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Every manager isn’t a leader, and every leader isn’t necessarily a manager. It’s easy to assume that the two positions are one-in-the-same, but they’re actually not mutually exclusive. And if that’s true, then the concept of leadership and management must be vastly different. So, what is the difference between leadership and management, and why does it matter? Let’s dive in.

What is Management?

Indeed.com defines management as “the coordination and administration of tasks to achieve a goal. Such administration activities include setting the organization’s strategy and coordinating the efforts of staff to accomplish these objectives through the application of available resources.” All that to say that a manager is the person responsible for administering and guiding the tasks. Common skills of a manager include critical thinking, problem-solving, time management, goal setting, and execution. They’re the tactical person on the team that sets expectations, plans, performs, and manages the team along the way.

What is Leadership?

Leadership is the act of leading. It’s when an individual, group of individuals, or organization is in a position to influence or guide others. Leaders motivate employees to accomplish a common goal and lead by example. They’re innovative, empathic, communicative, and have a vision. Leaders are self-aware employees who focus on developing others for the common good of the individual and the organization.

Key Differences Between Being a Leader and Being a Manager

The key difference between managers and leaders is that managers define goals and instruct employees to achieve them while leaders inspire employees to achieve those goals. Leaders earn the respect of others and foster a respectful team environment. Their actions speak louder than words, and they make the right decision even when it’s not the easiest decision.

Why it Matters & How You Can Become a Leader

Great managers are also great leaders, but great leaders can come from any level in an organization. A manager, by definition, is in a position of authority at a business to manage a team. But leaders, on the other hand, can exist at any level of a business no matter where the individual is in their career. From individual contributors to managers to executives, everyone has the ability to lead others.

So, what steps can you take today to position yourself as a leader in your organization? Try these:

Lead By Example

Be the type of leader you want to work with by leading by example. You never know who is watching and who may become inspired by your actions because everyone can inspire.

Develop and Foster Relationships

Connect with individuals across your organization. From interns to directors, everyone matters, and everyone plays an integral part in a company’s success. Make it a point to foster the working relationships you have and reach out to those you don’t know.

Be Equitable and Inclusive

Leaders are thoughtful. They take everyone into consideration when making decisions, and they’re equitable. From their views on gender parity and race to remembering to pick up a special treat for the employee with a food allergy during a birthday celebration, they’re inclusive and recognize every individual’s efforts and contributions.

Communicate Effectively

Regardless of your position, communication is vital. Every employee needs to be able to communicate their aspirations and needs. Great leaders communicate often and effectively.

Have a Positive Attitude

Carrying around a negative attitude isn’t going to inspire or motivate anyone. There’s always a silver lining to be found, even in the toughest of situations. Be kind and have a positive attitude. It’s more contagious than you think.

Any time you step into a new role or start at a new company, you want to put your best foot forward. This is especially true when you get promoted from an individual contributor to manager. Those first 90 days are a chance to prove yourself and show the company they made the right decision selecting you for the job.

The first 90 days in a new role are a time of learning and growth. Some people are natural-born leaders, but for others, it may not come as naturally. If you want to set yourself up for success in your new role, here are seven things to do in your first 90 days as a manager.

Get to know your team.

Whether you’re a brand new manager at the company or you’ve been promoted after years of hard work, get to know your new team. Your team’s success is a direct reflection of you and your leadership, so it’s essential to spend time learning about them. How do they work best? What are their career goals? What’s important to them outside of work? Set up one-on-ones to get acquainted with each team member.

In addition to forming a relationship with individuals, it’s also essential to establish a team bond. Unless you’re tasked with building your team, chances are they’ve been working together for years and have an established culture. How can your team work together to achieve the company’s goals? Spend time learning about your team dynamics. Schedule a team meeting for a more formal approach or have a team lunch (in person or virtually) if you want to keep it more casual.

Build your network.

Networking internally is just as important, if not more important, than networking externally. As a new manager, you’ll need people to lean on for advice and support as you get acquainted with your new responsibilities. Plus, there’s a good chance you’ll need to collaborate with other departments to accomplish your team’s and company’s goals. Make it a point to reconnect with existing colleagues and reach out to unfamiliar colleagues to establish a connection in your first 90 days.

Understand what’s working and what’s not.

To be effective in your role, you need to understand what’s working well and what needs improvement. From a team perspective and a process perspective, take the time to evaluate how you can improve in your new role. As a leader, you have the opportunity to impact how your team works, what gets accomplished, and how your team adds value to the organization.

Communicate expectations.

Now more than ever, you have the responsibility to grow and develop team members, achieve goals, and show how valuable your expertise is to your company. As a manager, you’ll have personal goals and team goals, and to accomplish these goals, you must communicate your expectations for achieving them. Set up time with your team to lay the groundwork and meet with your manager to understand what they expect from you.

Set realistic goals.

Think about how you can immediately add value and what you can accomplish once you get acclimated to your new responsibilities. Align your goals with your company’s company goals and their expectations for you. We all want to change the world, but what can you actually accomplish both in your first 90 days and beyond. Setting unrealistic goals will set you up for failure, so set realistic goals to keep you motivated.

Delegate.

A major difference between your previous role and your new role as a manager is you now have the ability to delegate. You don’t have to do it all yourself, and most likely, you won’t have the time to do it all yourself. Consider what tasks and projects you can offload. This not only frees up your time for new responsibilities but it gives team members the opportunity to expand their expertise. Being a leader is as much about developing your team as it is about achieving your goals, and delegating can help you do both.

Allow yourself to be new.

You are a new manager, so allow yourself to be new. You’re not expected to have all the answers or get everything 100% right. It’s human nature to make mistakes and stumble from time to time. Try to relax and be comfortable in the uncomfortable. Be kind to yourself when things don’t go as planned and know when to ask for help. Your new role will get easier over time as you gain more confidence in your managing abilities. Until then, give yourself grace because, well, you’re new at this.

Leadership vs. Management: What’s the Difference and Why it Matters

7 Things to Do in Your First 90 Days as a New Manager

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