The Difference Between Maintaining and Managing – A Leadership Guide for New Managers

When stepping into a leadership or management role, it’s easy to focus on keeping things afloat. After all, ensuring your team meets deadlines and follows processes is critical. But there’s a significant difference between merely maintaining operations and actively managing a team toward growth and success. As a new leader, understanding this distinction is crucial for your team’s development and your own leadership trajectory.

 

What Does It Mean to Maintain vs. Manage?

Maintaining involves overseeing the smooth running of daily operations. Tasks are completed, schedules are followed, and issues are addressed when they arise. While maintaining stability is essential, it can lead to stagnation if it becomes the primary mode of leadership. Maintaining is often reactive, driven by the goal of keeping things the same.

Managing, on the other hand, is about moving beyond the status quo. It’s a proactive approach that involves setting goals, developing strategies, and fostering a culture of continuous improvement. Managing is about anticipating future challenges, growing your team’s skill set, and driving change.

Studies show that leaders who focus on actively managing their teams—rather than just maintaining the status quo—foster more innovation, engagement, and productivity. A 2019 study by Gallup found that employees working under proactive managers were 59% more likely to be engaged at work, which translates to higher performance and lower turnover. Moreover, teams led by managers who prioritize growth and development are 21% more productive than those under maintenance-focused leadership.

Real-World Example: Small Business Leadership

Consider a healthcare-related agency. One manager focuses solely on ensuring her team meets deadlines and delivers projects on time—she’s maintaining. While the agency functions smoothly, there’s little discussion around improving processes, upskilling employees, or long-term strategy. Over time, the agency starts losing clients to more innovative competitors.

Contrast this with another small business where the manager meets regularly with the team to set clear goals, assess client feedback, and identify areas for improvement. This leader encourages staff to pursue further training and invests in tools that enhance efficiency. As a result, the team not only meets client deadlines but also consistently exceeds expectations, driving higher client retention and gaining new business. This is managing.

How Coaching Can Support the Shift

Shifting from maintaining to managing can be challenging for new leaders, especially when they feel overwhelmed by daily responsibilities. This is where coaching can play a transformative role. Leadership coaches can help new managers:

1. Clarify their vision: Coaches assist leaders in defining what proactive management looks like for them, helping to move beyond the mindset of simply “keeping things running.”
2. Identify blind spots: A coach provides an outside perspective, helping leaders see where they might be overly focused on maintenance tasks and missing opportunities for growth or innovation.
3. Develop action plans: Coaching sessions are designed to break down goals into actionable steps. A coach might help a leader create a roadmap for improving team communication, enhancing skills, or setting performance goals.
4. Provide accountability: One of the biggest hurdles in shifting from maintaining to managing is consistency. A coach ensures leaders follow through on their plans, offering regular check-ins and course corrections when necessary.

“Leadership is not about being in charge. It’s about taking care of those in your charge.”     

Simon Sinek

 

Example: A Small Tech Company

Take Alex, a manager at a small software development company. Initially, he focused on meeting project deadlines and keeping his team on schedule with bug fixes and software updates. While his team was efficient, Alex wanted to improve the team’s innovation and problem-solving capacity to drive the company’s growth.

Working with a leadership coach, Alex discovered that he was spending too much time addressing immediate technical issues and not enough time empowering his team to develop creative solutions on their own. With his coach’s guidance, Alex developed a plan to implement regular brainstorming sessions, encourage team members to take ownership of smaller projects, and set goals that aligned with the company’s long-term vision. He also focused on creating a culture where employees felt comfortable sharing new ideas.

Within months, his team wasn’t just meeting deadlines—they were actively proposing new features, streamlining processes, and finding innovative solutions to technical challenges. This shift not only enhanced team morale but also contributed to the company’s product development and overall growth.

5 Ways to Move from Maintaining to Managing

1. Set Strategic Goals: Move beyond daily tasks and start setting long-term objectives for both your team and the business.
2. Invest in Development: Encourage your team to continuously improve their skills, whether through training, mentorship, or new responsibilities.
3. Be Proactive, Not Reactive: Instead of simply fixing problems as they arise, anticipate challenges and develop strategies in advance.
4. Engage Your Team: Great managers involve their teams in decision-making and problem-solving, creating a sense of ownership and fostering innovation.
5. Work with a Coach: Coaches can provide the tools, guidance, and accountability necessary to make the shift from maintenance to active, growth-focused management.

Key Takeaways:

• Maintaining keeps the business running, but managing takes it to the next level by driving growth, development, and innovation.
• Leaders who shift from maintaining to managing create more engaged, productive, and successful teams.
• Coaching plays a crucial role in helping leaders navigate this transition by providing clarity, accountability, and actionable strategies.

Are you ready to shift from simply maintaining your team to actively managing for growth and innovation? Take the first step toward impactful leadership. Whether you’re a new manager or an experienced leader looking to level up, consider partnering with a leadership coach to unlock your team’s potential and drive meaningful change. Don’t just keep things running—lead your team to thrive. Reach out today to explore how coaching can help you make that transition and lead with impact. Contact us at david@thehofstettergroup.com.