Leadership Vs. Management
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Leadership vs. Management
Much has been written about the difference between management and leadership. In the past, competent management staffs ran effective companies. In light of our ever-changing world, however, most companies have come to realize that it is much more important to lead than to manage. In todays world the old ways of management no longer work. One reason is that the degree of environmental and competitive change we are experiencing is extreme. Although exciting, the world is also very unstable and confused. In an article entitled Whats the Difference between Your Hospital and the Other? Gary Campbell states that the difference between a manager and a leader is that the manager “finds himself quite willing to take risk, but seemingly afraid to take the risk of being different.” That being true, a manager will always be reactive instead of proactive. A true leader will be proactive. He will embrace change and will look for ways to differentiate himself and his company from the competition.
Warren Bennis – a popular writer of leadership resources – defines the difference between managers and leaders by using the following contrasts:
The manager administers; the leader innovates.
The manager maintains; the leader develops.
The manager accepts reality; the leader investigates it.
The manager focuses on systems and structures; 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 has his or her eye 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 culture of an organization is embodied in its vision as well as the actions and attitude of its employees. Managers can sometimes sustain the skeleton of the company culture but it takes a leader to invigorate it and keep it healthy. A manager works hard at keeping the “old” culture and a leader works even harder at ensuring the culture is innovative and breathing in each of its employees. Both are concerned with the company culture, but only the leader will make sure the culture is evolving with the rest of the industry and the world.
One idea for creating and maintaining a healthy organizational culture is simply to ensure that there are processes in place to select and develop the best people available. A great deal of money and resources should be devoted to carefully screen job applicants, identifying those few whose values closely match the companys. To be selected to fill a leadership position in the company, a person would have to possess the passion and skills necessary to keep the culture alive and healthy. In addition to the resources necessary to ensure optimal staff selection, the company must be focused on continual employee development. A leaders skills must be fed and cultivated. The leader must be given this consistent message: change is good change is vital. According to a leadership article found on www.1000ventures.com, “The operative assumption today is that someone, somewhere, has a better idea; and the operative compulsion is to find out who has that better idea, learn it, and put it into action – fast”. I believe that Allstate attempts to abide by this theory but due to its size is probably not always successful. There are many positions to be filled on a daily basis and it is probably not practical to think