What is the Difference Between Leadership and Management

What is the Difference Between Leadership and ManagementSearch Are Leadership and Management Development Two Different Things? Share this articleTwitterLinkedinFacebookemailLeadership Versus Management Do you know the difference between leadership and management? In cowboyfilm economies, the lines between the two have become blurred. In her book, The Seven Keys of Charisma (1997),Joanna Kozubska says There are times when a leader needs good, systematic management skills and times when a manager must inspire people. We have to be able to do both. This has significant implications for the way that leaders and managers should be developed. Originally, the difference between management and leadership arose based on the perception that management welches about implementing organization and leadership welches about motivation, vision, and managing change. Based on this differenziation of skills, different training solutions evolved to meet behauptung needs. Managerial training involve d elements of planning, organizing, staffing, reporting, and budgeting. Often lead by a specialist, management training welches finely tuned to meet the requirements of a particular population. In contrast, leadership development programs often look bedrngnis at the what of a managers role but rather the how. Typically, behauptung programs stem from one of the many different theories of leadership. Some of unterstellung key theories are Situational Leadership Different circumstances require different forms of leadership Leadership Traits By examining the traits of great leaders, employees can copy and develop them Leadership Behavior Looking at what leaders do, rather than their traits if we can define successful leadership behavior, we can train others to replicate it in the workplace Authentic Leadership Encuraging leaders to be true to themselves and take unconditional responsibility Transactional Leadership The mutual benefit from an exchange-based relationship, where the le ader offers certain things, such as resurces or rewards, in return for the followers commitment Leader as a Hero Leaders are born with innate, unexplainable skills and charisma consequently, they are elevated to hero position Attribution Recognizing the importance of followership and concentrating on the factors which induce people to follow a particular leader Transformation Proactively motivating others to breed commitment, elend just befolgungThe Importance of Leadership DevelopmentWhichever model or training vehicle is used, the essential difference between management and leadership development is in the role of the facilitator. Management training requires the facilitator to remain in the instructor role, imparting new information to the participants. On the other hand, leadership development focuses on the how. He/she needs to create an environment where participants feel confident enough to articulate their development needs, learn how they can fulfill them, and practice diff erent approaches in bestellung to close any gaps.While leadership development had to rely on and reference managerial responsibility, management training did elend need to reference leadership experience. An instructor could lead a successful, practical management session in isolation from any leadership capability or behavior. In other words, they could operate quite successfully in a leadership vacuum. This led to some participants to see leadership development as something for them upstairs and not as something that welches instrumental in their everyday operational tasks. Fundamentally, leadership is proactive. Effective leaders anticipate problems and opportunities and they motivate and develop strategic responses. In contrast, management is reactive. When problems develop, managers respond. In the past, this was the key differentiation between leadership and management. Now, the two are coming together.Leadership and Management TodayTodays kollektiv managers have to process mora data and react more swiftly than they did ten years ago. However, they are now also expected to take responsibility for the morale, well-being, and development of their gruppes. At the saatkorn time, there has been a cultural shift from the perspective of employees about their manager. Managers may be responsible for the commercial aspect of their teams performance however, in achieving these goals, employees expect that the manager will behave not as a dictator, but as a colleague not as the boss, but as a coach. The simple truth is that todays organizations no longer want managers who can maintain theposition quo they want leaders at all levels who can inspire individuals and the organization to greater success. Ultimately, when looking to build and structure your management and leadership development, you should be highlighting the link between managerial training interventions and leadership responsibility.Originally featured in TrainingZoneRelated Salary.com Content Overqualified? You May Be Underemployed. How Much Are Dads Worth? Supreme Courts Union Ruling and Impact on HR Practices From our trusted Partners From our trusted Partners Home Articles Are Leadership and Management Development Two Different Things?What is the Difference Between Leadership and ManagementSearch Are Leadership and Management Development Two Different Things? Share this articleTwitterLinkedinFacebookemailLeadership Versus Management Do you know the difference between leadership and management? In Western economies, the lines between the two have become blurred. In her book, The Seven Keys of Charisma (1997),Joanna Kozubska says There are times when a leader needs good, systematic management skills and times when a manager must inspire people. We have to be able to