What is the difference between leadership and management?

What is the difference between leadership and management?

 

What is the difference between leadership and management? Lead Expert, Bill polard (C. william Pollard) is the answer: management emphasizes reason and control and organizes a group of people to accomplish a common goal. Management usually asks the following question: What should I do and how should I do it. Management is both a system and a method. It involves many factors such as organizational behavior. For example, if we need a group of people to complete a task, management is to solve the problem, so that the people engaged in this business can play in the appropriate positions, and ensure that the daily work goes smoothly.

The leaders will ask this question. Why are we doing this? Who are really suitable for doing these things? Leadership is to motivate these people so that they can complete individual growth and contribute to others while also fulfilling this common goal. In addition to management and operation, leadership also includes human factors. Leaders have the responsibility to help personal development. Each person in an organization has his own dignity and value. Each person has different skills and talents. A leader will motivate employees, encourage innovation, and seek potential opportunities and returns. This is the difference between the two.

Bill polard mentioned that leaders have a responsibility to help employees develop. This is in line with Ann Bruce, author of "how to effectively motivate employees" (published by Tsinghua University Press. Bruce believes that leaders should be able to effectively influence and promote employees, so that employees can fully utilize their talents and achieve the most perfect performance. He mentioned three specific measures in his book to help managers expand their talents.

Promote employees to go beyond their expected limits and lead them beyond their current standards. They do not just do the same work in the same way. Arrange more challenging jobs for them and help them broaden their horizons, understand the company's macro situation, and their roles.

Set clear and clear goals to set standards for each specific job position, clearly specify criteria for judging performance, and invite your employees to participate in the entire set process.

Determine the scope of responsibility of the employee determine the scope of responsibility that everyone understands for each job. If employees are clear about their roles, they will not only have doubts, but will also easily understand how they should work with other colleagues to achieve their respective work goals.