OVERVIEW
This is a topic that keeps popping up. I hear it often. We need to conduct a Leadership Development program. It sometimes feels like the Brady Bunch. Instead of Marcia, Marcia, Marcia, it’s leadership, leadership, leadership. But being the professionals we are, we conduct our interviews and needs analysis and what do we find? They need basic management skills!
THE PROBLEM
What is the difference? 
In the Everything DiSC© world, the distinction is Leadership is a one-to-one relationship while management is a one to many relationship. Others have defined it as a leader is the visionary. They set the direction and rally everyone to move in that direction. Management on the other hand is the ability to successfully implement that vision. In other words, the operational and tactical portion of the vision.
Why is the distinction important?
It seems that many people use the words interchangeably and shouldn’t. They are not the same. They have different meanings. Managers hire, fire, coordinate, plan, execute, budget and more. Leaders create a vision, influence others to believe in that vision and work towards reaching that vision. Think of it this way, one is high level while one is ground level.
While we call management training, leadership training, many times we miss the mark. Yes, the material we have been training is important, but is it what’s really needed. Of course some of the skills translate between the two, but I am seeing more and more managers who don’t know how to manage. Some of the skills needed are communication but specifically around having crucial conversations, how to create and implement processes that will make their teams more efficient, how to budget, how to onboard new employees, how to interact with their staffs on a day to day basis, how to know when it’s time to move someone out, just to name a few examples.
THE SOLUTION
Identify the difference in your organization between managers and leaders and provide the appropriate skills for both groups of people. Make sure your programs include the basic management skills but also include critical thinking skills as well as how and when to take initiative. Of course there are many other skills that need to be included but these seem to be missing in many programs. Also address the fear and insecurity of the new managers and give them permission to take action or at least to talk to a mentor or coach about taking action. This will help them grow into the role.
NEXT STEPS
The next steps are to 1) conduct an analysis of the skills you currently offer your managers and leaders. 2) Identify which skills are missing and what you need to add into your program. 3) Create the program.
For additional information on any or all of these steps, Call The Hofstetter Group. We offer a variety of assessments, including the Everything DiSC© to help in the analysis stage and will help develop a program to address the skill gaps that are uncovered.
Are you identifying the differences between Leadership and Management? Let us know how. Join the conversation.
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