1) Managers Manage the Tasks at Hand. Leaders Lead Towards the Future.

Managers are focused on getting the current job done. That's fine—it needs to
get done. But a leader is looking at the big picture. He or she asks the tough
questions, such as: How does this task lead towards the quarter's goals? How
does this fit into the company's overall plan? How does this help prepare the
employees for their future career goals?

2) Managers Supervise People or Tasks. Leaders can be Individual

Contributors.

There are people managers and project managers. Each has a defined set of
responsibilities. Sometimes a leader doesn't have a big title, and it's just the
person that everyone looks up to for guidance and direction to be an individual
contributor. This person embodies leadership and people naturally follow. This is
the type of person to watch out for and promote to management.

3) Leader's Guide People Towards Success. Managers Tell People What to

Do.

If you're a checklist type of a manager, you're probably not a leader. Check

boxes aren't bad—they aren't. But, if all you can do is tell people to check off
boxes, it's not leadership. A leader inspires and supports other people to succeed,
and sometimes that involves individual tasks and sometimes it involves letting
things evolve on their own.

4) Leaders Are Willing to Give up control. Managers Set Directions for

Everything.

When a direct report becomes too proficient, it can send ill-equipped managers
into a frenzy. Leaders rejoice and recognize that this person is ready for more
responsibility and a possible promotion. Managers may be tempted to keep their
tasks and their projects close at hand. Leaders recognize when someone is ready
to take on new responsibilities and rejoices in that.

5) Leaders Care About the People. Managers Care About the Numbers.

Numbers are important—anyone who tells you otherwise is off his rocker.
However, they aren't the only thing that matters. A manager might bark at a slow
moving worker to pick up the pace, but a leader will ask if there is a problem and
offer a solution. Both leaders and managers may end up firing an employee who
can't pull it together, but a leader will try to resolve the issue first.

Resolving a problem is often a more difficult task than firing an employee.

Ignoring a it doesn't make it go away and will likely encourage your best
employees to quit. Managers focus on hitting targets, while leaders see if their
team is solid and if there are problems brewing.