Are you a Leader or are you a Manager?

There are great leaders. And there are great managers. And, in great organizations there are needed both. 

Which one are you? And why is it important to answer this question? Because….well, before tackling an answer,on second thought,  allow me to first digress to try to establish the foundation of my belief system in this regard.

I believe we humans are blessed with a gift no other species on earth has. I believe we are unique in our ability to:

1) dream of a future state,

2) return, upon awakening, to our current state and

3) make a conscious decision on what we wish to do about our current state relative to that future state we dreamed about.

Did you understand this? Read it again. Did you comprehend this incredible gift we have been given? Only we humans, I believe, have this ability. And what do we do with it?

 

I believe a great leader is one who is able to, not only have those dreams (we humans all can) but is able to,  return to the present, ground herself, frame those dreams as a clear vision and inspire others to follow that vision with the same passion, vigor and energy as she (the leader) feel. All of us have this ability to dream. Only a few of us have this ability to lead with our dreams. Whether its business, politics or religion we know who they are and we know what we mean.

I believe a great manager, on the other hand,  is one who is able to take that leader’s vision, create plans and strategies to achieve it, build a team and drive that organization to meet the goals, actions, tasks and key performance indicators (KPIs) necessary to make the leader’s dream come true.

Which is more important in an organization?  Answer: BOTH!

And why is it important you know which one you are?  Because knowing who you are provides you the opportunity to focus on your strengths without the frustration and skill gaps of trying to be someone you are not.

If you are the founder, owner, CEO or head honcho of an organization folks generally look to you to be the great leader. They expect you to be able to articulate the reason why you are doing what you are doing in such a way that it creates a primal brain (i.e. non intellectual and non emotional) following.

If you are that person, wonderful. If you are the top dog and not able to deliver that message, please recognize it soon and find someone who can.

Most often, great leaders are not great managers. I’m not saying that’s always correct, I’m just saying I believe it happens most of the time. So what?

No big deal. But, you may say, great organizations require great managers, and I would say yes they do. Great managers are not a dime a dozen but great managers are more readily found than great leaders.

Think of Steve Jobs and Apple’s current CEO Tim Cook. Jobs hired Cook to do the things he felt needed to be done when he knew he (Jobs) didn’t have the passion or skill sets to do… like supply chain management, cost controls, KPIs, process, systems etc. Jobs was the idea guy (with a maniacal fanaticism for design optimization), Cook was/is the process guy who got high quality products built on time and at the cost points necessary.

So, if you are the entrepreneur, the guy with the dream, the idea, the vision, and the values. If you are the guy who sees the company prospering in clear ways through the 21^st century but are smart enough to realize you are not the greatest manager who is interested, willing and able to measure weekly, monthly and quarterly KPIs, actions and goals, then don’t despair. Hire someone who can. And just like Steve Jobs hiring Tim Cook, do not hesitate to get someone who can manager the troops in ways that you cannot or choose not.

I really like the way the Wall Street Journal defines it:

• The manager administers; the leader innovates.
• The manager is a copy; the leader is an original.
• The manager maintains; the leader develops.
• The manager focuses on systems and structure; the leader focuses on people.
• The manager relies on control; the leader inspires trust.
• The manager has a short-range view; the leader has a long-range perspective.
• The manager asks how and when; the leader asks what and why.
• The manager has his or her eye always on the bottom line; the leader’s eye is on the horizon.
• The manager imitates; the leader originates.
• The manager accepts the status quo; the leader challenges it.
• The manager is the classic good soldier; the leader is his or her own person.
• The manager does things right; the leader does the right thing.

So how do you fit? Which one are you? Are you in the right role? What are you doing about it?