All organizations need both leaders and managers. That doesn’t mean they need them in the same capacity, or in the same person.
Organizational success relies heavily on the HCM pro being cognizant of the differences between employees who are best utilized for leadership roles and those whose skills can best be mined for management roles. To be able to adeptly choose among candidates for either of these kinds of positions, the HR professional must first understand what qualities and abilities make a successful leader versus those that make for an effective manager. They must then answer the question: Does this particular job require a leader, a manager, or both?
Is the distinction important? Apparently, if the following statistics signify anything. On average, less than 36% of most organizations have identified available and interested successors for key positions in their organizations. Whereas, 71% of Best-in-Class organizations have a formal system in motion that identifies job roles that are indispensable or integral to the overall success of the organization. Those organizations that are actively farming their talent pools are the ones that will still be in the game when key roles are vacated.
Identifying a Leader
A masterful leader has the ability to utilize power, build relationships and influence behaviors and actions to advance the goals of both the organization and the individual. A leader instills confidence in the team and inspires others to reach higher and achieve more. Leaders develop a sense of community around the work, and, generally speaking, tend to bring out the best in others as far as work productivity and behavior.
Leadership Styles
There are several leadership styles, specific to the person, their traits, and their personal development or maturity. Based on extensive study, several theories exist regarding the factors that comprise a great leader. In essence, three primary theories about styles of leaders exist: Trait-based theories, behavior-based theories, and contingency-based theories:
- Trait-based leadership theories purport that leaders have certain personality traits and personal attributes that make them a great leader. Examples of leadership traits as categorized under this theory may be related to physical traits like voice, height or attractiveness, or personality traits such as charm, wit or an ability to intuit another’s thoughts.
- Behavior-based leadership theories focus on the actions and behaviors of the leader. Examples based on this theory might be a person’s willingness to take charge of a new project, or to be forthcoming with fresh ideas and solutions.
- Contingency-based leadership theories revolve around relationships, situational needs and adapting leadership style to the task at hand and the followers’ abilities. Contingency-style leaders possess an authoritative ability to adapt to changing organizational needs and to rally followers around them.
Each of these three theories is valid with someone at some time. A savvy HCM professional should be able to identify leaders in the organization based on an amalgamation of all three of these theories.
Identifying a Manager
A manager is responsible for planning, monitoring and supervising the activities of their team. Not all managers can lead, and it should never be presumed that a manager can automatically fill the role of a leader within the organization.
Quality managers are experts at taking direction and communicating project goals to department employees. They express expectations to the employees, and give feedback as projects progress to both supervisors and underlings. They head off trouble with clients and maintain oversight to enforce organization rules and industry regulations. When a department continually meets organizational goals, the manager is usually the reason.
These differences between leaders and managers can serve as a guide for HCM professionals who are keen to follow the lead of Best-in-Class organizations. The first step in developing a stellar HCM system is in learning to identify each person’s most natural role in the organization.
What techniques do you use to recognize and prepare leaders and managers in your organization? Let us know in the comments!
