Difference Between Leadership and Management Styles
Are Leadership and Management The Same Thing?
What's The Difference Between Leadership Styles and Management Styles?
Before we look at the difference between leadership and management styles, we should ask ourselves “what is the difference between leadership and management?”.
One way to describe this would be as follows;
Management is about “me”; Whereas Leadership is about “you”
Let me explain what I mean by this. If I am a manager, then the objective is the one that I set. I apply my management styles to get you to help me achieve my objective.
If I am genuinely into Leadership, then I apply my leadership styles to get you to achieve your objective. This is a subtle but critical difference.
Inspiring Leader – Nelson Mandela
The No 1 Difference Between Leadership and Management Styles
We often say “leadership style” when what we actually mean is “charismatic management style”. The lines between leadership and management styles are blurry however there are some critical differences.
Leadership and management are two distinct concepts, although they are often used interchangeably.
Leadership refers to the ability to inspire, motivate and guide others towards a common goal. A leader has the ability to influence and direct people and to create a vision that others are drawn to follow. Leadership is centred around the personality, behaviour, and interpersonal skills of the leader.
Management, on the other hand, involves the planning, organizing and controlling of resources (including people, finances, and materials) to achieve specific goals.
Managers are responsible for ensuring that tasks are completed efficiently and effectively. Management requires a focus on processes, systems, and structures, and involves the ability to make decisions, allocate resources, and solve problems.
In practice, the lines between leadership and management can be blurry, as effective leaders often have strong management skills, and effective managers often exhibit strong leadership qualities. However, the key difference is that leadership focuses on people and creating a vision, while management focuses on tasks and achieving goals.
Factors Associated with Leadership
There are other factors which are considered to be to do with leadership such as;
- Leaders inspire and motivate.
- Leaders innovate
- Leaders set new objectives
- Leaders create vision and strategy
- Leaders deal with change
You may find that the above list may also be claimed by managers. Although there is some sense in this list, it’s not always the case. For instance, Managers have to motivate people too, if they want to see a high performance.
Factors Associated with Management Styles
What we can say about management that is mostly true in most cases is;
- They manage resources
- They have a clear objective
- It’s repetitive and process orientated
Is it possible to be a good leader but a poor manager, or a poor leader but a good manager?
Have you seen the film about Abraham Lincoln, the 16th President of USA. From this film, it was apparent that he was not a great manager. But what was needed was a great leader and this is something he could provide.
His great skill was in making the 13th amendment to the constitution (the abolishment of slavery) important to the people who were voting for it.
He did not make it about being important to him. He convinced each congressman that voted “yes” that it was important to them personally.
It is possible to be a poor manager and a good leader. It is also possible to be a good manager and a poor leader. If you accept this premise then clearly management and leadership are two distinct entities and should be treated as such.
If we accept that there is a significant difference between management and leadership, then it may be helpful to explore which management styles our leaders employ.
Management Styles
Although these are often broken down into a handful of management styles, there are as many management styles as there are managers.
Commonly you will read about the following management styles;
- Autocratic
- Democratic
- Transformational
- Coaching
- Laissez-faire
- Transactional
However, be careful not to fall into the trap of thinking you use just one of these or that you should pick one of these. That’s not how human psychology works.
There are 7 billion management styles and you will have your own natural management style. You can of course, adapt your style, however, you have a natural management style that suits you perfectly and you should work in harmony with your natural style as far as possible.
Each manager delivers their own unique management style in accordance with their personality type and their experience. The above labels are useful for consultants and people who write books but there is an element of jargon, smoke and mirrors about this list. Don’t be fooled.
Which Management Styles Work Best?
In the end, you have to be true to yourself. You have to manage in accordance with your own personality type. Management styles that work for other people may not work for you. For some, a democratic management style works best, for others an autocratic management style.
There have been many great managers and they have used the full range of management styles. Management Styles vary but if you really want to make a difference in the world you need to think about your leadership style. If you want to hire great managers and discover more about their natural leadership style, then use the Interview Pro – Manager & Team Leader personality report.
Leadership Styles
Differences in leadership styles?
We have already established that Management and Leadership are two separate things. If you have done any research in this area you will see that the words used to describe both leadership and management styles are used interchangeably. This isn’t;’t helpful.
