Does a Manager Have to be a Leader?
Not every manager is capable of being a leader, some managers are better suited for providing the practical applications and making sure strategies are working – but they may not be suited for inspiring the team, encouraging innovation, or setting out the core values to be followed.
Having said that, it is important that managers who are working directly with a team (rather than say managing a particular set of operations or processes), have leadership qualities – they should be employees who others look to, and don’t find themselves wondering how they ever got in a position where they were responsible for other people in the first place.
What Happens if You Don’t Cultivate Leadership?
Employee productivity generally suffers if there is a lack of high-quality leadership – if someone feels as if they aren’t appreciated, or don’t believe their work is valued, they are going to be less likely to make an effort.
When a culture of disgruntled attitudes or ‘so what?’ settles in, it can be extremely difficult to motivate employees, which can lead to not only poor quality products or longer development times, but also a negative reputation with potential employees and investors.
People with leadership skills are valuable to a company when they’re placed in the right position, but they can also be a detriment if they’re not looked after properly; someone that can inspire and motivate people can also demotivate them quite easily after all.
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Leading with Style
It’s estimated that 78% of business leaders actively and regularly focus on engaging with their employees, but only 48% of employees view their company’s leadership as ‘high-quality’.
This disconnect between engagement and acceptance makes it clear that there is considerable work to be done in order to align leadership, management, and staff expectations.
Of the different management styles, the five that generally stand out are:
- Autocratic
- Democratic
- Laissez-faire
- Visionary
- Servant
There are pros and cons for the different methods, and what may work for one business may not work for another. Taking the time to understand what your employees are thinking and feeling, and how they will best respond, will help you determine what direction your management should take, and where you can find your leaders.