Managers get promoted because they’re technically good at their jobs. But further down the line, they often realise they don’t know how to lead.
But what is leadership vs management? Both complement each other, but they are separate skills and behaviours, that need training and development. Shockingly though, 82% of new UK managers have no formal management or leadership training.
Our article explores the differences between leadership and management, provides side-by-side examples, and offers tips to develop your skills.
What is the difference between management and leadership?
The main leadership and manager difference is that management is a role and leadership is a set of behaviours and skills. Managing also deals more with planning and problem-solving, while leadership is about aligning and motivating teams.
One of the best-known people to distinguish leadership from management was Harvard professor John Kotter. In ‘What Leaders Really Do’, he describes them as two distinct, complementary systems.
But what is leadership vs management in practice?
A manager is a role that people often move into by performing well in their current position. Leadership is a learned skill that anyone can possess, regardless of their job title.
While managers do a lot of planning, organising, and problem-solving, leaders tend to set directions, align a team behind shared goals, and motivate them along the way.
What does good management look like?
Good management means team members know exactly what’s expected of them and when certain activities are due.
In most management vs leadership debates, management often comes out worse, but managers are vitally important.
Google once questioned whether it needed managers at all. The research found that teams with highly effective managers got better results, were happier, and had lower turnover rates.
Here are some of the key behaviours of good managers:
- They set clear goals
- They hold regular one-to-ones
- They monitor workloads and make sure they’re manageable and fair
- They give honest feedback, including praise and criticism
- They trust their team to manage their workloads, without micromanaging
Example: A team lead spots that two important projects will clash next month, and neither will get completed on time. A good manager moves one of the deadlines, lends a colleague to the other project short-term, and warns the client a week early.
What does good leadership look like?
Good leadership inspires team members, and helps them see where the team and business are heading. People feel a part of something bigger than just themselves, and it motivates them to keep going when things get hard.
Sounds like a lot of responsibility, doesn’t it? In reality, most people don’t notice the everyday leadership behaviours that go on around them. Often, leadership shows up in small, repeated moments.
Here are some of the key actions of leaders:
- They explain the ‘why’ behind decisions
- They listen to different views and take them on board
- They encourage people to try new things and develop
- They stay calm under pressure
Recommended reading: Leadership under pressure: what your team really needs from you and why
Example: A manager has to roll out a new system that the team didn’t ask for. Before booking any training, the manager explains what’s driving the change and admits that the first month probably won’t run smoothly. They might also ask certain team members to help shape the rollout, since involving people in the change makes it feel less like an imposition.
Management vs leadership: which is better?
Both are equally important. Good management means plans stay on track, while good leadership keeps people in the loop and motivated.
There’s rarely a scenario where it’s management versus leadership. In the real world, most roles need both. Kotter believed that strong leadership with weak management is no better than the reverse.
One without the other looks like this:
- Over-managed and under-led: plans stay on track, meetings are well-structured, and deadlines are met. But nobody understands why the work matters, and they don’t see how their role plays into the bigger picture.
- Over-led and under-managed: the vision is inspiring and morale is high. But deadlines slip, goals lose their focus, and people aren’t sure who’s responsible for what.
Leading versus managing: when should you do each?
Manage when the goal is clear and the task is focused on delivery. Lead when the goal is changing or unclear, and people need convincing.
In practice, most situations need both management and leadership. Here’s what they look like across five everyday workplace situations:
| Situation | Good management | Good leadership |
| A deadline is at risk of being missed | Plan out the remaining work, move people where needed, and carry out short, daily check-ins to stay on track | Explain the consequences of missing the deadline and find out the root cause (e.g. not enough staff, inefficient workflows, a lack of clarity) |
| A new system needs implementing | Provide a clear timeline of when the change will take place, and include training dates (or estimates) for each step | Explain why you’re switching over to a new system, be honest about the disruption, and answer questions |
| A team member is underperforming | Set clear, written expectations, and review these during regular one-to-ones | Find out what’s behind the performance dip, offer help and direction to get them back on track |
| A new starter joins the team | Create a structured onboarding plan, assign someone to oversee training, and set objectives | Provide a brief history of the company, share the team’s purpose and culture, and take time to get to know them |
The team is feeling stressed and burnt out | Evaluate the current workload, drop or delay low-priority work, and redistribute workloads | Acknowledge it openly, encourage staff to share the causes, and ask for ideas to help |
How can you develop your management and leadership skills?
While some people take naturally to management and leadership, both are learnable skills. They also grow faster through practice, feedback, and structured development.
A few places to start:
- Ask for feedback: send out anonymous surveys to team members.
- Dedicate time for leadership: block out around an hour a week to engage with people and offer direction, rather than completing tasks and admin.
- Learn from others: spend time with other managers who may be stronger in areas where you’re weakest.
- Take a course: enrol in online management training to gain confidence in planning and decision-making, or take a leadership fundamentals course.
Final thoughts
Understanding the difference between leadership and management is the first step to becoming good at both. Management makes sure projects run smoothly and finish on time, while leadership explain the vision or purpose, and keeps teams motivated.
Ready to build both skill sets? Explore Leader Connect’s leadership and management courses. If you want something more personalised, opt for in-person leadership training, tailored to what your leaders already know and what your organisation needs.
