Think of management as the diligent mechanic, fine-tuning the engine of an organization.
It’s about maintaining the status quo, making sure every cog and wheel operates just as it should.
Managers focus on keeping things in check, sticking to the plan, and avoiding trouble.
They’re the people who make sure today’s operations are seamless and efficient, the ones you turn to when you need everything to run like a well-oiled machine.
Leadership, on the flip side, is like the visionary who maps out the journey and dares to explore uncharted territories.
Leaders are all about shaking things up—breaking the mould, pushing limits, and taking risks.
They don’t just keep the old systems going; they build new ones.
Leaders fire up the team with a vision and have the guts to turn dreams into reality.
They’re the spark for innovation and growth, pushing the company toward a brighter future.
Here’s where things really diverge.
Managers are all about the ‘how’—the nuts and bolts that keep everything running.
Leaders, though, care more about the ‘why’—the mission and vision that drive the company forward.
Managers use power and authority to get what they got yesterday faster and cheaper. If you ever need surgery God forbid I hope that there's a manager in the operating room because you don't want someone making stuff up as they go along. Leaders create the conditions for change. They don't have to do it themselves. In fact, they probably shouldn’t. So if you think about a well-known company or a tiny company leader, what they actually need to do is figure out how to get the right people in the room, for the right reason, with the right questions so that the room figures out what'sgoing on. It's not your job to solve every problem. It is your job to create the environment where the problems get solved. - Seth Godin
Take Aravind Eye Hospital in India, a killer example of this.
Over 50 million people have had their sight saved by Aravind, a number bigger than the population of all the EU capitals combined.
When you arrive at Aravind, you have two choices.
Pay 130 dollars or pay nothing.
Nothing.
Zero.
Nada.
It's totally up to you.
The care is top-notch either way.
The only difference?
The comfort level of your recovery room.
Aravind’s got two separate teams.
The surgical team has built a process that’s more efficient than a McDonald’s kitchen—no creativity here, just pure, consistent execution.
Eye doctors from around the globe come to Aravind to train because they can perform more surgeries in a day than they might in a month elsewhere.
This is management at its finest—streamlined, efficient, and reliable.
But then there’s the customer experience team, and they’re in a whole different league.
Their gig?
To be human.
They’re about adding a personal touch, providing dignity and care to every patient, no matter if they paid or not.
There’s no McDonald’s-like playbook here—this is where heart and empathy shine.
And these two teams, one driven by management tactics and the other by leadership vibes, work together like a dream.
So next time you’re thinking about your role, ask yourself if you’re more about keeping things running smoothly or pushing for big changes.
Both roles are crucial, but knowing their differences can help you juggle them better.
After all, great organizations don’t just need engines—they need someone who’s brave enough to chart the course to new destinations.
So, where do you fit in?
PS. Do you struggle to set yourself apart from your competitors? Does your tone of voice lack a little personality? Either way, get in touch and I’ll help you become remarkable. Or get more communication advice that doesn't suck here.
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