A Veteran’s Viewpoint on Leading vs. Managing

2015-05-14T11:30:00-04:00

Leadership and management articles, blogs, and journals are absolutely everywhere I look these days. Each article or post preaches the merits of a particular brand of it, while others look to point out that there is not real need for it in our current environment.

As I have now had the opportunity to lead and manage in multiple settings and environments, I have come to several conclusions on the matter, which for better or worse, I am going to share here in list form (because everyone loves a list, right?).

1. Managing vs. Leading - There is a difference. It can be apparent, or it can be very subtle depending on the situation. Take the time to learn what each one is, and what scenarios they are best suited for.

The United States Army defines leadership as influencing people by providing purpose, direction, and motivation, while operating to accomplish the mission and improve the organization (AR 600-100 pg. 17)

In contrast, the Army rarely uses management in reference to people, and almost always in reference to a process. Whether it is planning, resources, or equipment repair, there is always a process to control, oversee or manage.

This is not to imply that you can't or shouldn't manage people, but rather facilitate some further thought on when it's the best answer vs. leading them.

2. Flexibility - Understand that no day is going to be the same, and that every moment is going to bring new challenges - whether they be operational in nature or an attempt to get your team motivated to do something that is in the best interest of the business, but tedious in nature. Understanding how to engage different problems from different angles is imperative to success. Sometimes, a problem needs to be managed by helping your people walk through the problem to understand it. Other times, your team will understand the problem perfectly but have no motivation to fix it, and will need you to lead them through it versus managing the issue itself.

There are times that the differences in leading and managing is readily apparent, and there are others where it's very subtle. Understanding the difference and being flexible enough to know how to move back and forth between the two is crucial to success on almost any team.

3. Individuality - Everyone is different. Not from the "special flower" perspective that may or may not be overused in our society today, but from the perspective that we all respond to adversity and success in different ways. Never assume, as a manager, that you can manage or lead all of your people with the same technique. Some folks need calm, even keeled mentoring to get to where they need to be, while others actually respond better to the proverbial "boot in the behind". Recognize good work, but do it in a way that fits the person. Some people enjoy public adulation, while others would much prefer a one on one pat on the pack away from their peers.

The only way to figure this out is to get to know your people. Talk to them about things other than work, know what their concerns are in the job, and know what motivates them. Taking the time to understand who your team really is, and what makes them tick is fundamental to good leadership.

I understand that this is chapter one in almost any leader handbook, but I don't feel its importance can be overstated when it comes to understanding the individual nature of each person that makes up your team.

4. Patience/Listening - While I was in the Army, I learned a lesson that surprised me at first, but it became apparent how important it was as time wore on.

The best ideas for solving a majority of tactical and operational problems almost always seem to come from the line levels. The lesson here is that just because someone doesn't have the title of manager or above, certainly does not mean they don't have fantastic ideas on how to help the team succeed. So listen, it only takes a minute, and it could end up saving your team a lot more than that.

Exhibit patience with your people. As I learned the hard way, short fuses and unreasonable expectations do nothing to further the effectiveness of a team over the long term. You may be surprised at how much a small amount of patience and understanding will boost productivity over the short and long terms. We have all been at a point in our professional careers where we needed our boss to just give us a little time and patience. Always remind yourself of that fact.

5. Following - Great leaders tend to also be great followers. I am sure this is news to no one. I have found over the last decade, that the leaders that I admired the most, the ones that made me want to be better, work harder, etc., were always fantastic at being in charge when in charge (another Army idiom that I appreciate far more now), and were great at falling in line to support someone else when they weren't the head honcho.

Those that knew how to lead and manage knew how to follow, which meant they knew how to listen, which also meant that they understood how to be flexible and appreciated each member of the organization for the individuals that they were.

In conclusion, over the last 10 years I have learned a multitude of lessons that brought me to the above conclusions. Admittedly, I learned at least 75% of them the hard way, which drove the point home that much more.

In order to be an effective leader and manager, you must always know the difference between the two, and understand that maintaining an ever-present flexibility in all aspects is key to achieving the results you are looking for. Always remember to be a responsible custodian for your most important resource - the people that make up your team.

Response by SSgt Private RallyPoint Member made May 14 at 2015 11:34 AM

2015-05-14T11:34:45-04:00

Excellent post, sir. I tend to find myself following many of the examples you give, especially the leading rather than managing! I have always found it to be better for your subordinates to show that you are not a deity that cannot be told differently than what you dictate.

Response by GySgt Wayne A. Ekblad made May 14 at 2015 11:33 AM

2015-05-14T11:33:59-04:00

Thanks for sharing your insight on this important issue!

Response by Lt Col Timothy Parker, DBA made May 14 at 2015 11:35 AM

2015-05-14T11:35:56-04:00

Well said. I agree with your premise that leading and managing are two distinct activities. Its been said the one leads people and manages things - which is about right. Peter Drucker really started the "management" movement back in the 1950's. He would agree with you as well.

In my view, part of our overall problem with commerce today is too much focus on managing and too little on leading. I could go on forever on this topic, and I'm glad you brought it up. Just my humble opinion.

