What is the main difference between a manager and a leader?

: القائد يكب أن يكون 1.و يتحلى بروح المبادرة مبتكر2.
حازم ويستطيع كسب حب الناس 3.
قادر على قراءة الوضع الراهن و إتخاذ القرارات الفورية المناسبة 4.
يتحمل المسؤولية ويدافع عن من هم تحت قيادته 5.
قادر على إيجاد فرص التحسين و فتح آفاق جديدة 6.
يجيد مهارات التفاوض و إدارة الأزمات : أما المدير فيجب أن يكون  1.
قادراً على تحريك الكادر العامل تحت إدارته لإنجاز أعمالهم 2.
قادراً على خلق روح التنافس و الإبداع بين موظفيه 3.
قادراً على تنفيذ سياسات و توجيهات العمل و المؤسسة 4.
قادراً على إدارة المشاريع و الآزمات 5.
قادراً على قيادة مؤسسته نحو النجاح و التميز وطبعاً عندما يتحلى المدير بصفات القائد يكون هذا هو المدير النموذجي

Dear Martha,   In business we have a10 Key Differences between Leaders and Managers: Attributes of a leader:     Studies, and develops ideas and principles     Innovates     Resourceful and looks for solutions to problems     Empathetic with a focus on people     Inspires trust among stakeholders     Understands the big picture     Superior listening skills     Courageously challenges the state of affairs, and asks why and what can be improved     Looks for opportunities to develop strengths     Develops a following Attributes of a manager:     Administrates     Accepts the status quo     Pragmatic in accepting trends and events, but goes no further     Focus is on control, structure and systems     Has a linear perspective – only follows what’s at the end of her/his nose     Asks a limited set of questions – just how or when?     Acts like a chameleon or imitator of other managers     Perceives threats     Minimizes weaknesses     Manages subordinates but has few, if any, devotees   “Leadership and learning are indispensable to each other.” -John F.
Kennedy   Here are some tips to help you make the necessary improvements: 1.
Managers give answers, leaders ask questions.
  There’s nothing certain to turn your employees against you faster than shouting orders at them.
Why not spare yourself the impending resentment and simply ask your employees this: “What would you do?” or “What do you think of this idea?” Allowing people to participate in the decision-making process will not only transform what could have been an order into something more easily swallowed--it also inspires creativity, motivation, and autonomy.
2.
Managers criticize mistakes, leaders call attention to mistakes indirectly.
  It may seem more efficient to point out your employees’ mistakes directly, but this will only leave them feeling embarrassed and frustrated.
You should really be giving them the chance to learn and grow from through your critiques.
Instead, give your employees the chance to address their mistakes.For example, say a project was sent to a client and you receive back a disgruntled message.
Calmly ask your employee about the clients concern and whether they feel what was provided was on par.
This will give them a chance to provide their input, while also improving for the future.
3.
Managers forget to praise, leaders reward even the smallest improvement.
  Praise pays off when it comes to increasing the overall success of your company.
Finding time to recognize your employees for even the smallest accomplishment will only increase their interest in what they do.
If you’re interested in ensuring your employees take pride in all that they do, regular feedback and recognition is certain to do the trick.
Everyone wants to be genuinely appreciated for their efforts.
4.
Managers focus on the bad, leaders emphasize the good.
  This really comes down to seeing the cup half empty or half full.
If you’re only willing to point out the flaws of a project or an employee, you’re not giving them much interest in learning or improving.
Instead, create a sandwich effect.
Start with some form of praise, follow with the criticism, and end with praise.
5.
Managers want credit, leaders credit their teams.
  Managers who lack leadership abilities are always first to take credit.
But effective leaders understand the importance of crediting their teams for the big wins.
This pays off in the long run for creative a workplace with a more positive company culture and employees who are driven toward more successes as a team.Management shouldn’t be approach through force, but rather through influence.
Put these techniques in place to improve the way your employees perform.
  Best Regards, Hany Sewilam AbdelHamid Business Development Manager

dont want to vomit the bookish material Dear Martha, i think manager is a person who is supervising his team and getting things done while avoiding conflicts.
where as a Leader is a part of team not just showing the goal but also showing the way to the goal and he always stays in the team as motivation..
  manager say go and do it leader will say lets go and do it thats it...