As with management, there are as many leadership styles as there are people. Your natural leadership style is determined by your personality type. Your adopted leadership style will be whatever you decide it to needs to be.
However, it is recommended that you place yourself in an environment where your natural leadership style can be employed, this way you are not having to “try” you are simply doing what comes naturally.
So while it is OK to adapt your leadership style a little from time to time to suit a particular situation (your adopted leadership style), you ideally want to work with your natural leadership style as often as possible.
Charismatic Leadership Styles
Leadership must be about delivering the objectives of others. It must be about helping and inspiring others to realise their own objectives. It’s true that many leaders may also suggest the objective but in the end, the objective must belong to the individual, not the leader.
Let’s take Martin Luther King. Here are a couple of quotes
“I refuse to accept the view that mankind is so tragically bound to the starless midnight of racism and war that the bright daybreak of peace and brotherhood can never become a reality… I believe that unarmed truth and unconditional love will have the final word.” Martin Luther King, Jr.
Here he preaches about love and an end to racism. It’s not quite the same thing as punishing racists.
“We must learn to live together as brothers or perish together as fools. Martin Luther King, Jr.
Neither of these quotes are about Martin Luther Kings objectives but they are about the future of each individual; black and white. He realised that this is a journey that each individual must make of their own accord. When you are talking about love, it is a completely personal and individual experience. He realised it had to be from the ground up, not the top down”
Leadership Styles in Management
There may be as many different leadership styles in management as there are managers. This is why PeopleMaps has developed a range of personality reports that can help you understand in individuals natural leadership and management style.
Differences in Leadership Styles
The PeopleMaps personality reports will help you understand each individual’s leadership style as determined by their personality type. Although some aspect of how we lead and manager are learned, we all have a natural, preferred way of leading and managing as determined by our personality type. This is why the starting point should always be the personality report.
Understanding the Different Types of Management Styles – The Traditional Approach
Management styles play a crucial role in determining the success of a company. It is important for managers to understand the different approaches and be able to adapt to the changing needs of their organisation.
Here, we will explore the various types of management styles and their key characteristics.
Autocratic Management Style
The autocratic management style is characterised by a high level of control and authority exercised by the manager. This type of management style is best suited for situations where quick decisions are needed and there is little room for error. The manager makes all the decisions and gives orders without consulting the team.
Pros:
- Clear chain of command
- Decisions are made quickly
- Employees have a clear understanding of their role
Cons:
- This can lead to low employee morale and motivation
- It can stifle creativity and innovation
- Lack of input from others can lead to poor decision making
An autocratic management style is a top-down approach where the manager holds complete authority and makes decisions without input from others. This management style is often used in fast-paced, high-pressure environments where quick decisions are crucial and there is little time for consultation and debate.
In this section, we will delve deeper into the autocratic management style, including its key characteristics, benefits, and drawbacks, as well as how it can be used effectively in the business world. We will also reference several well-known business books for further insight.
Characteristics of Autocratic Management Style
The autocratic management style is defined by the following key characteristics:
- Centralized decision-making: The manager is the sole source of authority and decision-making power, making decisions based on their own expertise and experience.
- Lack of input from others: The manager does not take into account the opinions and suggestions of others, making decisions without consultation or debate.
- Clear chain of command: This management style provides a clear chain of command, making it easy for employees to understand their roles and responsibilities.
- Quick decision-making: The autocratic management style allows for quick decision-making, as there is no need for consensus or discussion.
Benefits of Autocratic Management Style
The autocratic management style can provide several benefits to organizations, including:
- Clear chain of command: This management style provides a clear chain of command, making it easy for employees to understand their roles and responsibilities.
- Quick decision-making: Autocratic management allows for quick decision-making, as there is no need for consensus or discussion.
- Efficient use of resources: The manager is able to make decisions quickly and effectively, leading to efficient use of resources.
- Consistent standards: Autocratic management ensures consistent standards and procedures, leading to a more streamlined and organized workplace.
Drawbacks of the Autocratic Management Style
The autocratic management style can also have several drawbacks, including:
- Low employee morale and motivation: Employees may feel that their opinions and ideas are not valued or heard, leading to low morale and motivation.
- Stifles creativity and innovation: This management style may discourage employees from offering new ideas or approaches, leading to a lack of creativity and innovation.
