses of power.
Business has contributed its answer to the leadership question by evolving a new breed called the manager. Simultaneously, business has established a new power ethic that favors collective over individual leadership, the cult of the group over that of personality.
While ensuring the competence, control, and the balance of power among groups with the potential for rivalry, managerial leadership unfortunately does not necessarily ensure imagination, creativity, or ethical behavior in guiding the destinies of corporate enterprises.
Leadership inevitably requires using power to influence the thoughts and actions of other people. Power in the hands of an individual entails human risks: first, the risk of equating power with the ability to get immediate results; second, the risk of ignoring the many different ways people can legitimately accumulate power; and third, the risk of losing self-control in the desire for power.
The need to hedge these risks accounts in part for the development of collective leadership and the managerial ethic. Consequently, an inherent conservatism dominates the culture of large organizations. Rockefeller III describes the conservatism of organizations:. The deck is stacked in favor of the tried and proven way of doing things and against the taking of risks and striking out in new directions.
Out of this conservatism and inertia, organizations provide succession to power through the development of managers rather than individual leaders.
Ironically, this ethic fosters a bureaucratic culture in business, supposedly the last bastion protecting us from the encroachments and controls of bureaucracy in government and education. A managerial culture emphasizes rationality and control. Whether his or her energies are directed toward goals, resources, organization structures, or people, a manager is a problem solver.
It takes neither genius nor heroism to be a manager, but rather persistence, tough-mindedness, hard work, intelligence, analytical ability, and perhaps most important, tolerance and goodwill. Another conception of leadership, however, attaches almost mystical beliefs to what a leader is and assumes that only great people are worthy of the drama of power and politics. Here leadership is a psychodrama in which a brilliant, lonely person must gain control of himself or herself as a precondition for controlling others.
Such an expectation of leadership contrasts sharply with the mundane, practical, and yet important conception that leadership is really managing work that other people do. Three questions come to mind. Is this leadership mystique merely a holdover from our childhood—from a sense of dependency and a longing for good and heroic parents?
Or is it true that no matter how competent managers are, their leadership stagnates because of their limitations in visualizing purposes and generating value in work?
Driven by narrow purposes, without an imaginative capacity and the ability to communicate, do managers then perpetuate group conflicts instead of reforming them into broader desires and goals? If indeed problems demand greatness, then judging by past performance, the selection and development of leaders leave a great deal to chance. Further, beyond what we leave to chance, there is a deeper issue in the relationship between the need for competent managers and the longing for great leaders.
What it takes to ensure a supply of people who will assume practical responsibility may inhibit the development of great leaders. On the other hand, the presence of great leaders may undermine the development of managers who typically become very anxious in the relative disorder that leaders seem to generate. It is easy enough to dismiss the dilemma of training managers, though we may need new leaders or leaders at the expense of managers, by saying that the need is for people who can be both.
But just as a managerial culture differs from the entrepreneurial culture that develops when leaders appear in organizations, managers and leaders are very different kinds of people. They differ in motivation, personal history, and in how they think and act.
Managers tend to adopt impersonal, if not passive, attitudes toward goals. Frederic G. We must design not just the cars we would like to build but, more important, the cars that our customers want to buy. Nowhere in this statement is there a notion that consumer tastes and preferences arise in part as a result of what manufacturers do.
In reality, through product design, advertising, and promotion, consumers learn to like what they then say they need. Few would argue that people who enjoy taking snapshots need a camera that also develops pictures.
But in response to a need for novelty, convenience, and a shorter interval between acting snapping the picture and gaining pleasure seeing the shot , the Polaroid camera succeeded in the marketplace. It is inconceivable that Edwin Land responded to impressions of consumer need. The example of Polaroid and Land suggests how leaders think about goals. They are active instead of reactive, shaping ideas instead of responding to them. Leaders adopt a personal and active attitude toward goals.
The influence a leader exerts in altering moods, evoking images and expectations, and in establishing specific desires and objectives determines the direction a business takes. The net result of this influence changes the way people think about what is desirable, possible, and necessary.
Managers tend to view work as an enabling process involving some combination of people and ideas interacting to establish strategies and make decisions.
They help the process along by calculating the interests in opposition, planning when controversial issues should surface, and reducing tensions. Alfred P. The time was the early s when Ford Motor Company still dominated the automobile industry using, as did General Motors, the conventional water-cooled engine.
With the full backing of Pierre du Pont, Charles Kettering dedicated himself to the design of an air-cooled copper engine, which, if successful, would be a great technical and marketing coup for GM.
Kettering believed in his product, but the manufacturing division heads opposed the new design on two grounds: first, it was technically unreliable, and second, the corporation was putting all its eggs in one basket by investing in a new product instead of attending to the current marketing situation. In the summer of , after a series of false starts and after its decision to recall the copper engine Chevrolets from dealers and customers, GM management scrapped the project.
Alfred Sloan was all too aware that Kettering was unhappy and indeed intended to leave General Motors. Sloan was also aware that, while the manufacturing divisions strongly opposed the new engine, Pierre du Pont supported Kettering.
Further, Sloan had himself gone on record in a letter to Kettering less than two years earlier expressing full confidence in him. The problem Sloan had was how to make his decision stick, keep Kettering in the organization he was much too valuable to lose , avoid alienating du Pont, and encourage the division heads to continue developing product lines using conventional water-cooled engines.
First, he tried to reassure Kettering by presenting the problem in a very ambiguous fashion, suggesting that he and the executive committee sided with Kettering, but that it would not be practical to force the divisions to do what they were opposed to. He presented the problem as being a question of the people, not the product.
Second, he proposed to reorganize around the problem by consolidating all functions in a new division that would be responsible for the design, production, and marketing of the new engine. This solution appeared as ambiguous as his efforts to placate Kettering.
Kettering, a kind of copper-cooled car division. Kettering would designate his own chief engineer and his production staff to solve the technical problems of manufacture. Sloan did not discuss the practical value of this solution, which included saddling an inventor with management responsibility, but in effect, he used this plan to limit his conflict with Pierre du Pont.
Essentially, the managerial solution that Sloan arranged limited the options available to others. The structural solution narrowed choices, even limiting emotional reactions to the point where the key people could do nothing but go along. Kettering at some length this morning, and he agrees with us absolutely on every point we made.
I develop leaders. Doing leadership actions or holding a leadership position does not make you a leader. Notice the lack of reference to position. Where you land in the organizational chart has little to do with being a leader. You can lead without a position. Be a leader and work toward the desired result, people will join you.
The difference is that leaders embody leadership mindsets and actions. It's who you are as a person that makes you a leader. Doing leadership actions or holding a leadership position does not make you a leader.
Bass, B. The Bass handbook of leadership: Theory, research, and managerial applications. Bennis, W. Managing the dream: leadership in the 21st century. Journal of Organizational Change Management, 2 1 ,
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