2.

Differences between management and leadership

1. Leaders provide vision, managers set goals
Leaders paint a big picture of what they see and inspire their followers to work together to
make that picture a reality. They are responsible for thinking up and putting new ideas into the
company's plans for the next period. Leaders must always have a vision, while constantly
developing new strategies and tactics. They therefore need to be knowledgeable about the
latest trends, research and skill updates.

Meanwhile, managers focus on setting, measuring, and achieving goals. They control situations
so that everything is maintained and operating as planned.

2. Leaders are change agents, managers maintain the status quo

Leaders are people who are always looking for innovation. They accept change even knowing
that everything is working properly; if they think they have found a new way that works better.
Leaders understand and are ready for the fact that changes will often create a ripple of
instability in the enterprise/organizational apparatus.

Managers are always committed, sticking to what is working. They choose to tweak the system,
structure and process to make it more efficient.

3. Leadership is unique, management is learning

Ready leaders be themselves. They are self-aware and work hard to build their unique,
distinctive personal brand. Leaders are comfortable with their own style and ready to stand out.
They are also known to be authentic and transparent.

Managers learn their management skills and abilities through work experiences or from others.
They are more inclined to learn to create their own leadership style than to define and create
themselves.

4. Leaders accept risks, managers control risks

Leaders are willing to take on new things even when they may fail miserably. They know that
the higher the risk, the greater the chance; and failure will be a step on the road to success.

Managers work to reduce risks or unforeseen situations. They always seek to avoid and control
these problems rather than head into unsafe things.

5. Leaders prepare for the long haul, managers control the short term
Leaders are always visionary. They do what they say they will and work towards a big goal in
the distant future. Leaders can work towards this goal with burning motivation without
receiving any reward other than reaching the finish line.
In contrast, managers work on short-term goals. They always monitor, check the process and
seek recognition and rewards from superiors or from actual performance.

6. Leader expansion, personal development; Managers develop, perfect existing

skills
Leaders know if they don't learn something new every day, they will stand still and fall behind.
They are always curious and seek to embrace new things in an ever-changing business
environment.

Managers often seek to grow from what has made them successful; perfect existing skills and
apply proven methods through the knowledge, experience, that they have gone through.

7. Leaders reinforce trust, managers supervise and lead in terms of work

Leaders inspire employees. If people are excited about your idea, it's because they've instilled
"fire" and faith in them.

As managers, they are responsible for maintaining control over employees so that employees
can maximize their ability to create products and increase profits for the company. To do this
effectively, managers need to understand the behavioral trends, preferences, passions, and
welfare expectations of their subordinates.

8. Coaching leaders, direct coaching managers

Leaders know that the people who work for them already have the answers or can find them.
They know they have recruited competent and trusted people, creating conditions for their
subordinates to develop freely. Leaders don't tell their employees what to do and how to do it
until they see it as absolutely necessary.

Managers always assign tasks step-by-step and provide guidance on how to complete them for
their team.

9. Leaders ask “What and why”, managers ask “How and when”
If the company makes a mistake, the leader will be the one to ask: “What can we learn from
this mistake?” and “Why didn't this case be considered in the original plan?”

However, managers do not focus on mistakes. Their job is to ask “how” and “when” to make
sure the plan will work as intended