Understand the key differences between leadership and management

Ever wondered how leadership and management truly differ? While leadership qualities are developed through experience and growth, management skills are honed with specific training. Let's explore the distinct and overlapping aspects of leadership vs management, providing insights into how each role contributes uniquely to success. Plus, learn how to effectively highlight these qualities on your CV to stand out in both areas.

What is leadership?

Leadership is a quality. There are many leadership theories, but leadership is ultimately about guiding and influencing people to achieve shared goals beyond what they could accomplish on their own.

Leadership is defined by what you do, not just the position you hold. For that reason, anyone can possess leadership skills. Leadership isn't something you're born with, either – it's a skill you can develop. 

The most effective leaders are supportive, results-oriented, open to different perspectives, and effective at solving problems. They adapt their strategies to fit their organisation's needs, focus on the behaviours that drive success, and lead with integrity.

What is management?

Management is all about guiding and organising a team to reach set objectives. It's a blend of leadership, strategic planning, and business acumen that boosts performance.

Managers are responsible for setting goals, arranging tasks and resources, motivating their team, and keeping track of progress. They create a structured environment that helps employees work effectively and align their efforts with the company's goals. 

Through planning, organising, motivating, and evaluating, managers ensure that everything runs smoothly and that team members are set up for success.

The differences between leadership and management

Leadership and management are essential skill sets and traits for organisational success, but they focus on different aspects of guiding a team. 

While leadership is about inspiring and influencing people to achieve a vision, management is focused on controlling and organising resources to meet specific objectives.

Here are other key differences when comparing leadership vs management:

1. Vision vs execution

Leadership aims to spark transformation and drive progress by creating and promoting a compelling vision. This is also known as inspirational leadership. Leaders work to rally their team around innovative ideas and future possibilities, setting a clear direction and inspiring others to follow it.

Management is geared towards ensuring stability and operational efficiency. Managers work to maintain smooth day-to-day operations and ensure that existing objectives are met consistently.

2. People vs processes

Leadership involves crafting and communicating a vision to engage and motivate people, aligning their aspirations with the organisation's broader goals. This is also known as transformational leadership. Leaders excel at fostering enthusiasm and encouraging personal growth.

Management is about centring efforts around the efficient execution of processes and the organisation of resources. They handle the practical aspects of workflow management to ensure that operational goals are achieved effectively and efficiently.

3. Mentality vs role

Leadership is about inspiring and driving change, regardless of formal authority, and how you influence and engage others. Leaders drive progress by engaging their teams with enthusiasm and vision, fostering an environment where innovation and new ideas can thrive.

Management is tied to specific roles and responsibilities within an organisational structure. It focuses on the day-to-day execution of tasks and adherence to established procedures. Managers ensure operational processes run smoothly and objectives are met through clear responsibilities and effective oversight.

4. What vs how questions

Leadership focuses on “what” and “why” questions, exploring the deeper reasons behind decisions and their wider implications. Leadership involves questioning current practices and learning from experiences to drive growth and innovation.

Management concentrates on “how” and “when” questions, dealing with the practical aspects of implementing tasks and ensuring deadlines are met. Management ensures that processes are followed efficiently and goals are achieved consistently.

The similarities between leadership and management

Although leadership and management have distinct purposes, they also share many similarities. While they're not the same, both roles rely on overlapping skills and qualities. Here are some of the key attributes they have in common:

1. Communication

Clear communication is a cornerstone for both leaders and managers. Both roles must excel in sharing ideas, providing feedback, and addressing concerns to ensure team alignment and productivity. Effective communication helps build a positive work environment, and fosters trust within the team.

2. Decision-making

Both leaders and managers regularly face decisions that impact their teams and the organisation. While leaders often focus on strategic decisions and long-term vision, managers are more involved in operational decisions and problem-solving. Regardless of the scope, both must consider how their choices affect the organisation and its people.

3. Emotional intelligence

Emotional intelligence is crucial for both roles. Leaders and managers need to understand and manage their own emotions while being attuned to the emotions of their team members. This skill helps build relationships, resolve conflicts, and foster a supportive work environment.

4. Trust and transparency

Trust is fundamental in both leadership and management. Leaders and managers must build trust with their teams through transparency and honesty. Whether it's admitting mistakes or clearly communicating expectations, being trustworthy strengthens the connection between them and their teams.

5. Collaboration and team development

Both roles are involved in collaborating with others and working towards team development. Leaders and managers strive to unlock the potential of their team members, improve organisational performance, and support their teams in achieving their goals.