الفرق بين المدير والقائد هو ميزه تتواجد فى الشخص الذى يتسم باحدهما ولكن هناك صعوبه بالنسبه للاخرين الذى يفسرونها بمختلف التفسيرات لكن كلها تؤدى الى طريق واحد وهو الاجتهاد فى الابداع  لان كل واحد منهما يعتمد على صفه مميزهتجعل كل واحده منهما تختلف عن الاخرى,لذلك قد يستطيع القيادى ان يكون مدير ولكن من الصعوبه ان يكون المدير قائد ,لماذا؟لان المدير الثابت فى العمل يعتمد على روتين امامه يقوم هو بتطبيقه,مثلا الصواب والخطأ اما القائد او عموما القياده اسلوب مبتكر ليس فيه مركزيه بل تتوافر فيه الامركزيه فى الاداره اتباع اسلوب القدرات ولكن القدرات المستغله بطريقه صحيحه وليس القدرات الزائده عن الحد ولان فى اول الطريق لابد من موجها  لكى يدلك على الطريق  بالاضافه هناك اراء كثيره عن هذا المفهوم؟ ولكن اسئل نفسك هل اصلح لوحده منهما ام لا؟

  managers have subordinates and leaders have followers, managers create circles of power while leaders create circles of influence.
Management consists of controlling a group or a set of entities to accomplish a goal.
Leadership refers to an individual's ability to influence, motivate, and enable others to contribute toward organizational success.
 Personally, I liked it.
In our real life, we have both leaders and managers.
It is easier to be a manager than a leader.
A leader can be anyone in the hierarchy of the organization.
What's interesting is to find managers who are leaders for a manager : weaknesses, administrate , threats, focus on the system and the control,  for a leader: strenghts, innovates, develops the information, listenning skills- undertstanding the image and develops the following.

Management is doing things right; leadership is doing the right things.

A Leader says WE CAN, A Manager says do this, do that.

  Managers attend to operational excellence and, at their best, deliver against expectations.
Managers provide the business and its stakeholders with reliability, certainty, and predictability, all of which are essential to the viability and longevity of the organization.
Great managers attend to continuous process improvement, monitor progress against objectives, and track and report the data that allows for solid fact-based decisions.
Thus, every person in every role has management responsibility — the requirement to ensure that others can rely on them and their teams to deliver as promised within the parameters agreed.
  1.
Managers give answers, leaders ask questions.
There’s nothing certain to turn your employees against you faster than shouting orders at them.
Why not spare yourself the impending resentment and simply ask your employees this: “What would you do?” or “What do you think of this idea?” Allowing people to participate in the decision-making process will not only transform what could have been an order into something more easily swallowed--it also inspires creativity, motivation, and autonomy.
2.
Managers criticize mistakes, leaders call attention to mistakes indirectly.
It may seem more efficient to point out your employees’ mistakes directly, but this will only leave them feeling embarrassed and frustrated.
You should really be giving them the chance to learn and grow from through your critiques.
Instead, give your employees the chance to address their mistakes.
For example, say a project was sent to a client and you receive back a disgruntled message.
Calmly ask your employee about the clients concern and whether they feel what was provided was on par.
This will give them a chance to provide their input, while also improving for the future.
3.
Managers forget to praise, leaders reward even the smallest improvement.
Praise pays off when it comes to increasing the overall success of your company.
Finding time to recognize your employees for even the smallest accomplishment will only increase their interest in what they do.
If you’re interested in ensuring your employees take pride in all that they do, regular feedback and recognition is certain to do the trick.
Everyone wants to be genuinely appreciated for their efforts.

Managers 1.
Directing and controlling a group of one or more people or entities for the purpose of coordinating and harmonizing that group towards accomplishing a goal.
2.They are rational, under control problem solvers.
They often focus on goals, structures, personnel, and availability of resources.
Managers’ personalities lean toward persistence, strong will, analysis, and intelligence.
3.They manage work 4.Their outcomes are results 5.Create strategies, policies, and methods to create teams and ideas that combine to operate smoothly.
They empower people by soliciting their views, values, and principles.
They believe that this combination reduces inherent risk and generates success 6.They are risk -averse and they are involved in decision making 7.Their styles are Transactional, Autocratic, Consultative and Democratic 8.Their formality is through Formal authority & Position   LEADERS 1.Leadership means "the ability of an individual to influence, motivate, and enable others to contribute toward the effectiveness and success of the organizations of which they are members." 2.They are comfortable taking risks, sometimes seemingly wild and crazy risks.
Almost all leaders have high levels of imagination.
3.They focus on leading people and their outcomes are achievements.
4.Simply look at problems and devise new, creative solutions.
Using their charisma and commitment, they excite, motivate, and focus others to solve problems and excel.
5.They are risk takers and their role in decision making is facilitative 6.Leaders are transformational, dictatorial, authoritative, consultative & participative 7.Their formality is through charisma & influence

Leaders are people who do the right thing; managers are people who do things right.

Managers Count Values - Leaders Create Values

Managers have subordinates - Leaders have followers

Managers create circles of power - Leaders create circles of influence.

Managers control using power - Leaders influence and inspire.