do both. This has significant implications for the way that leaders and managers should be developed. Originally, the difference between management and leadership arose b ased on the perception that management was about implementing organization and leadership was about motivation, vision, and managing change. Based on this differentiation of skills, different training solutions evolved to meet these needs. Managerial training involved elements of planning, organizing, staffing, reporting, and budgeting. Often lead by a specialist, management training was finely tuned to meet the requirements of a particular population. In contrast, leadership development programs often look not at the what of a managers role but rather the how. Typically, these programs stem from one of the many different theories of leadership. Some of these key theories are Situational Leadership Different circumstances require different forms of leadership Leadership Traits By examining the traits of great leaders, employees can copy and develop them Leadership Behavior Looking at what leaders do, rather than their traits if we can define successful leadership behavior, we ca n train others to replicate it in the workplace Authentic Leadership Encouraging leaders to be true to themselves and take unconditional responsibility Transactional Leadership The mutual benefit from an exchange-based relationship, where the leader offers certain things, such as resources or rewards, in return for the followers commitment Leader as a Hero Leaders are born with innate, unexplainable skills and charisma consequently, they are elevated to hero status Attribution Recognizing the importance of followership and concentrating on the factors which induce people to follow a particular leader Transformation Proactively motivating others to breed commitment, not just complianceThe Importance of Leadership DevelopmentWhichever model or training vehicle is used, the essential difference between management and leadership development is in the role of the facilitator. Management training requires the facilitator to remain in the instructor role, imparting new information to the p articipants. On the other hand, leadership development focuses on the how. He/she needs to create an environment where participants feel confident enough to articulate their development needs, learn how they can fulfill them, and practice different approaches in order to close any gaps.While leadership development had to rely on and reference managerial responsibility, management training did not need to reference leadership experience. An instructor could lead a successful, practical management session in isolation from any leadership capability or behavior. In other words, they could operate quite successfully in a leadership vacuum. This led to some participants to see leadership development as something for them upstairs and not as something that was instrumental in their everyday operational tasks. Fundamentally, leadership is proactive. Effective leaders anticipate problems and opportunities and they motivate and develop strategic responses. In contrast, management is react ive. When problems develop, managers respond. In the past, this was the key differentiation between leadership and management. Now, the two are coming together.Leadership and Management TodayTodays team managers have to process more data and react more swiftly than they did ten years ago. However, they are now also expected to take responsibility for the morale, well-being, and development of their teams. At the same time, there has been a cultural shift from the perspective of employees about their manager. Managers may be responsible for the commercial aspect of their teams performance however, in achieving these goals, employees expect that the manager will behave not as a dictator, but as a colleague not as the boss, but as a coach. The simple truth is that todays organizations no longer want managers who can maintain thestatus quo they want leaders at all levels who can inspire individuals and the organization to greater success. Ultimately, when looking to build and struct ure your management and leadership development, you should be highlighting the link between managerial training interventions and leadership responsibility.Originally featured in TrainingZoneRelated Salary.com Content Overqualified? You May Be Underemployed. How Much Are Dads Worth? Supreme Courts Union Ruling and Impact on HR Practices From our trusted Partners From our trusted Partners Home Articles Are Leadership and Management Development Two Different Things?What is the Difference Between Leadership and ManagementSearch Are Leadership and Management Development Two Different Things? Share this articleTwitterLinkedinFacebookemailLeadership Versus Management Do you know the difference between leadership and management? In Western economies, the lines between the two have become blurred. In her book, The Seven Keys of Charisma (1997),Joanna Kozubska says There are times when a leader needs good, systematic management skills and times when a ma nager must inspire people. We have to be able to do both. This has significant implications for the way that leaders and managers should be developed. Originally, the difference between management and leadership arose based on the perception that management was about implementing organization and leadership was about motivation, vision, and managing change. Based on this differentiation of skills, different training solutions evolved to meet these needs. Managerial training involved elements of planning, organizing, staffing, reporting, and budgeting. Often lead by a specialist, management training was finely tuned to meet the requirements of a particular population. In contrast, leadership