Key traits of a good leader

As a leader, you don't need to have all the answers. Instead, your role is to guide your team towards achieving goals and meeting targets. Effective leaders focus on the future direction of their team, prioritising collective success over personal recognition. They work to unite their team, ensuring that projects and initiatives are completed and surpassed.

These are some vital leadership traits you'll need to develop if you hope to become a good leader:

  • Listening: As a leader, it's crucial to actively listen and genuinely consider others' perspectives. Don't just nod – show that you understand and act on their input.

  • Motivating: Inspire your team by being trustworthy and capable. A good leader energises others to strive for excellence and improvement.

  • Seeing the bigger picture: While details matter, influential leaders connect daily tasks with long-term goals. They navigate challenges with a strategic view to benefit the organisation.

  • Taking feedback onboard: Embrace both positive and negative feedback, focusing particularly on constructive criticism. Use it to improve and move forward with purpose.

  • Continuously learning: Keep growing by learning from others and integrating new ideas that align with your leadership style. Expand your knowledge and skills regularly.

  • Having humility: Avoid arrogance and focus on serving your team. Maintain humility and keep your ego in check to foster a collaborative environment.

  • Staying calm: Stay composed under pressure to lead effectively through challenging situations. A calm leader provides stability and reassurance for the team.

Key traits of a good manager

If you're advancing to a management role, whether overseeing a small team or a large one, it's essential to highlight key qualities on your resume. Effective managers demonstrate the ability to meet deadlines, deliver high-quality results, and influence key financial metrics.

To stand out, be specific about your skills and achievements, using quantifiable data to showcase your impact. Here are the crucial traits you'll need as a manager:

  • Setting specific goals: Define clear, attainable goals with detailed plans for your team. For instance, outline steps to achieve a 15% revenue increase.

  • Engaging with the team: Build positive relationships by being empathetic and approachable. Actively listen to your team's feedback to build a collaborative and motivated environment.

  • Resolving problems: Quickly address conflicts and obstacles to maintain smooth operations. Effective problem-solving boosts productivity and enhances team cohesion.

  • Setting the structure: Establish a clear daily structure to help your team stay organised. This clarity ensures everyone understands their roles and tasks, leading to efficient operations.

  • Focusing on the detail: Pay attention to the finer details of each task and its deadlines. Avoid distractions to ensure tasks are completed accurately and on schedule.

  • Planning and organising: Stay organised and plan effectively for meetings, projects, and strategies. Strong planning helps your team feel supported and ensures a smooth workflow.

  • Delegating wisely: Delegate tasks thoughtfully based on team members' strengths and provide the necessary resources. Effective delegation enhances outcomes and supports team development.

The shared traits of leaders and managers

Leaders and managers often share overlapping responsibilities and skills. Understanding each other's roles allows them to collaborate effectively and create the best work environment for their teams. Both roles typically exhibit the following traits:

  • People skills: Cultivate strong relationships by understanding and empathising with your team. Build trust and reduce conflict through respectful interaction.

  • Effective communication: Clear, open communication keeps your team informed and engaged, helping build a well-coordinated and motivated group.

  • Commitment: Demonstrate dedication to your team and the company, setting an example of best practices and boosting enthusiasm for shared goals.

  • Confidence: Show confidence in your team's abilities and provide the support needed to meet high expectations. Your belief in them fosters their own confidence.

  • Honesty: Be open and transparent when things go wrong. Admit mistakes and offer solutions to maintain trust and keep progress on track.

Examples of leadership skills on a CV

When presenting your traits in a written format, clarity and precision are highly recommended. You've only got a few seconds to impress once your CV is in front of a hiring manager, so make them count. 

Below are some examples of how to present your leadership capabilities in the work experience section of your CV:

  1. Guided diverse teams through complex projects, fostering collaborative environments that led to successful project completions and enhanced team cohesion

  2. Championed high-impact campaigns and strategic initiatives that elevated brand recognition by 30% and expanded market reach through innovative leadership

  3. Provided visionary leadership and strategic direction, mentoring team members to enhance their skills and achieve a 25% improvement in project milestones on time and within scope

  4. Innovated and implemented strategic plans that aligned team goals with organisational objectives, driving improved operational efficiency and stronger overall performance

  5. Facilitated clear and effective communication by translating complex information into easily understandable insights, ensuring stakeholder alignment and effective decision-making

Consider including some of your leadership abilities in your personal statement section, too. Here are some examples for inspiration:

