Difference Between Management and Leadership

Management and Leadership are very different though often thought to be the same thing. On the contrary, leadership is a part of effective management, but management includes much more. Management is the process of planning, organizing, coordinating, leading, and controlling the activities of others to reach organizational goals, enhance performance, and increase productivity. Leadership is the ability to influence the activities of others in order to accomplish the same objectives. Though the two are often used synonymously, there is an important difference between management and leadership. Management is focused on reaching the desired goals or achievements of the business on a daily basis. Leadership is focused on inspiring and motivating employers to uptake a company’s vision or change for the long term. Because effective management is inclusive of leadership, I believe it is more important than leadership by itself. While leadership is still very important, it doesn’t always matter. In some situations and circumstances, leadership isn’t necessary, is unlikely to make much of a difference, or isn’t to blame for poor performance or lack of productivity. Some business matters, including employee performance may be out of a leader’s control. This can make it impossible for leaders to reach or influence subordinates. Managers that can function efficiently in the other managerial areas of planning, organizing, coordinating and controlling is essential to business success. This is especially true in cases where quality leadership is ineffective.

Which Style Is Best?

The best style of leadership varies on a case by case basis in organizations. Which style of leadership to use depends on the situation, types of followers, and the leader. I believe the most effective leader will function using a combination of styles, choosing the most appropriate one for any given situation and using participatory leadership whenever possible. Participatory leadership is one in which leaders empower their subordinates to become involved in the decision-making process. When employees are included in the process and not merely told what to do, they feel valued and are more likely to be committed to changes and decisions. Some may even become advocates, making it easier for management to get the buy-in of other employees across the organization. This is important in a work environment that is undergoing changes as people tend to resist change. I have seen this firsthand in my work as a leader in the telecommunications field. Also it’s important to include employees in decisions that impact their day to day because often they have a better insight than managers do on what directly affects their productivity. Getting employee feedback and input can greatly enhance the leader’s ability to lead the employees in making a quality decision and possibly increase job satisfaction. While it may not always be possible to include subordinates in the decision-making process, leaders should look for opportunities to allow their employees to become involved.