Leadership V Management

These two words are tossed around in many church and non-profit circles. Is one more important than the other? Do both have a place? I would have to say that an organisation cannot have an effective leader without efficient managers. And efficient managers NEED effective leaders. Notice the two words I have used too, effective and efficient. One focuses on motivation, the other focuses on competency. An effective leader is one that motivates people to act. An efficient manager accomplishes much and can make the leader of the department/organisation more effective in driving the vision and purpose.

Warren Bennis in his book, On Becoming a Leader highlights the two differences. Which do you relate to with regards to the two types of positions?

Below is a comparative list of the two titles:

• A manager administers; a leader innovates.
• A manager is a copy; the leader is an original.
• A manager maintains; the leader develops.
• A 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
• 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
• The manager plans and budgets; the leader creates vision and strategy
• The manager is generally directing and controlling; the leader allow room for others to grow and change him/her in the process
• The manager creates boundaries; the leader reduces them
• The manager’s relationship with people is based on position power; the leaders relationship and influence is based on personal power
• The manager acts as boss; the leader acts as coach, facilitator and servant
• The manager focuses on emotional distance, expert mind, talking, conformity and insight into organisation; the leader focuses on emotional connectedness, open mind, listening, nonconformity and insight into self
• The manager maintains stability; the leader creates change
• The manager creates a culture of efficiency; the leader creates a culture of integrity (honor)

It is important to mention that both roles are important. The leader pushes the manager and the manager helps the leader fulfil the vision of the organisation.

There are times when people have to be both leader and manager.

Especially in smaller organisations where often the leader of the organisation is also the manager. My suggestion is to be conscious of both ‘hats’. There is a time when one has to manage, but do not forget to lead. You organisation needs you to lead. The same could be said in reverse too. Don’t get so consumed leading, that your managing becomes inefficient.

Make time to lead however, read books on leadership, build a network of people that will stretch you to think more, to think beyond the now. Get some fresh inspiration, some fresh vision. Get a mentor who is going, reaching, stretching further than you. Buy them a lunch, spend some time with them. It just may be the best investment you make. People spend hundreds of dollars on vision casting conferences, leadership conferences and the like, these are all wonderful, but to what end if you have to get back to manage. I see this too often, people attend conferences, only to have to put out fires that volunteers or staff members have started. Boom, there goes all that momemtum from the conference. There is a Bible verse that says, Jesus came to give life and life more abundantly, but the theif (the works of the devil) come to steal, kill and destroy (John 10:10), any life that was given, is immediately stolen because the focus was to manage, not to lead.

Take a risk – empower others.

I remember talking to my pastor a while ago, and he said something very profound: ‘If we are to grow, we are going to have to take some risks.’ Naturally the greater the risk, the greater the odds to grow, or fail. But this is where the God factor kicks in. If you, the leader has a vision, be willing to take a risk. Take a risk on empowering a volunteer, trust the God in them. Gradually you might be able to free yourself up from some of the mundane things of managing. If you find yourself constantly in the trenches of managing, take a check. We have all heard the phrase, ‘if you want things to change, you have to change things’.

So both the manager and the leader have a unique set of skills, some are learnt, some are God-given graces. If you are a good manager, be the best manager God has empowered  you to be. He will make you the most efficient manager for your organisation that will bring glory to Him.

If you are a good leader, be the best leader God has empowered you to be. You will reach people, you will motivate them to go further than they could possibly have dreamed by themselves. Be the most effective leader for your organisation. Inspire the people the God has entrusted you with. Take the helm and lead, because God has empowered you to stretch and go further.