Leadership vs. Management in Engineering

Summary

In this discussion, Kate Harris, CEO of Stanley Consultants, explores the key differences between management and leadership in engineering. She explains that management focuses on personal skills and facilitating tasks, while leadership emphasizes team dynamics, vision, and empowering others. Leaders talk about 'we' rather than 'I,' prioritizing team achievements over personal contributions. Harris highlights that leadership requires humility, authenticity, and continuous learning. She encourages engineers to view leadership as an evolving craft, necessary for tackling greater responsibilities as they advance in their careers.

Takeaways

• 😀 The difference between management and leadership is often misunderstood but essential in professional growth.
• 🛠️ Managers focus on their personal skills and abilities to create outcomes, often relying on technical expertise or direct oversight.
• 🤝 Leaders, in contrast, emphasize the collective power of the team, focusing on collaboration and the contributions of others.
• 👥 Leadership is characterized by a shift from 'I' to 'we,' where leaders prioritize the team's success over individual accomplishments.
• 🌱 Leadership involves setting direction, facilitating discussions, and making difficult decisions, often balancing multiple trade-offs.
• 💡 Authentic leadership requires humility, vulnerability, and a focus on serving others, rather than being self-centered.
• 📈 Leadership development is a continuous process that requires ongoing learning and refinement of skills.
• 🎓 Becoming a leader involves active and intentional effort, not just technical progression or acquiring more credentials.
• 🚀 Leaders must adapt and grow to meet new challenges as their roles expand, which often requires improving emotional intelligence (EQ) and decision-making skills.
• 🔍 Organizations should evaluate leaders not just on past technical success, but on their ability to lead teams and drive progress in the future.

Q & A

What is the key distinction between management and leadership according to Kate Harris?

Kate Harris explains that the key distinction is that managers focus on their personal skills and how they facilitate tasks, while leaders emphasize the power of the team and the contributions of others to achieve outcomes.

How does Kate Harris define the role of a manager?

Kate defines a manager as someone who uses their skills to create outcomes, typically relying on their own expertise or direction, and eventually forming teams to handle tasks as they progress in their career.

What, according to Kate Harris, defines a leader's approach?

A leader talks about the collective efforts of the team, facilitating discussions, making decisions, and focusing on engagement and communication rather than their own abilities.

What does Kate Harris mean by the 'I to we' transition in leadership?

The 'I to we' transition refers to a shift from focusing on one’s own skills and contributions (management) to focusing on the contributions of the entire team (leadership). Leaders talk about 'we' and the collective success, rather than 'I' and personal achievements.

How does Kate Harris differentiate between good leaders and those who are more self-centered?

Good leaders, according to Kate, are humble, authentic, and focused on the team’s success, whereas self-centered leaders may be more egocentric or focused on their own achievements.

What attributes does Kate Harris believe the best leaders possess?

Kate believes the best leaders are humble, vulnerable, authentic, and strong decision-makers who are not afraid to get out in front of people, but also focus on team collaboration and outcomes rather than personal credit.

How does Kate Harris suggest engineers approach leadership development?

Kate suggests that engineers should treat leadership development as an ongoing process, similar to technical skill development, by going back to school, reading, and continuously learning to become better leaders.

Why does Kate Harris emphasize the need for leaders to develop both EQ and IQ?

Kate emphasizes the need for both EQ (Emotional Intelligence) and IQ because leadership requires understanding and managing people (EQ) as well as making informed, smart decisions (IQ) to serve others effectively.

How does Kate Harris challenge traditional views on technical roles and leadership?

Kate challenges the idea that technical expertise alone is sufficient for leadership roles. She argues that being promoted to higher roles based on past technical performance can be misleading, and true leadership requires focusing on developing people and broader organizational responsibilities.

What advice does Kate Harris give to individuals transitioning from management to leadership roles?

Kate advises that individuals transitioning from management to leadership roles should focus on shifting their mindset from personal skillset and control to team empowerment, collaboration, and supporting the collective success of the organization.