Management v. Leadership

Amy Stark Snook

Maya Angelou

“I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel”

Think back….

Managers versus Leaders

Manager

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A manager focuses on maintaining structure, efficiency, and control within the organization. Their primary responsibilities involve planning, organizing, and ensuring that day-to-day tasks are completed to achieve specific goals. Managers rely on established processes and often take a more directive approach, ensuring consistency and stability in operations. Their influence is often based on their position and authority within the organization

Leader

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A leader, on the other hand, is someone who inspires, motivates, and guides others towards a shared vision or goal. Leaders prioritize innovation, change, and long-term growth. They create an environment where team members feel empowered and valued, encouraging them to reach their potential. Rather than relying solely on authority, leaders influence through trust, respect, and example, often inspiring others by embodying the values and vision they promote.

What is your primary function in 2025?

So, what’s your focus for the rest of 2024 to achieve your 2025 goals?

Team Goals:

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• Collaboratively develop a strategic plan that all team members agree on, with clear roles defined for each contributor—everyone is an essential part of the whole.

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Personal Goals:

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• Finalize your own business and life plan for 2025.
• Lead by example: Show your team you’re prepared to guide them and that your business is positioned for continued success.

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Simply put, get your plan in place now!

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How to transition from a manager to a leader

This Photo by Unknown Author is licensed under CC BY-NC-ND

Empower, Don’t Micro manage

• Move away from controlling every detail. Instead, empower your team by giving them autonomy, encouraging them to take ownership, and supporting their growth.

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• They WILL make mistakes – let them (yup, I said it)
• Then step in and coach
• A two-way conversation – don’t lecture, coach
• Let them infuse their own style – all while staying in the confines of the agreed upon business plan

Focus on People Development

• Invest time in developing your team members’ skills and strengths. Provide regular feedback, mentor individuals, and focus on helping them reach their potential.
• Where do you start?
• A one on one – truly get to know your people, understand their desires, fears, personal and professional life
• Set goals
• Tactical Goals
• For example, membership director how many new members
• Membership director to share their results at each board meeting or with you one on one
• Celebrate successes
• Train and coach on improvement
• Personal Growth Goals
• You may have to help to uncover these
• Fear of public speaking, Toastmasters
• Lacking in Excel skills, find an online class for them
• Possibly consider for your budget (if you have one) a small dollar amount to allocate to each person to use to take a class – reimbursements only☺

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Embrace Change and Innovation

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Be open to new ideas and encourage innovation. Leaders look for ways to improve and adapt, fostering a culture that embraces growth and change.

Build Trust and Credibility

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Be authentic, communicate openly, and follow through on commitments. Trust is essential for inspiring others and is built by demonstrating integrity and consistency in your actions.

Lead by Example

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Model the behaviors and values you want to see in your team. This includes accountability, resilience, and a positive attitude

Listen and Connect

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Shift from directing to actively listening. Understand your team’s needs, challenges, and motivations, and build genuine relationships to foster a supportive environment.

This transition requires a mindset shift from managing tasks to inspiring and developing people—leading them toward a shared vision