A common misunderstanding among managers is that managers and leaders are basically the same. In fact, some leaders make great managers, and some managers are excellent leaders, but there are many times when the two skills don’t merge so well and this can cost you good people in your business.
Take the case of John, who was in a middle management position, responsible for a sales team of air conditioning units. He was very good at ensuring the sales were made, the installation guys ready to do their part, and that the paperwork was always up to date. But his staff quivered at the idea of stepping into his office. He was rude, demanding, and worst of all, completely uninspiring. Getting any of his team to accept responsibility for their failure to make budget was only one area where he consistently let the company down, and those on his sales team who left (usually after less than 2 years) meant that sales were regularly a frustration for his bosses, as every time a new person started, the competition were ready to snap up clients during the transition period.
Another example, Cathy, was great at firing up the troops in her company. She had 10 people working under her in a plumbing supplies company, who just loved coming to work, would work extra time if needed, and always support each other if someone was away. Finding new people to work there was never a problem, as the company was quite well known for looking after their people and a ‘fun’ place to work. Cathy ensured that everyone was looked after on her team and that if there were any problems they were having, with clients or personally, these were dealt with.
Cathy’s downside was that the accounts department was always chasing her up for reports and checked invoices. Her desk was a mess, and her car was too. But she was cheerful, and had the sales people in her team consistently over-achieving their budgets.
So here are two examples of a good manager who was burning good people and under achieving on sales, vs a great leader, who drove the accounts department mad with her less than satisfactory management skills.
What to do?
Can these people both benefit from training to assist in their ability to really become stars in their company, or should both be enabled to better work to their strengths and assisted in the areas where they were weaker?
Well, both answers are right. Good managers can learn excellent leadership skills, that allow them to achieve more, just as good leaders can be taught straightforward management skills, including time management and systems, so that he or she can also be more effective managers.
