Leadership

Am I a True Leader or Just a Manager?

Emotional intelligence, relationship building, and adaptability set leaders apart in today’s workplace.

Leadership Topics

06 Oct 2024 — 6 min read

True leaders fostering collaboration and innovation. Photo by Unseen Histories / Unsplash.

Think about a standout teacher, mentor, or colleague whom you admire. Chances are the reason this person made such a lasting impact on your life wasn’t because of their job title. It was about how they made you feel, the energy they brought into the room, and their commitment to those around them. Their leadership qualities—enthusiasm, support, and a drive for excellence—set them apart. These traits mark the difference between a leader and someone who merely holds a managerial position.

Spend enough time in meetings and conference rooms, and you’ll begin to see clear distinctions between transformational leaders and those who are leaders in name only. If you’re questioning which kind you are—or the type of boss you’re working with—there are key patterns worth considering.

Planning vs. Preparation

No plan survives first contact with reality, as the saying goes. When managing a team through the complexities of business initiatives, there are countless unknowns. Managers tend to rely heavily on the plans they develop, while leaders understand that having a plan is not enough.

True leadership goes beyond simply laying out a well-thought-out plan; it’s about being prepared for the unexpected. Leaders anticipate change and are ready to pivot, knowing that adaptability is crucial for long-term success. They map out multiple paths to reach their goals, ensuring they have contingencies for when (not if) things go wrong.

The past two years, marked by the global pandemic, demonstrated this principle perfectly. Leaders who embraced flexibility, solved problems in real time, and kept their teams moving forward thrived, while rigid managers struggled to adjust and fell behind.

Growth Mindset vs. Fixed Mindset

The concept of growth mindset, coined by psychologist Carol Dweck, separates great leaders from conventional managers. Leaders believe that people can grow and develop with time, effort, and the right environment. They invest in their teams, focusing on long-term growth rather than short-term productivity alone.

Leaders work to inspire innovation and encourage their teams to push beyond their current limits. They shield their teams from menial distractions, giving them the space and freedom to experiment and develop creative solutions. In contrast, managers with a fixed mindset tend to focus solely on optimizing existing processes, often pushing their teams to the point of burnout. Their view is short-term: if the team isn’t constantly productive, it’s seen as a failure.

This short-term focus may boost immediate output, but it can ultimately demoralize the team. In the long run, teams managed with a fixed mindset stagnate, as individuals are not given the room to grow or innovate. In contrast, teams led by someone with a growth mindset thrive because they’re encouraged to think beyond the status quo.

Fostering Relationships vs. Protecting Authority

Leaders understand that real success comes from building strong, trusting relationships. They take the time to get to know their team members—their strengths, ambitions, and potential. By fostering these connections, leaders inspire loyalty, dedication, and creativity within their teams.

In contrast, managers focused on maintaining authority rarely prioritize building relationships. For them, it’s more about keeping people within defined roles and ensuring compliance with the organizational hierarchy. Rather than investing in their team’s personal and professional growth, they protect their authority and control.

This focus on hierarchy over relationships leads to a stifled workplace. Brilliant ideas are often left unsaid because team members feel unheard or fear being dismissed. Leaders, on the other hand, create an environment where people feel comfortable sharing innovative ideas and contributing to the overall vision, knowing their voice will be valued.

Issue Management vs. Blame Assignment

Leaders don’t shy away from conflicts or mistakes. They understand that when you’re tackling complex problems with intelligent, creative people, conflicts are inevitable. Rather than pointing fingers when things go wrong, true leaders dig deeper, looking for the root causes of problems and addressing them head-on.

When issues arise, a leader’s first response is, “How can I help?” or “What do we need to do to fix this?” They focus on finding solutions and preventing the same problems from recurring. In contrast, managers who operate from a place of fear or insecurity tend to look for someone to blame. The language shifts to, “Who’s responsible for this?” or “What are you doing about it?”—fostering a culture of fear and defensiveness.

Leaders recognize that ultimate responsibility lies with them, and they don’t pass the blame onto their team. They know that taking ownership is part of earning trust and respect.

Driving Success vs. Avoiding Failure

Leaders are driven by the desire to achieve success, while managers often operate with the primary goal of avoiding failure. This difference in mindset shapes how they engage with their teams and approach challenges.

Leaders are willing to take calculated risks to reach their goals. They focus on the big picture and the ultimate objectives of their team’s efforts. They trust their team to find the best way to get there, even if it means deviating from the original plan. Their focus isn’t on the punch list of tasks but on ensuring the team has what it needs to succeed.

In contrast, managers focused on avoiding failure often stifle creativity and innovation. They enforce strict adherence to plans and processes to minimize risk, which can limit the team’s ability to respond flexibly to challenges.

Leadership Is More Than a Title

Ultimately, leadership is an art, one that requires a distinct set of qualities and a willingness to go beyond the basic functions of management. True leaders inspire, motivate, and foster growth within their teams. They embrace change, invest in relationships, and take responsibility for the success of their people.

So, ask yourself: Am I a leader or just a manager? Look around at your team and the impact you’re having. If your team trusts you, feels empowered to grow, and looks to you for inspiration, you’re well on your way to being a true leader.

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