- Poor decision-making: Without input from others, the manager may make poor decisions that are not in the best interest of the organization.
- Resistance to change: Autocratic management may lead to resistance to change, as employees may be reluctant to adopt new ideas or procedures.
How Autocratic Management Style Can Be Used Effectively
While the autocratic management style can have its drawbacks, it can also be used effectively in the business world. Here are a few tips on how to use the autocratic management style effectively:
- Use it in fast-paced, high-pressure environments: The autocratic management style is best suited for fast-paced, high-pressure environments where quick decisions are crucial.
- Provide clear guidelines: Provide clear guidelines and procedures for employees to follow, ensuring that everyone is on the same page.
- Foster open communication: Foster open communication and encourage employees to offer their opinions and suggestions, even if the manager ultimately makes the final decision.
- Encourage employee development: Encourage employee development and provide opportunities for growth and advancement.
Business Book References for Autocratic Management Style
There are several well-known business books that provide further insight into the autocratic management style, including:
- “The Lean Startup” by Eric Ries: In this book,
- https://www.goodreads.com/book/show/36316567-autocratic-leadership
Laissez-Faire Management Style
The laissez-faire management style is the opposite of the autocratic style. This approach is characterised by a hands-off approach, with the manager delegating tasks to their team and providing minimal supervision. This type of management style is best suited for situations where the team is highly skilled and experienced and can work independently.
Pros:
- Encourages creativity and innovation
- Builds trust and confidence in employees
- Gives employees a sense of ownership and responsibility
Cons:
- Can lead to lack of direction and focus
- Can result in low productivity and ineffective decision making
- Can create confusion and conflict
A laissez-faire management style is a hands-off approach where the manager provides minimal supervision and allows employees to make their own decisions. This management style is often used in creative and innovative environments where employees are highly skilled and motivated, and where the manager wants to encourage creativity and freedom.
In this section, we will delve deeper into the laissez-faire management style, including its key characteristics, benefits, and drawbacks, as well as how it can be used effectively in the business world. We will also reference several well-known business books for further insight.
Characteristics of Laissez-Faire Management Style
The laissez-faire management style is defined by the following key characteristics:
- Minimal supervision: The manager provides minimal supervision, allowing employees to make their own decisions and take responsibility for their work.
- Trust in employees: The manager trusts employees to make decisions and take responsibility for their work, without micromanaging or intervening.
- Encouragement of creativity: The laissez-faire management style encourages creativity and freedom, allowing employees to be innovative and take risks.
- Empowerment of employees: Employees are empowered to make decisions and take responsibility for their work, leading to increased job satisfaction and motivation.
Benefits of Laissez-Faire Management Style
The laissez-faire management style can provide several benefits to organizations, including:
- Increased employee motivation: Employees are empowered to make decisions and take responsibility for their work, leading to increased job satisfaction and motivation.
- Encouragement of creativity: The laissez-faire management style encourages creativity and freedom, allowing employees to be innovative and take risks.
- Better decision-making: Employees are able to make informed decisions based on their own expertise and experience, leading to better decision-making overall.
- Efficient use of resources: The laissez-faire management style allows for efficient use of resources, as employees are able to make decisions without relying on the manager.
Drawbacks of Laissez-Faire Management Style
The laissez-faire management style can also have several drawbacks, including:
- Lack of structure: The hands-off approach can lead to a lack of structure and accountability, as employees are left to make their own decisions without guidance.
- Conflicts among employees: Employees may disagree on decisions or projects, leading to conflicts and a lack of collaboration.
- Poor decision-making: Without the guidance and supervision of a manager, employees may make poor decisions that are not in the best interest of the organization.
- Resistance to change: The laissez-faire management style may lead to resistance to change, as employees may be reluctant to adopt new ideas or procedures.
How Laissez-Faire Management Style Can Be Used Effectively
While the laissez-faire management style can have its drawbacks, it can also be used effectively in the business world. Here are a few tips on how to use the laissez-faire management style effectively:
- Use it in creative and innovative environments: The laissez-faire management style is best suited for creative and innovative environments where employees are highly skilled and motivated.
- Hire skilled and motivated employees: Hire skilled and motivated employees who are capable of making informed decisions and taking responsibility for their work.
