SCHOLARLY ACTIVITY

There have been many illuminating debates over the years concerning the differences or similarities of leadership and management. Many people would argue that there are major differences in the concepts and precepts of leadership and management because you lead and love people from the emotional state of mind (heart) and manage processes, ideas, and things through a logical state of mind (head). Having said this, one could postulate that leadership and management debates will probably continue well into the future because the opposing differences in philosophical viewpoints are based on unique organizational dynamics. Sometimes you hear the expression “natural-born leader.” Leadership is a learned process, but people must be born with the ability to absorb and apply the leadership concepts they have learned. UNIT VII STUDY GUIDE Developing Leaders MHR 6551, Training and Development 2 UNIT x STUDY GUIDE Title Those who have served as leaders and managers for many years are oftentimes inclined to believe that there are similarities as well as differences in leadership and management. Equally important, experience has proven that in some cases leadership and management overlap because organizations are composed of behavior (emotional) and task (production) relationships. However, some do not believe that they are one and the same. Some similarities of leadership and management are that they are both influential, work with others, and work towards meeting the organizational goals (Northouse, 2010). Leadership and management skills are required to be an effective leader. Moye (2004) echoed this point by stating that not only are the best leaders good managers, but the strongest managers are also great leaders. It is also important to note that managing is a subset of leading, meaning that management is just one part of leadership. She went on to say that managers have authority with employees or projects, whereas leaders motivate those people and projects (Moye, 2004). Warren Bennis is famous for his one-liners about leadership and management. His one-liners demonstrate that the differences between managers and leaders. While managers enforce the expectations, leaders are inspiring and innovative. If you are interested in studying Bennis further, consider reading his book listed in the Suggested Readings. Remember that management is a subset of leading. It is the leaders who grow and develop as well as motivate and connect with their employees. Management, on the other hand, enforces and maintains guidelines and rules. However, it is important to note that Northouse (2004) stated that effective organizations need to nourish competent management and leadership skills. Briner and Pritchard (1997) stated that leaders lead and managers manage. Interestingly, they also stated that often one person will fill both roles in an organization. Many believe that not all managers can be considered leaders, and that while there are many managers in the world, leaders are a bit harder to come by. Most organizations have many managers, according to job titles, and very few leaders. Therefore, quite naturally, most professional development training is designed for managers and not leaders. Maxwell (1999) stated that titles do not have much value when it comes to leading. Job titles are only influential when the title is seen by employees as powerful. An example would be the Vice-President of the United States. But, this power of position has little long-term influence; it is the personal power of a leader that makes him or her successful. Can you think of a leader that held positional power but little personal power? Moreover, managers can maintain direction, but cannot change it, but a leader’s influence can move people in a new direction. Perhaps it is time for organizations to change job titles from management to leadership and focus on developing leaders instead of managers. Management

is a function that has been exercised in corporate businesses for years, and most effective organizations got it right. However, Bennis points out the need for leadership in organizations. He went on to say that we could not function without leaders (Bennis, 1994). When employees are able to follow and believe in the organization, it can help it grow and succeed. Further, our quality of life depends on the quality of our leaders. Based on this premise, perhaps organizations should place more emphasis on leadership to meet the many challenging demands of a constantly changing and dynamic environment. Leadership and management are, of course, different concepts, but they are both necessary in order for the organization for function properly. What do you think would happen if there was no management in a large organization? Do you think the organization could still find success? As you consider your response, think of why this is the case. Additionally, consider the powerful combination of leadership and management. If an organization could successfully create and utilize this combination, there could be a lot of positive effects. Effective leaders must continue to strive for excellence and demand the same from their followers. Leaders must continue their educational and professional development to add even more value to the organization. For example, today’s leaders need to learn how to motivate employees as individuals and in groups. Organizations cannot grow if their leaders do not grow. As business culture becomes more global, sophisticated, and competitive, the need for insightful and innovative leadership strategies is more important than ever. Organizations continue to strive to cultivate local and global competencies for key talent. Highpotential employees are selected for leadership roles and for international assignments to broaden their perspective and global awareness (Murray, n.d.). These employees are immersed in learning topics such as cross-cultural awareness, communication skills, global leadership, and global management skills. They must learn how to think and act globally and make learning a core competency for the global organization. MHR 6551, Training and Development 3 UNIT x STUDY GUIDE Title Organizational survival in a competitive business environment depends in part on having identified and developed global leaders. Remember what we said above: There are many more managers than leaders. The same is true for global leaders. The lack of global leaders with the skills required for global operations means that organizations must help employees develop into leaders. There are important challenges such as the impact and influence exerted by the culture, measurement and evaluations of leadership development interventions, and career development and reward systems.