Simple definitions explain the difference between:
· managing (oversee a company, establishment, or undertaking; administer; run) and
· leading (the initiative in an action; an example for others to follow).
I’m not sure companies explain those distinctions clearly enought to their managers and supervisors. Most of them feel more comfortable managing – they probably got promoted because they were proficient at the technical aspects of a job and were encouraged to make sure their direct reports got equally proficient. Mostly by explaining what and how, and then coaching them to do the same. It’s the “do what I say” method. Nothing in there about explaining why or being a role model; less about inspiring people to do things right. And therein lies a fundamental problem when they then ask employees to be engaged in their work and company. A better approach might lie in adding what’s expected (outputs) and letting employees focus on that more than simply doing something a certain way (inputs). Now those same employees are trusted to achieve objectives, giving them a purpose in addition to a task. Don’t make the mistake of just managing things – expand your role to being a leader who sets an example for his/her people. That approach is what will get them engaged today.
Grace Brewster Hopper (1906 – 1992): American computer scientist, mathematician, and United States Navy rear admiral.
Learn more: https://en.wikipedia.org/wiki/Grace_Hopper
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