- Encourage open communication: Encourage open communication and collaboration among employees, to prevent conflicts and ensure that everyone is on the same
You can read more about this in this book https://www.amazon.com/Leadership-Styles-Autocratic-Democratic-Laissez-Faire-ebook/dp/B0B5NFWS98
Transactional Management Style
The transactional management style is focused on maintaining stability and order. This approach is characterized by a focus on rules, procedures, and the use of rewards and punishments to maintain control. The manager is focused on achieving set goals and objectives and ensuring that employees adhere to established policies and procedures.
Pros:
- Provides clear expectations and consequences
- Encourages employees to meet goals
- Promotes structure and efficiency
Cons:
- Can lead to low employee morale and motivation
- Can stifle creativity and innovation
- Can create a stressful work environment
A transactional management style is a leadership approach that focuses on maintaining stability and order within an organisation by establishing clear expectations and consequences for employees. This style is often associated with managers who are task-oriented and seek to ensure that employees are meeting specific goals and objectives.
Max Weber on Transactional Management Style
The concept of transactional management was first introduced by Max Weber, a German sociologist and political economist, who described it as a method of control in which leaders use rewards and punishments to regulate behaviour. This style of management contrasts with the more transformative approach, in which leaders seek to inspire and motivate employees to achieve a shared vision.
In a transactional management environment, employees are typically given clear instructions on what is expected of them, and they are held accountable for meeting these expectations. The manager’s role is to monitor performance, provide feedback, and enforce consequences when necessary. This style can be effective when the tasks at hand are well-defined and when employees have the necessary skills and knowledge to perform them.
How a Transactional Management Style Affects Employee Engagement
However, transactional management can also lead to a lack of creativity and innovation, as employees may become more focused on meeting their goals and less interested in exploring new ideas. This style can also result in a lack of employee engagement and motivation, as the emphasis is on controlling behaviour, rather than inspiring and empowering employees.
One of the key features of transactional management is the use of incentives and punishments to encourage desired behaviour. This may include bonuses for meeting performance targets, promotions for high-performing employees, or disciplinary action for those who fall short. The manager’s role is to monitor performance and ensure that the consequences are applied fairly and consistently.
Stephen P. Robbins and Mary Coulter on Transactional Management Style
According to Stephen P. Robbins and Mary Coulter in their book “Management,” transactional management can be a useful tool for organizations that need to achieve specific goals and objectives. This style is especially effective in situations where employees need clear direction and guidance, such as in the early stages of a new project or when there is a high degree of risk involved.
However, the authors caution that transactional management should not be used as the sole leadership approach. In order for organizations to be truly successful, they need leaders who can balance the need for stability and order with the need for creativity and innovation.
In other words, organizations need leaders who can use a variety of management styles, depending on the situation and the needs of their employees.
In conclusion, a transactional management style is a valuable tool for leaders who need to ensure that employees are meeting specific goals and objectives. This style can help maintain stability and order within an organization, and it can be especially effective in situations where employees need clear direction and guidance.
However, transactional management should not be used as the sole leadership approach, as it can lead to a lack of creativity and innovation and a lack of employee engagement and motivation. Organizations need leaders who can balance the need for stability and order with the need for creativity and innovation, and who are able to use a variety of management styles to achieve their goals.
Transformational Management Style
The transformational management style is focused on inspiring and motivating employees. This approach is characterised by a focus on individual and team growth, as well as a strong emphasis on communication and collaboration. The manager leads by example and fosters a positive work environment that encourages creativity and innovation.
Pros:
- Inspires and motivates employees
- Encourages collaboration and teamwork
- Fosters employee development
Cons:
- Can be time-consuming
- May not be suitable for all employees
- Can lead to burnout
Transformational management is a leadership style that focuses on inspiring and motivating employees to achieve their full potential. This management style is characterized by the use of inspiration, vision, and empowerment to create a positive work environment and drive organizational success.
In this section, we will delve deeper into the transformational management style, including its key characteristics, benefits, and drawbacks, as well as how it can be used effectively in the business world. We will also reference several well-known business books for further insight.
Characteristics of Transformational Management Style
Transformational management is defined by the following key characteristics:
- Inspiring vision: The manager creates a vision for the organization and inspires employees to work towards it.
- Empowerment of employees: Employees are empowered to take ownership of their work and make decisions, leading to increased job satisfaction and motivation.
