Management and Leadership—What’s the Difference?

by Ircel Harrison, Summit Coach Training Coordinator

Would you rather be called a manager or a leader? There is a lot of discussion about the use of these terms. I would much rather be seen as a leader, but most positions I have filled required management functions as well.

In scripture, we find examples of both managers and leaders. Nehemiah was a good manager who accepted the responsibility to rebuild the wall at Jerusalem. David was a leader who encouraged and cast vision for his people. They used their gifts in response to God’s call.

At its best, leadership is about vision, inspiration, and change, focusing on why and where an organization should go. On the other hand, management is about execution, systems, and stability, focusing on how to get there efficiently. Both require communication, problem-solving, decision-making skills. Leaders set the direction and motivate people, whereas managers implement the plans and maintain order.

You might look at it in this way:

Leadership (Visionary & Strategic)

Focus: Big picture, long-term vision, innovation, organizational culture, purpose.

Role: Inspires and influences; develops people; champions change.

Authority Source: Personal power, ability to motivate and build trust.

Mindset: Future-oriented, "What if?"

Management (Tactical & Operational)

Focus: Short-term goals, processes, systems, resources, budgets, timelines.

Role: Organizes, plans, controls, solves problems, ensures smooth operations.

Authority Source: Formal position and organizational structure.

Mindset: Present-focused, "How do we do this?"

Organizations need both, and often leaders have to manage, and managers have to lead.  A good manager incorporates leadership skills to inspire their team, while strong leaders understand the management needed to bring their visions to life. 

My challenge to you is to incorporate both into your organizational role. Know your strengths but know when to seek help to leverage your own gifts. Good managers can show care and support for their people while overseeing processes and involving others in both implementing and improving those processes. Good leaders should respect the fact that what they accomplish is limited by the proper use of resources—people, finances, and time—and especially investing in their people. Many times, one person must fill both roles. Finding the proper balance keeps us on our toes!