development programs often look not at the what of a managers role but rather the how. Typically, these programs stem from one of the many different theories of leadership. Some of these key theories are Situational Leadership Different circumstances require different forms of leadership Lead ership Traits By examining the traits of great leaders, employees can copy and develop them Leadership Behavior Looking at what leaders do, rather than their traits if we can define successful leadership behavior, we can train others to replicate it in the workplace Authentic Leadership Encouraging leaders to be true to themselves and take unconditional responsibility Transactional Leadership The mutual benefit from an exchange-based relationship, where the leader offers certain things, such as resources or rewards, in return for the followers commitment Leader as a Hero Leaders are born with innate, unexplainable skills and charisma consequently, they are elevated to hero status Attribution Recognizing the importance of followership and concentrating on the factors which induce people to follow a particular leader Transformation Proactively motivating others to breed commitment, not just complianceThe Importance of Leadership DevelopmentWhichever model or training vehicle is used, the essential difference between management and leadership development is in the role of the facilitator. Management training requires the facilitator to remain in the instructor role, imparting new information to the participants. On the other hand, leadership development focuses on the how. He/she needs to create an environment where participants feel confident enough to articulate their development needs, learn how they can fulfill them, and practice different approaches in order to close any gaps.While leadership development had to rely on and reference managerial responsibility, management training did not need to reference leadership experience. An instructor could lead a successful, practical management session in isolation from any leadership capability or behavior. In other words, they could operate quite successfully in a leadership vacuum. This led to some participants to see leadership development as something for them upstairs and not as something that was instrumental in their everyday operational tasks. Fundamentally, leadership is proactive. Effective leaders anticipate problems and opportunities and they motivate and develop strategic responses. In contrast, management is reactive. When problems develop, managers respond. In the past, this was the key differentiation between leadership and management. Now, the two are coming together.Leadership and Management TodayTodays team managers have to process more data and react more swiftly than they did ten years ago. However, they are now also expected to take responsibility for the morale, well-being, and development of their teams. At the same time, there has been a cultural shift from the perspective of employees about their manager. Managers may be responsible for the commercial aspect of their teams performance however, in achieving these goals, employees expect that the manager will behave not as a dictator, but as a colleague not as the boss, but as a coach. The simple truth is that tod ays organizations no longer want managers who can maintain thestatus quo they want leaders at all levels who can inspire individuals and the organization to greater success. Ultimately, when looking to build and structure your management and leadership development, you should be highlighting the link between managerial training interventions and leadership responsibility.Originally featured in TrainingZoneRelated Salary.com Content Overqualified? You May Be Underemployed. How Much Are Dads Worth? Supreme Courts Union Ruling and Impact on HR Practices From our trusted Partners From our trusted Partners Home Articles Are Leadership and Management Development Two Different Things?What is the Difference Between Leadership and ManagementSearch Are Leadership and Management Development Two Different Things? Share this articleTwitterLinkedinFacebookemailLeadership Versus Management Do you know the difference between leadership and management? In Weste rn economies, the lines between the two have become blurred. In her book, The Seven Keys of Charisma (1997),Joanna Kozubska says There are times when a leader needs good, systematic management skills and times when a manager must inspire people. We have to be able to do both. This has significant implications for the way that leaders and managers should be developed. Originally, the difference between management and leadership arose based on the perception that management was about implementing organization and leadership was about motivation, vision, and managing change. Based on this differentiation of skills, different training solutions evolved to meet these needs. Managerial training involved elements of planning, organizing, staffing, reporting, and budgeting. Often lead by a specialist, management training was finely tuned to meet the requirements of a particular population. In contrast, leadership development programs often look not at the what of a managers role but rather the how. Typically, these programs stem from one of the many different theories of leadership. Some of these key theories are Situational Leadership Different circumstances require different forms of leadership Leadership Traits By examining the traits of great leaders, employees can copy and develop them Leadership Behavior Looking at what leaders do, rather than their traits if we can define successful leadership behavior, we can train others to replicate it in the workplace Authentic Leadership Encouraging leaders to be true to themselves and take unconditional responsibility