Are You A Manager Or A Leader by Mark Wager

Are You A Manager Or A Leader?

By Mark Wager

The debate over whether it’s better to be a Manager or a Leader has persisted in boardrooms and offices across the globe. Some argue that strong management is the cornerstone of organisational success, while others believe that true leadership is what propels businesses forward. In recent years, leadership has been praised as the panacea to all corporate challenges, often depicted as inspirational and visionary, whereas management is sometimes dismissed as old-fashioned, rigid, or uninspiring. This dichotomy, however, is misleading. It creates confusion, leaving many professionals unaware that effective leaders often require both managerial and leadership skills to succeed. Understanding the difference between these two roles is crucial because while many think they are leading, they are, in fact, managing.

The Subtle Yet Crucial Differences

To understand this better, let’s first clarify what management and leadership actually mean. At first glance, the difference may seem subtle, but in practice, the execution is vastly different.

• Management is the responsibility for controlling people and resources to achieve specific objectives. Managers are tasked with ensuring that processes run smoothly, goals are met, and problems are solved.

• Leadership, on the other hand, is the ability to influence people to achieve an objective. Leaders inspire, motivate, and create a sense of purpose that transcends daily tasks.

While both roles aim to achieve goals, they differ significantly in how they go about it. Management is closely tied to a position within an organisation—your authority is based on your title or role. Leadership, however, is not tied to a position and can be exercised by anyone at any level. Leadership is about influence, not title, and anyone who can inspire others, regardless of their rank or position, is a leader.

Positional Power vs. Personal Influence

The key difference between management and leadership lies in how influence is exerted. A manager uses positional power—the authority granted by their role. They influence people through the implicit social expectation to follow orders from someone in charge. They may also use mechanisms such as rewards or punishments, which can be effective but are often limited. These tools do not inspire extraordinary performance; they ensure compliance. Employees follow managers because they are required to, not because they are inspired.

In contrast, a leader doesn’t rely on rewards, punishments, or their position. Leaders influence people in one of two ways: either through expertise or through personal qualities. People follow a leader because they trust their knowledge or because they admire their character, passion, and integrity. This kind of influence transcends any organisational chart and inspires followers to go above and beyond what is expected. It fosters a sense of ownership, purpose, and commitment in the team.

Leadership Without a Title

History has shown us that some of the most transformative leaders never held formal positions of power. Figures like Martin Luther King Jr. or Mahatma Gandhi didn’t wield authority through a title. Instead, they influenced millions through their personal qualities—integrity, courage, and vision. Their leadership changed the course of history, not because they managed people but because they inspired them to believe in a cause greater than themselves.

You don’t need a managerial title to be a leader. In fact, if people come to you for advice, ask for your opinion, or follow your suggestions, you are already leading. Leadership is about how you influence others, and in today’s collaborative workplaces, influence can come from any direction—not just the top. This is a role that shouldn’t be taken lightly because, as a leader, you have the ability to shape the thoughts, behaviours, and actions of those around you.

Can Managers Be Leaders?

If you are already in a managerial position, you have an opportunity to lead as well. Ask yourself this: if you weren’t their boss, would your team still follow you? Do you know what truly motivates and inspires your team members? More importantly, do they know what drives you? Leadership is built on trust, communication, and understanding. When you combine leadership with your managerial skills, you unlock the full potential of your team.

The best leaders don’t just manage tasks; they inspire people to take ownership, innovate, and pursue goals beyond the immediate horizon. Leadership creates a vision, while management ensures the execution of that vision.

Striking the Balance: The Manager-Leader Hybrid

The ultimate aim is not to choose between being a manager or a leader but to blend the two roles seamlessly. To be truly successful, you need to master both. Strong managerial skills help you create systems, processes, and structures that maximise efficiency and ensure objectives are met. These skills are particularly critical for front-line managers and supervisors, where operational efficiency is paramount.

However, it’s leadership that will take your team beyond mere functionality. It’s leadership that turns strategies into stories, tasks into missions, and performance into purpose. It’s leadership that transforms organisations. While management gets the team to its destination, leadership ensures that destination is one worth reaching.

The Power of Leadership in Action

When you look at some of the most revolutionary changes in the world, they were often initiated not by managers but by leaders. It’s leaders who see the potential in every individual and inspire them to dream big. These leaders embody personal qualities that resonate deeply with their followers, such as honesty, passion, and conviction. They create movements that outlast their tenure and inspire progress for generations to come.

Consider your own role. Are you relying solely on the power of your position, or are you influencing others through personal example, integrity, and a vision for the future? True success comes when you merge the skills of management with the influence of leadership. As a manager, you ensure that the work gets done. As a leader, you make people want to do it.

If you’re looking to develop both your leadership and management skills, or you’re unsure of how to strike the right balance between the two, I can help. With over 30 years of experience in leadership coaching, I’ve worked with professionals across New Zealand and the Pacific region to unlock their potential and lead with confidence. Whether you want to become a more effective leader or refine your managerial abilities, personalised coaching can provide the tools and guidance you need to succeed.

Contact me today for a consultation, and let’s take the next step in your leadership journey together.