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Can we be a good leader without being a good manager? In my experience, the best leaders are also good managers, and the best managers have strong leadership capabilities. To be successful, one must have both a passion for improving his organization and the capability to drive his efforts through the final stage. How to recognize leadership potential in a young team? The most important aspect is whether the person has identified and feels real passion. If a person doesn't have the passion, then he lacks the real drive to perform to his ability. The best Managers are not only good at identifying their own strengths and weakness but also of the members they lead; and create appropriate need to perform by leading from the front. If things don’t fall in place the leaders shift the followers to the cherished domains so that the best can be extracted and at times ruthless in showing the door. Some people are "natural" leaders, others may keep low profile yet inspire with their simplistic yet smart work. The self made prefer to operate capably within a well-defined context. Most people may not be born leaders, however, can develop their leadership skills by working at it.. Regards, S.Madhusudan Rao
This is the short answer: Leaders lead people. Manager manage tasks.
Managers have subordinates, Leaders have followers.
Managers:
Authoritarian, transactional style
Work focus
Seek comfort
Leaders:
Charismatic, transformational style
People focus
Seek risk
When a good manager leads his team to good results, a leader leads his team to outstanding results without overcontrol and extra planning. A leader can be a good manager, but that is not so necessary. The main purpose of the leadership is to inspire people, give them an idea, courage, and longing to reach team goals. Strong leadership skills are very required at the stage of start up, and at the stage of internal crisis of a company, when a leader has to organize and stimulate work in terms of the unknown. But when everything has been put in order and a stable condition, strong managing abilities are preferable to manage processes.
Not necessary. All great leaders are not good managers. There are many leaders who inspires their team/people by their approach to situations, ability to see opportunities etc. They may be good leaders, but necessarily need not be good managers and vice versa.
Leadership and management are2 different skills.
how you become a leader if you are bad manager ?
leadership is a higher stage than management, every one can be a manager but not every manager can become a leader , a team manager will ask the people to follow the orders or maybe he will force them to follow it , the team leader will gain their trust so they will love following his orders . leadership creates a work family but management without leadership is like a train , strong, fast , loud but crashes when it comes out of its lane.
With some exposure and training i think yes, leaders can become great managers. If a leader excells in his position, shows his passion for the work he does then he will have the ambition to grow. A person who works hard and is proud of his daily operations will have the carry the same values with him into another position. These are the people who make great leaders because they care about their companies, work environment and people. On the other hand, leaders who gets promoted to managers based on friendship or likes are ussually the guys who skies by on telling jokes and making sure people their peers likes them.These guys are the guys who fails their teams and forget what they are there for. Lazy managers and leaders are both the same, they deliver very little value to anyone.
I will put it cruel, a leader without managing skills is a dictator.
Leader vs Manager is perhaps a debate that's as old as the history of modern business organization. In so many ways, both of these terms are somewhat nebulous with many definitions.
Leader vs Manager: Traits and CharacteristicsIn my experience in working with leaders and managers, I have found that most people are predisposed from their early childhood, maybe even from birth, to be either a leader or a manager. That's not to say that a person can't acquire the skills to be one or the other, only that to most people one is more natural than the other. This is why a person would be naturally attracted to either being a manager or a leader. Following are some traits and qualities that make leaders and managers predisposed to be one or the other.
Updated on April 24, 2016
Are You a Leader or a Manager?
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Intoduction
Leader vs Manager is perhaps a debate that's as old as the history of modern business organization. In so many ways, both of these terms are somewhat nebulous with many definitions.
This article starts with a simple self-assessment that helps you determine whether you are predominantly a leader or a manager. Next, it defines what leadership and management are and compares and contrasts their traits, characteristics and qualities. It also provides some resources for further exploration, study and reference.
The best place to start reading this article is to take the simple assessment to the right. A word of caution: It's wrongly assumed by many that leaders are somehow "better" than managers or that managers should try to be leaders. Both have their value in the world. Please make sure that you answer the questions with brutal honesty with yourself.
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In my experience in working with leaders and managers, I have found that most people are predisposed from their early childhood, maybe even from birth, to be either a leader or a manager. That's not to say that a person can't acquire the skills to be one or the other, only that to most people one is more natural than the other. This is why a person would be naturally attracted to either being a manager or a leader. Following are some traits and qualities that make leaders and managers predisposed to be one or the other.
Leadership vs Management Personality Traits Leadership Personality TraitsManagement Personality Traits Big Picture Detail Oriented Strategic Tactical "Are We in the Right Jungle?" Cutting Trees Efficiently Vision, Strategy, Execution Goals, Projects, Tasks Effectiveness Efficiency Forge Vision Follow Vision Right Brain/Lateral Thinking Left Brain/Linear Thinking Progress Process, Results People are the Reason People are the Means People More Important than Task Task More Important than People Internal Frame of Reference External Frame of Reference Intuitive: Seek Internal Guidance Sensing: Seek External Data Visionary, Dreamer, Romantic Level-headed, Realistic, Practical Goose: Production Capacity Golden Eggs: Productivity, Production Panoramic Vision Tunnel Vision Leader vs Manager: Commonalities and DifferencesLeaders and managers share 6 things in common. They differ, however, in how they deal with those six things.
1. People
Both leaders and managers work with people. However, for a leader, people are the reason, the cause for whom an endeavor is taken on, a vision attained or a project completed. For a manager, people are primarily a means to achieve a significant achievement, accomplishing an important task or completing a project.
2. Reality
Both managers and leaders understand that there is a collective condition, a Reality, that's unacceptable to a group of people. A leader's intention, however, is to help those people believe in the Vision of a solution to their Reality. The manager's intention is to motivate them on a gradual path to a Vision.
People often form a Vision of how they want things to be, which is important to both leaders and managers. Leaders help people forge a shared vision that they believe in and communicate it back to them to get their agreement. Managers help people make that Vision actionable by breaking it down in incremental goals, projects and tasks and providing the necessary resources for moving forward in the direction of the Vision.
The gap between the Reality and the Vision, also known as Cognitive Dissonance in psychology, gives rise to an endeavor. Leaders use Cognitive Dissonance to help people carve out a path from Reality to Vision that they can believe in. Managers use Cognitive Dissonance to help people take specific action steps on a specific path.
Both leaders and managers understand that people need to choose a common path to go from their Reality to their Vision. Once the path is chosen, leaders make certain that people remain on the right path to the right Vision. Managers, however, make sure that their progress on that path is pursued efficiently - as quickly as possible and at the minimum expenditure of resources.
People often share a sense of mission or purpose that transcends the avoidance of Reality and achieving of a Vision. Both leaders and managers make use of Higher Purpose. Leaders bring out the best in people, their higher angels, so they will give their whole beings to the achievement of the Vision. Managers tap into people's higher purpose and transform it into a selfless sense of persistence, endurance and perseverance.
I think there is not a rule to control this issue, but good leader doesn't mean a good manager.
the leadership depends more on the personality and technical knowledge of the field but management depends more on the association rules following and work flow.
finally, professional (Successful) manager has to be a good leader, but a good leader doesn't have to be a manager.
I agree with you sir
Commander without skills Director
Be bad
Conversely Director may dispense Qualities of a Leader
When required to have a board of directors
Or Consultant Office
Cares leadership
Yes. Some great leaders fail at management. The reason is but natural and acceptable. Leaders are born looking at the big picture while some managerial requirement needs looking at the details of daily matters. Because of these two conflicting facts, some leaders find it difficult to attend to the micro and the routines.