- Focus on individual development: The manager focuses on the individual development of each employee, helping them to achieve their full potential.
- Emphasis on ethics and values: Transformational management places a strong emphasis on ethics and values, creating a positive work environment and promoting a strong organizational culture.
Benefits of Transformational Management Style
The transformational management style can provide several benefits to organizations, including:
- Increased employee motivation: Employees are empowered to take ownership of their work and make decisions, leading to increased job satisfaction and motivation.
- Better organizational performance: The focus on individual development and the creation of a positive work environment can lead to better organizational performance and success.
- Improved employee retention: The transformational management style can improve employee retention by creating a positive work environment and promoting individual development.
- Stronger organizational culture: The emphasis on ethics and values can create a strong organizational culture and promote a positive work environment.
Drawbacks of Transformational Management Style
The transformational management style can also have several drawbacks, including:
- High demands on the manager: Transformational management requires a high level of commitment and effort from the manager, who must be able to inspire and motivate employees.
- Resistance to change: The focus on change and innovation may lead to resistance from employees who are comfortable with the status quo.
- Difficulty in implementing: Implementing the transformational management style can be difficult, as it requires a significant shift in organizational culture and a change in the way employees view their work.
How Transformational Management Style Can Be Used Effectively
While the transformational management style can have its drawbacks, it can also be used effectively in the business world. Here are a few tips on how to use the transformational management style effectively:
- Lead by example: The manager must lead by example and demonstrate the values and ethics they want employees to follow.
- Create a vision: The manager should create a vision for the organization and inspire employees to work towards it.
- Focus on individual development: The manager should focus on the individual development of each employee, helping them to achieve their full potential.
- Encourage open communication: Encourage open communication and collaboration among employees to promote a positive work environment and drive organizational success.
Transformational management is a leadership style that focuses on inspiring and motivating employees to achieve their full potential. By creating a positive work environment and promoting individual development, the transformational management style can lead to better organizational performance and success.
By referencing well-known business books and understanding the key characteristics, benefits, and drawbacks of the transformational management style, managers can use this approach effectively to drive success within their organizations. You may read more about it here https://www.alibris.com/search/books/subject/Transformational-leadership
Servant Leadership
In addition to the six primary management styles, it is worth mentioning Servant Leadership. Although, strictly speaking, it is not a management style as such.
The servant leadership style is characterized by a focus on serving the needs of others. This approach is focused on putting the needs of the team and the organization above the needs of the manager. The manager acts as a mentor and coach, helping employees to reach their full potential and achieve their goals.
Servant leadership is a leadership philosophy that places the needs and well-being of the team or organization above the needs of the leader. This style of leadership is focused on serving others, rather than being served by them. The concept of servant leadership was first introduced by Robert K. Greenleaf in his 1970 essay “The Servant as Leader.”
In a servant leadership environment, the leader focuses on the needs of their team or organization and works to empower and support them in their roles. The goal is to create a positive and supportive work environment, in which employees are motivated, engaged, and feel valued.
One of the key principles of servant leadership is empathy. Servant leaders seek to understand the perspectives and experiences of their employees, and they work to create an environment in which all voices are heard and valued. This can help build trust and create a sense of community within the organization.
Another important aspect of servant leadership is the focus on growth and development. Servant leaders seek to support the growth and development of their employees, and they encourage them to take on new challenges and stretch themselves in their roles. This can help employees feel empowered and confident in their abilities, which can lead to higher levels of performance and productivity.
James Sipe and Don Frick on Servant Leadership
According to James Sipe and Don Frick in their book “The Seven Faces of Leadership,” servant leadership is particularly effective in situations where the leader needs to build a high level of trust and credibility with their team. This style of leadership is also well-suited to organizations that value collaboration, teamwork, and a commitment to the well-being of their employees.
In a servant leadership environment, the leader acts as a facilitator, rather than a directive. They provide guidance and support, but they also allow their employees to take the lead and make decisions for themselves. This approach can help employees feel empowered and more engaged in their work, which can lead to higher levels of performance and productivity.
However, it’s important to note that servant leadership is not a one-size-fits-all approach, and it may not be appropriate in all situations. For example, in high-pressure or fast-paced environments, a more directive approach may be necessary to ensure that tasks are completed in a timely manner.