Response by Capt Private RallyPoint Member made May 14 at 2015 11:40 AM

2015-05-14T11:40:52-04:00

I have also read similar thought regarding education vs. training.

We train animals. We educate people.

Response by CSM Michael Lynch made May 14 at 2015 12:06 PM

2015-05-14T12:06:14-04:00

Excellent post. Thank you for sharing. I believe that those in recruiting command learn these lessons very well. Those that succeed month after month balance both very well. Salutes

Response by SPC David S. made May 14 at 2015 12:59 PM

2015-05-14T12:59:50-04:00

Great points sir - all I would like to add in regards to point 3 is there is much wisdom and success in understanding the dynamics in regards to personality types at play especially your own. Also generational diversity within a team. As leaders I think most of us are cognizant of these issues yet to often teams members aren't. Thus we need to educate our team leaders of these dynamics. As well I concur with Lt Col Timothy Parker, DBA's remarks pertaining to leading people vs. managing processes - they're two different animals.

However one thing I didn't see and I feel is very important in leadership is consistency - this requires being authentic and true in your behavior. Being a consistent leader you will gain respect and credibility.

Thank you for sharing.

Response by MAJ Robert (Bob) Petrarca made May 14 at 2015 1:04 PM

2015-05-14T13:04:49-04:00

Very nice read, and very true!!

Response by SCPO David Lockwood made May 14 at 2015 1:10 PM

2015-05-14T13:10:19-04:00

Outstanding post. Thanks for sharing. I realized that the they are two different activities but they both go hand in hand. I agree with LT Col Parker in that there are too many managers and not enough leaders.

Response by PO1 Glenn Boucher made May 14 at 2015 1:45 PM

2015-05-14T13:45:57-04:00

You cannot have one without the other, and its a fine line between the two. When you lead you are also managing your resources. Even if you don't think about it, you're managing people while leading them. Assigning the right people to the appropriate tasking top maximize efficiency and mission accomplishment. There is a difference but not much as they are too intertwined.

Response by CPT Jack Durish made May 14 at 2015 4:43 PM

2015-05-14T16:43:45-04:00

The only criticism I have to offer regarding this article is that I don't believe that the difference between leading and managing is subtle. Rather it is profound.

Management is an art of manipulation, arranging resources and processes to accomplish discreet tasks and projects or programs.

Leadership is an art of inspiration.

Management can be taught.

Leadership... not so much. It usually emerges, quite often under stress.

I would love to discuss the fifth and last point further. I'm not so sure about the concept of good followers make good leaders or even that good leaders must first be good followers. I think there are several historical personalities that belie that premise. Patton, Napoleon, and many others.

Response by MAJ Ken Landgren made May 15 at 2015 9:13 PM

2015-05-15T21:13:58-04:00

The sum the unit is greater than the parts. Leaders can take the soldiers to hell and back, managers have to convince them or threaten them.

Response by Capt Brandon Charters made May 18 at 2015 12:59 PM

2015-05-18T12:59:14-04:00

Really enjoyed this read George. I can't agree more with the "Following" bullet. Being a great leader means being an even better teammate.

Response by Capt Private RallyPoint Member made May 21 at 2015 11:18 PM

2015-05-21T23:18:15-04:00

I got to say I think that a lot of people look down on being a good manager but that is a valuable skill set same as being a good leader. When I think of being a leader I think of motivating people to do better and accomplish a task. A manager is organized, on time, and tries to efficiently employ resources. Where the two skills sets overlap that is where you see the best leaders. They know their people so they can put them in appropriate roles and motivate them to succeed. They also know how to work best with each individual. Some need guidance and some don't. Some need to be pushed and some don't.

Response by MAJ Ken Landgren made Jul 8 at 2015 3:02 PM

2015-07-08T15:02:22-04:00

Leaders can take their unit to hell and back. Managers' units will hardly possess the same motivation.

Response by SPC Thomas Baldwin made Jul 8 at 2015 8:23 PM

2015-07-08T20:23:41-04:00

I was always told we supervise (Leadership) Personnel and we Manage Things.

Response by CPT Jack Durish made Jul 8 at 2015 10:32 PM

2015-07-08T22:32:22-04:00

Overall I agree. However, I will offer a few thoughts.

Management is a process that almost any person of average intelligence can learn. Leadership emerges without regard for IQ. Indeed, higher than average intelligence can be as much of an impediment to a leader as below average intelligence. (The super intelligent are often perplexed by the vast array of choices they see while the less gifted bulls ahead and makes their solution work even if it isn't the best).

Of course, people can be managed and are managed. They are a resource to be factored into any process. (Ask any good project manager, civilian or military).

Response by SGT Chaz Wellington made Nov 19 at 2015 5:14 PM

2015-11-19T17:14:42-05:00

May I your permission to repost your opinion and content on my linkedin page as well as my blog?

Response by 1SG Private RallyPoint Member made Nov 20 at 2015 1:04 AM

2015-11-20T01:04:30-05:00

Nuances are important to understand. People are key and no two are the same. Being able to adapt your approach will make you more effective.

We see the same thing in the law enforcement world. There is much debate over what is better, the traditional Field Training Officer model or the newer Police Training Officer model. Both get the job done, it's situational and the trainer and the trainee should be taken into account.