1a) Explain the difference between effective leaders and effective managers. Can someone be effective at both managing and leading? Illustrate your answer with reference to:
i. Current thinking in leadership and management
ii. Leaders / managers you have experienced
1b) What are your own strengths and weaknesses as a manager and a leader and how do you balance the demands of both these roles? What impact do your own personal preferences have on your abilities as a manager and a leader?
How to solve this question??
• Why would you answer this?
• What are you answering?
• How do you answer it?
• What have you answered?
Work out definitions:
1. What does ...view middle of the document...
Although most leadership theorists believe there are distinct differences, the two terms are so often used interchangeably in the workplace that the differences become blurred (Kotter, 1990, 1999; Terry, 1993; Zaleznik, 1998).
Zaleznik (1998) asserts, as does Kotter (1990), that although leadership and management may be similar in a few ways, they have many very distinct differences. Both leaders and managers may have involvement in establishing direction, aligning resources, and motivating people. Managers, however, plan and budget while leaders establish direction. Managers have a narrow purpose and try to maintain order, stabilize work, and organize resources. Leaders seek to develop new goals and align organizations (Kotter, 1990; Zaleznik, 1998). Managers control and problem solve while leaders motivate and inspire. Finally, managers produce standards, consistency, predictability, and order. Leaders produce the potential for dramatic change, chaos, and even failure (Kotter, 1990).
For Gardner, the differences between a workplace leader and a workplace manager are not as distinct as they are for Kotter and Zaleznik (Bass, 1990; Kotter, 1990; Zaleznik, 1998). Gardner contrasts between what he calls the leader-manager and the routine manager. The leader-manager is concerned with thinking longer term, developing an organizational vision, reaching longer-term goals and values, and motivating others. The routine manager is more strongly associated with the organizational structure; he/she thinks and acts in the shorter term, accepting and maintaining the status quo (Bass, 1990; Gardner, 1990)
It is unusual for one person to have the skills to serve as both an inspiring leader and a professional manager. In large, complex organizations, these two distinct roles are even more difficult to assimilate in one person, and the tendency is to set leadership skills aside in favor of managing the workplace.
Why would you answer the question?
Why is it important to differentiate between effective leaders and managers? “Fundamentally, if you can't define leadership or management, you can't measure, test, make assessments, or consistently hire or promote for them.” (J. Kotterman, 2006). Without measuring the definitions, you cannot state any difference between them.
Understanding the question
To be able to provide a comprehensive answer on questions number 1a and 1b it’s first and foremost important to understand the definition in this context of “effective”, before any differences between managers and leaders can be determined. The broad definition of effective is “adequate to accomplish a purpose; producing the intended or expected result” (Dictionary.com). If we refer this to managers and leaders, it means that the person is adequate in accomplishing his/her (in)formal role and be able to produce an intended or expected outcome. A clear definable measurement of effectiveness in a comprehensive way for managers and...