In conclusion, servant leadership is a leadership philosophy that places the needs and well-being of the team or organization above the needs of the leader. This style of leadership is focused on serving others, rather than being served by them, and it is characterized by empathy, a focus on growth and development, and a facilitative approach to leadership. Servant leadership is particularly effective in situations where the leader needs to build trust and credibility, and it is well-suited to organizations that value collaboration, teamwork, and a commitment to the well-being of their employees.
Difference between leadership and management
Leadership and management are two distinct but interrelated concepts that are often used interchangeably in the business world. However, there are significant differences between the two, and understanding these differences is crucial for success in any organization. In this article, we will explore the key differences between leadership and management, and how each of these concepts contributes to the success of an organization.
John C. Maxwell on the difference between leadership and management
Leadership refers to the ability to inspire and guide others towards a shared goal. Leaders are visionaries who are able to articulate a compelling vision for the future and inspire their followers to work towards this vision.
According to John C. Maxwell, in his book “The 21 Irrefutable Laws of Leadership,” “Leadership is influence—nothing more, nothing less.” Leaders possess qualities such as charisma, creativity, and a strong sense of purpose, which enables them to inspire and motivate others to achieve a common goal.
Peter Drucker on the difference between leadership and management
In contrast, management refers to the process of organizing and directing resources (people, materials, and finances) to achieve a specific goal. Managers are responsible for planning, organizing, and executing tasks and projects, and they use a variety of tools and techniques to achieve their goals.
As Peter Drucker, author of “The Effective Executive,” states, “Management is doing things right; leadership is doing the right things.” Managers are focused on efficiency and effectiveness, and they use their skills and knowledge to ensure that resources are used in the most efficient and effective way possible.
One key difference between leadership and management is their focus. While leaders are focused on vision and inspiration, managers are focused on implementation and execution. Leaders are concerned with setting direction and creating a sense of purpose, while managers are concerned with getting things done and achieving results. This distinction is crucial, as both leadership and management are necessary for success in any organization.
Another key difference between leadership and management is their approach. Leaders are often more focused on people and relationships, and they are able to build strong relationships with their followers based on trust and respect. Managers, on the other hand, are often more focused on processes and systems, and they use these processes and systems to achieve their goals. This distinction is important, as both a focus on people and a focus on processes are necessary for success in any organization.
Finally, leadership and management are different in terms of the skills and abilities they require. Leaders need to possess a wide range of interpersonal and communication skills, as well as creativity and vision. They must also be able to motivate and inspire others to achieve their goals. In contrast, managers need to possess technical and analytical skills, as well as the ability to plan, organize, and execute tasks and projects.
In conclusion, leadership and management are two distinct but interrelated concepts that are crucial for success in any organization. While leaders are focused on vision and inspiration, and managers are focused on implementation and execution, both concepts are necessary for success. Understanding the key differences between leadership and management, and how each contributes to the success of an organization, is essential for success in today’s fast-paced and rapidly changing business environment.
“Leadership and management are two sides of the same coin, and success in any organization requires a balance of both,” says Jim Collins, author of “Good to Great.” “Leadership provides the vision and inspiration, while management provides the structure and execution that are necessary for success.”
Conclusion
In conclusion, there are several different types of management styles, each with its own strengths and weaknesses. It is important for managers to understand the different approaches and be able to adapt to the changing needs of their organization. By understanding the key characteristics of each management style, managers can make informed decisions about which approach is best suited for their organization.
This article has looked at the difference between leadership and management styles.
Leadership can be included in the “types”of management styles. If thought about it and I feel that’s the best way to understand.
Simon, you make a valid point. In other articles, I have also argued that there is no real difference between leadership and management and that “leadership” is something that some managers introduced because they don’t like to get hands-on.
Leadership and Management, are sometimes titles, sometimes descriptions. They can also be a perception and subject to the vagaries and nuance of language. These words clearly mean different things to different people. As soon as that is widespread, then they almost become unusable. We see this with the words Introvert and Extrovert, which is why PeopleMaps never uses them.
People often think in terms of of leaders rather than managers but aren’t these more about attributes or facets of a role rather than THE defining facet?
Everyone in positions of authority/responsibility to others have leadership and management parts of their jobs, along with others such as resilience, persuasion, negotiation etc.
Therefore it seems inaccurate to describe someone as either or.