9 Ways Leaders Are Vastly Different from Managers

There are managers. And there are leaders. When you get promoted to a role where you’re managing others, you don’t automatically become a leader. With the right focus, of course, you can grow into a leader – maybe even a great leader! Here the nine most important distinctions between leaders and managers:

1. Leaders create a vision. (Managers establish goals.)

Managers focus on setting, measuring, and achieving goals. Leaders, on the other hand, are visionary. They paint a picture of what is possible. They inspire and engage?people to be part of something bigger, beyond the daily doing of work. Leaders know that high-functioning teams can turn vision into reality when they are unified around a shared purpose.

2. Leaders are change agents. (Managers build on the status quo.)

Managers typically stick with what works, refining processes and activities. Leaders, on the other hand, are proud disrupters who embrace change. Innovation is their mantra. They accept that changes to the system often create waves and cause discomfort, but are still necessary.

3. Leaders are unique. (Managers copy.)

Managers mimic the behaviors and styles of others leaders. Leaders, on the other hand, are willing to be themselves and show up authentically. They are self-aware and work actively to build their unique and differentiated personal brands. Leaders know how to use their superpowers to stand out and deliver value.

[Do you know what your superpower is? Take 10 minutes to discover your superpower here!]

4. Leaders take risks. (Managers control risk.)

Managers are in the business of controlling problems and managing risks. Leaders, on the other hand, are willing to try new things, even if they may fail miserably. They encourage their people to innovate and take risks too. Leaders communicate a failure as a learning opportunity on the path to success.

5. Leaders are in it for the long haul. (Managers think short-term.)

Managers focus on short-term milestones, seeking regular encouragement along the way. Leaders, on the other hand, focus strategically on longer-term goals. They don’t seek immediate recognition to stay engaged and motivated. Leaders work to build the future.

6. Leaders commit to personal development. (Managers apply proven skills.)

Managers often double down on what made them successful, perfecting existing skills and adopting proven behaviors. Leaders, on the other hand, are life-long learners. They know if they’re not moving forward, they’re falling behind. Leaders actively seek out experts and resources that will expand their thinking.

7. Leaders build relationships. (Managers build structures.)

Managers focus on building the organizational structures necessary to get things done. Leaders, on the other hand, focus on building a network of people they need to influence to bring about change. Leaders build trusting relationships by showing up authentically, connecting empathetically, and inspiring with a compelling vision.

[Looking to expand your sphere of relationships? Take the LinkedIn Profile Indicator (LPTI) quiz to assess your digital first impression when people connect with you.]

8. Leaders coach. (Managers direct.)

Managers assign tasks, provide guidance, and measure performance. Leaders, on the other hand, are optimistic about the potential for their team members to grow. They resist providing all the answers and the “right” ways of doing things. Leaders give the gift of exploration and discovery through coaching.

[Eager to do more coaching and less directing? Watch this video with tips for how to coach at work.]

9. Leaders have fan clubs. (Managers have employees.)

Managers have staff who follow directions and seek to please them. Leaders, on the other hand, have followers who help them build their brands and achieve their goals. They build a circle of raving promoters who help them grow their visibility and credibility.

Are you a manager or a leader?

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