Transactional Leadership The mutual benefit from an exchange-based relationship, where the leader offers certain things, such as resources or rewards, in return for the followers commitment Leader as a Hero Leaders are born with innate, unexplainable skills and charisma consequently, they are elevated to hero status Attribution Recognizing the importance of followership and concentrating on the factors w hich induce people to follow a particular leader Transformation Proactively motivating others to breed commitment, not just complianceThe Importance of Leadership DevelopmentWhichever model or training vehicle is used, the essential difference between management and leadership development is in the role of the facilitator. Management training requires the facilitator to remain in the instructor role, imparting new information to the participants. On the other hand, leadership development focuses on the how. He/she needs to create an environment where participants feel confident enough to articulate their development needs, learn how they can fulfill them, and practice different approaches in order to close any gaps.While leadership development had to rely on and reference managerial responsibility, management training did not need to reference leadership experience. An instructor could lead a successful, practical management session in isolation from any leadership capability or beh avior. In other words, they could operate quite successfully in a leadership vacuum. This led to some participants to see leadership development as something for them upstairs and not as something that was instrumental in their everyday operational tasks. Fundamentally, leadership is proactive. Effective leaders anticipate problems and opportunities and they motivate and develop strategic responses. In contrast, management is reactive. When problems develop, managers respond. In the past, this was the key differentiation between leadership and management. Now, the two are coming together.Leadership and Management TodayTodays team managers have to process more data and react more swiftly than they did ten years ago. However, they are now also expected to take responsibility for the morale, well-being, and development of their teams. At the same time, there has been a cultural shift from the perspective of employees about their manager. Managers may be responsible for the commerci al aspect of their teams performance however, in achieving these goals, employees expect that the manager will behave not as a dictator, but as a colleague not as the boss, but as a coach. The simple truth is that todays organizations no longer want managers who can maintain thestatus quo they want leaders at all levels who can inspire individuals and the organization to greater success. Ultimately, when looking to build and structure your management and leadership development, you should be highlighting the link between managerial training interventions and leadership responsibility.Originally featured in TrainingZoneRelated Salary.com Content Overqualified? You May Be Underemployed. How Much Are Dads Worth? Supreme Courts Union Ruling and Impact on HR Practices From our trusted Partners From our trusted Partners Home Articles Are Leadership and Management Development Two Different Things?What is the Difference Between Leadership and ManagementSe arch Are Leadership and Management Development Two Different Things? Share this articleTwitterLinkedinFacebookemailLeadership Versus Management Do you know the difference between leadership and management? In Western economies, the lines between the two have become blurred. In her book, The Seven Keys of Charisma (1997),Joanna Kozubska says There are times when a leader needs good, systematic management skills and times when a manager must inspire people. We have to be able to do both. This has significant implications for the way that leaders and managers should be developed. Originally, the difference between management and leadership arose based on the perception that management was about implementing organization and leadership was about motivation, vision, and managing change. Based on this differentiation of skills, different training solutions evolved to meet these needs. Managerial training involved elements of planning, organizing, staffing, reporting, and budgeting. O ften lead by a specialist, management training was finely tuned to meet the requirements of a particular population. In contrast, leadership development programs often look not at the what of a managers role but rather the how. Typically, these programs stem from one of the many different theories of leadership. Some of these key theories are Situational Leadership Different circumstances require different forms of leadership Leadership Traits By examining the traits of great leaders, employees can copy and develop them Leadership Behavior Looking at what leaders do, rather than their traits if we can define successful leadership behavior, we can train others to replicate it in the workplace Authentic Leadership Encouraging leaders to be true to themselves and take unconditional responsibility Transactional Leadership The mutual benefit from an exchange-based relationship, where the leader offers certain things, such as resources or rewards, in return for the followers commitmen t Leader as a Hero Leaders are born with innate, unexplainable skills and charisma consequently, they are elevated to hero status Attribution Recognizing the importance of followership and concentrating on the factors which induce people to follow a particular leader Transformation Proactively motivating others to breed commitment, not just complianceThe Importance of Leadership DevelopmentWhichever model or training vehicle is used, the essential difference between