  1. Experienced Project Manager known for guiding diverse teams through complex projects

  2. Senior Executive with a strong background in leading organisational growth and innovation

  3. Team Leader focused on driving team success through supportive and direct leadership

  4. Marketing Director with a knack for steering teams through dynamic market challenges

  5. Enthusiastic and proactive team member with a strong commitment to supporting team goals and fostering a positive work environment

Examples of management skills on a CV

When showcasing your management skills on a CV, it's your chance to confidently highlight your achievements. Below are some examples of how to present your management skills effectively in the work experience section:

  1. Streamlined daily operations by introducing efficient processes, resulting in a 30% reduction in operational costs and a smoother workflow

  2. Led the implementation of new management tools and software, resulting in improved workflow automation and more accurate tracking of project progress

  3. Facilitated regular team meetings and collaborative sessions, which enhanced communication and cooperation, leading to a 25% improvement in project turnaround times

  4. Coordinated cross-functional teams to ensure seamless project execution, significantly improving on-time delivery rates and minimising project delays

  5. Developed training programs to upskill team members, leading to a 15% increase in team competency and higher quality of work

You can also incorporate management abilities in your professional profile like so:

  1. Skilled Project Manager with expertise in coordinating complex projects and managing resources efficiently

  2. Senior Operations Manager with a strong background in streamlining processes and improving operational efficiency

  3. Experienced Team Supervisor dedicated to enhancing team performance and achieving departmental goals

  4. Department Manager with a talent for organising and leading teams to achieve departmental objectives

  5. Customer Service Manager skilled in enhancing customer satisfaction through effective team management and process improvements

Leadership vs management FAQs

Below, you'll find answers to some of the most common questions to help you understand the key differences and similarities between leadership and management:

Can a manager be a leader?

A managerial position is often defined by the job title, i.e. General Manager, Operations Manager, Database Manager. Being a leader is more ambiguous, as you can be a leader, but it's not necessarily reflected in your title. If you go about your business in a way that inspires and motivates people, but your job title is Account Manager, you can still be a leader. So, yes, a manager can be a leader, especially if you possess transferable skills that can be applied across the board.

Am I a leader or a manager?

How do you see yourself in the leader vs manager debate? Which side do you come down on, if any? And, maybe even more importantly, how do others see you? Self-perception is vital when assessing your strengths, but achieving them can be challenging. Am I motivational? Do I inspire others? Your actions and tangible evidence of your achievements will probably speak volumes in the workplace. If others look to you for guidance and direction, chances are you have leadership qualities that shine through.

Is being a leader better than being a manager?

That depends on you and what your aims are. There are many levels to reach within the workplace; ideally, you want to reach the level that sits best for you and your assets. You might feel that becoming the Features Editor on a publication is the highest you want as a journalist. That means managing a features department with short-term goals of which features to include in the next issue. Further up, leadership qualities come into play with the role of Editor, where a more long-term view is required of how the publication will move forward and where it will be in five years.

Being a leader isn't for everyone. Play to your strengths and find the level that's best for you.

There's no clear answer to the question, "Which is better – a leader or a manager?” We can't all be leaders, and we can't all be managers.

When should I lead and when should I manage my team?

Being able to differentiate between when to manage and when to lead means that you can create a team that operates well during a crisis and when things are running more smoothly.

Manage your team:

  • During an emergency

  • When training new members

  • When aiming to hit those deadlines

  • When prioritising and delegating certain tasks

  • When specific results are required

Lead your team:

  • When you can trust team members to perform set tasks without the need to micromanage

  • If you're introducing change within the workplace, like a new IT system or a restructure

  • When in meetings or during brainstorming sessions

  • When team members are confident in what they're doing and are going about their daily duties effectively and efficiently

Summing up the main differences between a leader and a manager

Leaders look to the future, while managers work more in the present, managing and implementing day-to-day work processes and systems.

Below is a summary of overarching views of how leaders and managers are different:

  • Leaders set the company vision, while managers follow that vision

  • Leaders think of ideas, and then managers ensure those ideas become reality

  • Leaders motivate and inspire the team, and managers guide the success of that team

  • Leaders shape the work culture, and managers uphold that work culture

Leadership vs management – where do you stand?

Whether you see yourself as a leader, a manager, or both, you need to decide which is more relevant to your career and ensure that your key skills are highlighted within a perfectly crafted CV. Think carefully about which strengths you want to bring out and then incorporate them into your next application.

With competition tough in the higher echelons of the business world of leaders vs managers, you need to stand out. The first step is to have a tailored and succinct CV that you can use confidently when applying to any role. Start by submitting your CV for a free review and see where it takes you.

This article was originally written by Elizabeth Openshaw and has been updated by Laura Slingo.

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