Managers and Leaders

To excel, an organization needs both managers and leaders. Following are some ways managers and leaders compliment each other.
Managers attempt to control people, processes, and results. Leaders attempt to influence through their responses to others and the environment.
Managers attempt to motivate people by external means. Leaders draw followers in a direction by standing for something that followers value.
Managers concentrate on the tangible. Leaders operate at the level of the intangible.
Managers are concerned about external actions. Leaders concern themselves with contributing to a sense of identity.
Managers put their faith in the concrete. Leaders look to an underlying source of meaning.
Managers focus on achieving specific results. Leaders concentrate on fulfilling a larger purpose.
Managers hold a mechanistic perspective. Leaders think holistically.
Managers provide defined channels for the accomplishment of work. Leaders provide a reason for doing the work.
Managers are aware of limits. Leaders expand the limits.
Managers seek equilibrium. Leaders encourage disequilibrium.
Managers maximize the use of resources to achieve a result. Leaders assure the proper results are achieved.
Managers concentrate on doing things well. Leaders emphasize doing that which is worthwhile.
Managers are motivated to satisfy wants. Leaders are moved to fulfill values.
Managers aim for immediate results. Leaders seek future achievements.
Managers work in the present. Leaders build for the future.
Managers manipulate resources. Leaders are stewards of resources.
Managers concentrate on extending proficiency. Leaders focus on attaining mastery.
Managers motivate through position. Leaders motivate through relationships.
Managers subordinate individuals to the organization. Leaders promote people over institutions.