management and leadership development is in the role of the facilitator. Management training requires the facilitator to remain in the instructor role, imparting new information to the participants. On the other hand, leadership development focuses on the how. He/she needs to create an environment where participants feel confident enough to articulate their development needs, learn how they can fulfill them, and practice different approaches in order to close any gaps.While leadership development had to rely on and refer ence managerial responsibility, management training did not need to reference leadership experience. An instructor could lead a successful, practical management session in isolation from any leadership capability or behavior. In other words, they could operate quite successfully in a leadership vacuum. This led to some participants to see leadership development as something for them upstairs and not as something that was instrumental in their everyday operational tasks. Fundamentally, leadership is proactive. Effective leaders anticipate problems and opportunities and they motivate and develop strategic responses. In contrast, management is reactive. When problems develop, managers respond. In the past, this was the key differentiation between leadership and management. Now, the two are coming together.Leadership and Management TodayTodays team managers have to process more data and react more swiftly than they did ten years ago. However, they are now also expected to take respon sibility for the morale, well-being, and development of their teams. At the same time, there has been a cultural shift from the perspective of employees about their manager. Managers may be responsible for the commercial aspect of their teams performance however, in achieving these goals, employees expect that the manager will behave not as a dictator, but as a colleague not as the boss, but as a coach. The simple truth is that todays organizations no longer want managers who can maintain thestatus quo they want leaders at all levels who can inspire individuals and the organization to greater success. Ultimately, when looking to build and structure your management and leadership development, you should be highlighting the link between managerial training interventions and leadership responsibility.Originally featured in TrainingZoneRelated Salary.com Content Overqualified? You May Be Underemployed. How Much Are Dads Worth? Supreme Courts Union Ruling and Impact on HR Prac tices From our trusted Partners From our trusted Partners Home Articles Are Leadership and Management Development Two Different Things?What is the Difference Between Leadership and ManagementSearch Are Leadership and Management Development Two Different Things? Share this articleTwitterLinkedinFacebookemailLeadership Versus Management Do you know the difference between leadership and management? In Western economies, the lines between the two have become blurred. In her book, The Seven Keys of Charisma (1997),Joanna Kozubska says There are times when a leader needs good, systematic management skills and times when a manager must inspire people. We have to be able to do both. This has significant implications for the way that leaders and managers should be developed. Originally, the difference between management and leadership arose based on the perception that management was about implementing organization and leadership was about motivation, vision, a nd managing change. Based on this differentiation of skills, different training solutions evolved to meet these needs. Managerial training involved elements of planning, organizing, staffing, reporting, and budgeting. Often lead by a specialist, management training was finely tuned to meet the requirements of a particular population. In contrast, leadership development programs often look not at the what of a managers role but rather the how. Typically, these programs stem from one of the many different theories of leadership. Some of these key theories are Situational Leadership Different circumstances require different forms of leadership Leadership Traits By examining the traits of great leaders, employees can copy and develop them Leadership Behavior Looking at what leaders do, rather than their traits if we can define successful leadership behavior, we can train others to replicate it in the workplace Authentic Leadership Encouraging leaders to be true to themselves and tak e unconditional responsibility Transactional Leadership The mutual benefit from an exchange-based relationship, where the leader offers certain things, such as resources or rewards, in return for the followers commitment Leader as a Hero Leaders are born with innate, unexplainable skills and charisma consequently, they are elevated to hero status Attribution Recognizing the importance of followership and concentrating on the factors which induce people to follow a particular leader Transformation Proactively motivating others to breed commitment, not just complianceThe Importance of Leadership DevelopmentWhichever model or training vehicle is used, the essential difference between management and leadership development is in the role of the facilitator. Management training requires the facilitator to remain in the instructor role, imparting new information to the participants. On the other hand, leadership development focuses on the how. He/she needs to create an environment where pa rticipants feel confident enough to articulate their development needs, learn how they can fulfill them, and practice different approaches in order to close any gaps.While leadership development had to rely on and reference managerial responsibility, management training did not need to reference leadership experience. An instructor could lead a