Too many managers are sorely mistaken when they say they don’t have time for monthly one on ones with their direct reports. Everything you read and hear from the most successful CEO’s and the most respected leadership authorities tell us that developing our future leaders is one of our most critical functions as leaders — and I agree.
So, if developing our future leaders is so important, why have so many managers failed to make this a non-negotiable discipline?
In one sentence, how would you define “Leadership?” How about “Management?” Are you crystal clear on the difference between the two?
Anyone who is responsible for getting results through others needs to be able to effectively practice both Leadership and Management. Unfortunately, many managers use these terms interchangeably.
Management is the act of overseeing and influencing people, assets, and processes to achieve predetermined results. You are a Manager based on the authority assigned to your position.
Leadership is the act of engaging the heads and hearts of people in ways that inspire them to give their best in order to achieve a common goal – a goal that, quite often, only the Leader can clearly see. Anyone — from the front desk to the corner office — can be a Leader.