successful, practical management session in isolation from any leadership capability or behavior. In other words, they could operate quite successfully in a leadership vacuum. This led to some participants to see leadership development as something for them upstairs and not as something that was instrumental in their everyday operational tasks. Fundamentally, leadership is proactive. Effective leaders anticipate problems and opportunities and they motivate and develop strategic responses. In contrast, management is reactive. When problems develop, managers respond. In the past, this was the key differentiation between leadership and manage ment. Now, the two are coming together.Leadership and Management TodayTodays team managers have to process more data and react more swiftly than they did ten years ago. However, they are now also expected to take responsibility for the morale, well-being, and development of their teams. At the same time, there has been a cultural shift from the perspective of employees about their manager. Managers may be responsible for the commercial aspect of their teams performance however, in achieving these goals, employees expect that the manager will behave not as a dictator, but as a colleague not as the boss, but as a coach. The simple truth is that todays organizations no longer want managers who can maintain thestatus quo they want leaders at all levels who can inspire individuals and the organization to greater success. Ultimately, when looking to build and structure your management and leadership development, you should be highlighting the link between managerial training intervent ions and leadership responsibility.Originally featured in TrainingZoneRelated Salary.com Content Overqualified? You May Be Underemployed. How Much Are Dads Worth? Supreme Courts Union Ruling and Impact on HR Practices From our trusted Partners From our trusted Partners Home Articles Are Leadership and Management Development Two Different Things?What is the Difference Between Leadership and ManagementSearch Are Leadership and Management Development Two Different Things? Share this articleTwitterLinkedinFacebookemailLeadership Versus Management Do you know the difference between leadership and management? In Western economies, the lines between the two have become blurred. In her book, The Seven Keys of Charisma (1997),Joanna Kozubska says There are times when a leader needs good, systematic management skills and times when a manager must inspire people. We have to be able to do both. This has significant implications for the way that leaders and managers should be developed. Originally, the difference between management and leadership arose based on the perception that management was about implementing organization and leadership was about motivation, vision, and managing change. Based on this differentiation of skills, different training solutions evolved to meet these needs. Managerial training involved elements of planning, organizing, staffing, reporting, and budgeting. Often lead by a specialist, management training was finely tuned to meet the requirements of a particular population. In contrast, leadership development programs often look not at the what of a managers role but rather the how. Typically, these programs stem from one of the many different theories of leadership. Some of these key theories are Situational Leadership Different circumstances require different forms of leadership Leadership Traits By examining the traits of great leaders, employees can copy and develop them Leadership Behavior Looking a t what leaders do, rather than their traits if we can define successful leadership behavior, we can train others to replicate it in the workplace Authentic Leadership Encouraging leaders to be true to themselves and take unconditional responsibility Transactional Leadership The mutual benefit from an exchange-based relationship, where the leader offers certain things, such as resources or rewards, in return for the followers commitment Leader as a Hero Leaders are born with innate, unexplainable skills and charisma consequently, they are elevated to hero status Attribution Recognizing the importance of followership and concentrating on the factors which induce people to follow a particular leader Transformation Proactively motivating others to breed commitment, not just complianceThe Importance of Leadership DevelopmentWhichever model or training vehicle is used, the essential difference between management and leadership development is in the role of the facilitator. Management trai ning requires the facilitator to remain in the instructor role, imparting new information to the participants. On the other hand, leadership development focuses on the how. He/she needs to create an environment where participants feel confident enough to articulate their development needs, learn how they can fulfill them, and practice different approaches in order to close any gaps.While leadership development had to rely on and reference managerial responsibility, management training did not need to reference leadership experience. An instructor could lead a successful, practical management session in isolation from any leadership capability or behavior. In other words, they could operate quite successfully in a leadership vacuum. This led to some participants to see leadership development as something for them upstairs and not as something that was instrumental in their everyday operational tasks. Fundamentally, leadership is proactive. Effective leaders anticipate problems and opportunities and they motivate and develop strategic responses. In contrast, management is reactive. When problems develop, managers respond. In the past, this was the key differentiation between leadership and management. Now, the two are coming together.Leadership and Management TodayTodays team managers have to process more data and react more swiftly than they did ten years ago. However, they are now also expected to take responsibility for the morale, well-being, and development of their teams. At the same time, there has been a cultural shift from the perspective of employees about their manager. Managers may be responsible for the commercial aspect of their teams performance however, in achieving these goals, employees expect that the manager will behave not as a dictator, but as a colleague not as the boss, but as a coach. The simple truth is that todays organizations no longer want managers who can maintain thestatus quo they want leaders at all levels who can inspire individuals and the organization to greater success. Ultimately, when looking to build and structure your management and leadership development, you should be highlighting the link between managerial training interventions and leadership responsibility.Originally featured in TrainingZoneRelated Salary.com Content Overqualified? You May Be Underemployed. How Much Are Dads Worth? Supreme Courts Union Ruling and Impact on HR Practices From our trusted Partners From our trusted Partners Home Articles Are Leadership and Management Development Two Different Things?What is the Difference Between Leadership and ManagementSearch Are Leadership and Management Development Two Different Things? Share this articleTwitterLinkedinFacebookemailLeadership Versus Management Do you know the difference between leadership and management? In Western economies, the lines between the two have become blurred. In her book, The Seven Keys of Charisma (1997),Joanna Kozubs ka says There are times when a leader needs good, systematic management skills and times when a manager must inspire people. We have to be able to do both. This has significant implications for the way that leaders and managers should be developed. Originally, the difference between management and leadership arose based on the perception that management was about implementing organization and leadership was about motivation, vision, and managing change. Based on this differentiation of skills, different training solutions evolved to meet these needs. Managerial training involved elements of planning, organizing, staffing, reporting, and budgeting. Often lead by a specialist, management training was finely tuned to meet the requirements of a particular population. In contrast, leadership development programs often look not at the what of a managers role but rather the how. Typically, these programs stem from one of the many different theories of leadership. Some of these key theories are Situational Leadership Different circumstances require different forms of leadership Leadership Traits By examining the traits of great leaders, employees can copy and develop them Leadership Behavior Looking at what leaders do, rather than their traits if we can define successful leadership behavior, we can train others to replicate it in the workplace Authentic Leadership Encouraging leaders to be true to themselves and take unconditional responsibility Transactional Leadership The mutual benefit from an exchange-based relationship, where the leader offers certain things, such as resources or rewards, in return for the followers commitment Leader as a Hero Leaders are born with innate, unexplainable skills and charisma consequently, they are elevated to hero status Attribution Recognizing the importance of followership and concentrating on the factors which induce people to follow a particular leader Transformation Proactively motivating others to breed commitment, not ju st complianceThe Importance of Leadership DevelopmentWhichever model or training vehicle is used, the essential difference between management and leadership development is in the role of the facilitator. Management training requires the facilitator to remain in the instructor role, imparting new information to the participants. On the other hand, leadership development focuses on the how. He/she needs to create an environment where participants feel confident enough to articulate their development needs, learn how they can fulfill them, and practice different approaches in order to close any gaps.While leadership development had to rely on and reference managerial responsibility, management training did not need to reference leadership experience. An instructor could lead a successful, practical management session in isolation from any leadership capability or behavior. In other words, they could operate quite successfully in a leadership vacuum. This led to some participants to see leadership development as something for them upstairs and not as something that was instrumental in their everyday operational tasks. Fundamentally, leadership is proactive. Effective leaders anticipate problems and opportunities and they motivate and develop strategic responses. In contrast, management is reactive. When problems develop, managers respond. In the past, this was the key differentiation between leadership and management. Now, the two are coming together.Leadership and Management TodayTodays team managers have to process more data and react more swiftly than they did ten years ago. However, they are now also expected to take responsibility for the morale, well-being, and development of their teams. At the same time, there has been a cultural shift from the perspective of employees about their manager. Managers may be responsible for the commercial aspect of their teams performance however, in achieving these goals, employees expect that the manager will behave not as a dictator, but as a colleague not as the boss, but as a coach. The simple truth is that todays organizations no longer want managers who can maintain thestatus quo they want leaders at all levels who can inspire individuals and the organization to greater success. Ultimately, when looking to build and structure your management and leadership development, you should be highlighting the link between managerial training interventions and leadership responsibility.Originally featured in TrainingZoneRelated Salary.com Content Overqualified? You May Be Underemployed. How Much Are Dads Worth? Supreme Courts Union Ruling and Impact on HR Practices From our trusted Partners From our trusted Partners Home Articles Are Leadership and Management Development Two Different Things?What is the Difference Between Leadership and ManagementSearch Are Leadership and Management Development Two Different Things? Share this articleTwitterLinkedinFacebookemailLe adership Versus Management Do you know the difference between leadership and management? In Western economies, the lines between the two have become blurred. In her book, The Seven Keys of Charisma (1997),Joanna Kozubska says There are times when a leader needs good, systematic management skills and times when a manager must inspire people. We have to be able to do both. This has significant implications for the way that leaders and managers should be developed. Originally, the difference between management and leadership arose based on the perception that management was about implementing organization and leadership was about motivation, vision, and managing change. Based on this differentiation of skills, different training solutions evolved to meet these needs. Managerial training involved elements of planning, organizing, staffing, reporting, and budgeting. Often lead by a specialist, management training was finely tuned to meet the requirements of a particular population. In c ontrast, leadership development programs often look not at the what of a managers role but rather the how. Typically, these programs stem from one of the many different theories of leadership. Some of these key theories are Situational Leadership Different circumstances require different forms of leadership Leadership Traits By examining the traits of great leaders, employees can copy and develop them Leadership Behavior Looking at what leaders do, rather than their traits if we can define successful leadership behavior, we can train others to replicate it in the workplace Authentic Leadership Encouraging leaders to be true to themselves and take unconditional responsibility Transactional Leadership The mutual benefit from an exchange-based relationship, where the leader offers certain things, such as resources or rewards, in return for the followers commitment Leader as a Hero Leaders are born with innate, unexplainable skills and charisma consequently, they are elevated to her o status Attribution Recognizing the importance of followership and concentrating on the factors which induce people to follow a particular leader Transformation Proactively motivating others to breed commitment, not just complianceThe Importance of Leadership DevelopmentWhichever model or training vehicle is used, the essential difference between management and leadership development is in the role of the facilitator. Management training requires the facilitator to remain in the instructor role, imparting new information to the participants. On the other hand, leadership development focuses on the how. He/she needs to create an environment where participants feel confident enough to articulate their development needs, learn how they can fulfill them, and practice different approaches in order to close any gaps.While leadership development had to rely on and reference managerial responsibility, management training did not need to reference leadership experience. An instructor could lead a successful, practical management session in isolation from any leadership capability or behavior. In other words, they could operate quite successfully in a leadership vacuum. This led to some participants to see leadership development as something for them upstairs and not as something that was instrumental in their everyday operational tasks. Fundamentally, leadership is proactive. Effective leaders anticipate problems and opportunities and they motivate and develop strategic responses. In contrast, management is reactive. When problems develop, managers respond. In the past, this was the key differentiation between leadership and management. Now, the two are coming together.Leadership and Management TodayTodays team managers have to process more data and react more swiftly than they did ten years ago. However, they are now also expected to take responsibility for the morale, well-being, and development of their teams. At the same time, there has been a cultural shift f rom the perspective of employees about their manager. Managers may be responsible for the commercial aspect of their teams performance however, in achieving these goals, employees expect that the manager will behave not as a dictator, but as a colleague not as the boss, but as a coach. The simple truth is that todays organizations no longer want managers who can maintain thestatus quo they want leaders at all levels who can inspire individuals and the organization to greater success. Ultimately, when looking to build and structure your management and leadership development, you should be highlighting the link between managerial training interventions and leadership responsibility.Originally featured in TrainingZoneRelated Salary.com Content Overqualified? You May Be Underemployed. How Much Are Dads Worth? Supreme Courts Union Ruling and Impact on HR Practices From our trusted Partners From our trusted Partners Home Articles Are Leadership and Mana gement Development Two Different Things?