21 Differences Between Managers & Leaders
Summary
TLDRThe video script emphasizes the distinction between a manager and a leader, highlighting 21 key differences. It suggests that while both roles are essential, effective leadership often involves selling the 'why' behind tasks, showing rather than telling, and focusing on people over numbers. Leaders are portrayed as emotionally driven, mission-focused, and willing to take risks for exponential growth. They are decisive, give credit to their team, and know when to relax to foster a better working environment. The script challenges viewers to assess their own tendencies and consider whether they lean more towards management or leadership, and what adjustments they might need to make to achieve their future goals, ultimately aiming to help individuals enhance their business and personal growth.
Takeaways
- π **Learning and Leadership**: Recognizing the importance of both learning and leading in business, where learning leads to the realization of the need for leadership.
- π‘οΈπ **Defensive and Offensive Strategies**: Understanding the balance between defensive strategies (like insurance and bonds) and offensive strategies (like stocks and mutual funds) in wealth management and business growth.
- π£οΈ **Telling vs. Selling**: Managers tend to tell people what to do, while leaders sell the 'why' behind the action, inspiring their teams.
- π **Training vs. Showing**: Managers train by explaining how to do tasks, whereas leaders demonstrate by example, showing how tasks are done.
- β€οΈ **Logic vs. Emotion**: Managers often rely on logic and risk assessment, while leaders appeal to emotion and inspire action towards a vision.
- π― **System vs. Mission**: Managers are system-driven, focusing on processes, whereas leaders are mission and vision-oriented, keeping the company's purpose at the forefront.
- π **Tracking vs. Driving**: Managers track numbers, but leaders understand how to drive those numbers, using data to make strategic decisions.
- β―οΈ **Avoiding vs. Addressing Conflict**: Managers may avoid conflict, while leaders address it head-on to maintain a healthy and productive environment.
- π₯ **People-Focused**: Leaders are more people-focused, looking at individual strengths and potential, whereas managers are more numbers-focused.
- π **Accountability by Force vs. Choice**: Managers enforce accountability with the threat of consequences, while leaders inspire it through choice and commitment.
- π³ **Managing Work vs. Leading People**: Managers are focused on managing tasks and work, while leaders are focused on developing and inspiring people.
- π **Oak Tree vs. Willow Tree**: Leaders understand the need to be firm (like an oak tree) and flexible (like a willow tree), adapting to different situations and people.
- π§ **Complicating vs. Simplifying**: Managers sometimes overcomplicate tasks, whereas leaders simplify them, making them more achievable.
- π **Working Expected Hours vs. Sacrificing**: Leaders often work beyond expectations, making sacrifices to gain the respect and credibility of their team.
- π **Achievers vs. Overachievers**: Managers may be content with achieving set goals, while leaders are never satisfied and always strive for more.
- π€ **Overthinking vs. Decisiveness**: Managers may overthink decisions, while leaders are decisive, making choices and moving forward.
- π‘ **Seeking vs. Giving Credit**: Managers might seek credit for their work, but leaders give credit to their team, fostering a collaborative environment.
- π« **Risk Aversion vs. Risk-Taking**: Managers tend to avoid risks to ensure safety and stability, while leaders embrace risks for potential bigger rewards.
- π **Linear vs. Exponential Growth**: Managers often lead to linear growth, while leaders aim for exponential growth, thinking beyond immediate gains.
- π€ **Authority vs. Charisma**: Managers may rely on authority to lead, but leaders often use charisma to inspire and motivate.
- π **Knowing When to Let Loose**: Leaders understand the importance of letting loose and relaxing, which can enhance team performance and morale.
- π΅ **Short-Term Profit vs. Long-Term Value**: Managers focus on short-term profits to satisfy stakeholders, while leaders focus on creating long-term value.
- βοΈ **Control vs. Influence**: Managers attempt to control all aspects, while leaders influence others to take action and contribute to the business's growth.
Q & A
What is the main challenge a small business owner faces when it comes to management and leadership?
-The main challenge is the struggle between being a manager, which involves handling tasks and processes, and being a leader, which requires vision, motivation, and selling the 'why' behind actions.
How do managers and leaders differ in their approach to communication?
-Managers tend to tell people what to do, focusing on the tasks at hand, while leaders sell the 'why' behind the actions, inspiring and motivating their team.
What is the difference between training and showing in the context of management and leadership?
-Managers train by explaining how to do things, while leaders show by demonstrating the process themselves, allowing team members to observe and learn.
How do the approaches of managers and leaders differ when it comes to logic and emotion?
-Managers often rely on logic and data to make decisions, whereas leaders use emotion to inspire and motivate, creating a vision that resonates with the team.
What is the key difference between a manager's and a leader's focus on systems and missions?
-Managers are typically driven by systems and processes, while leaders are focused on the mission and vision of the company, constantly reminding the team of the bigger picture.
How does a leader approach the issue of conflict in comparison to a manager?
-Leaders are more proactive in addressing conflicts, preferring to tackle issues head-on to resolve them quickly. Managers may avoid conflict to prevent disruption.
What is the primary focus of managers and leaders when it comes to numbers and people?
-Managers are more focused on numbers, tracking and analyzing data, while leaders are people-focused, looking at individual strengths and how to best utilize them.
How do managers enforce accountability, and how does this differ from a leader's approach?
-Managers enforce accountability by force, with consequences such as job loss for non-compliance. Leaders inspire accountability by choice, motivating team members to take pride in their work and meet goals.
What is the difference between a manager's and a leader's approach to handling work and people?
-Managers focus on managing work and ensuring tasks are completed, while leaders focus on leading people, understanding their needs, and helping them grow.
How do managers and leaders differ in their approach to complexity and simplicity?
-Managers sometimes complicate tasks, making them more difficult to handle. Leaders, on the other hand, simplify tasks, breaking them down into manageable steps to streamline processes.
What is the key difference between a manager's and a leader's perspective on risk?
-Managers tend to avoid risk, focusing on safety and security. Leaders are more willing to take risks, calculating the potential for reward and making informed decisions to drive growth.
How do managers and leaders differ in their approach to authority and charisma?
-Managers may rely on authority to command respect, while leaders often use charisma to inspire and motivate, creating a connection that encourages team members to follow their lead.
Outlines
π The Role of Managers and Leaders in Business
This paragraph discusses the challenges faced by small business owners who are constantly learning and evolving their roles. It emphasizes the importance of having both a defensive and offensive strategy in life and business. The speaker outlines the differences between managers and leaders, highlighting that managers are more focused on telling and training, while leaders sell the 'why' behind actions, show by example, and are driven by emotion and vision. The paragraph also touches on the balance needed between logic and emotion, systems versus missions, tracking versus driving outcomes, and avoiding versus addressing conflicts.
π The Dynamics of Accountability and People Focus
The second paragraph delves into the contrasting approaches of managers and leaders regarding accountability, work management, and personal interactions. Managers are portrayed as enforcing accountability through force, focusing on numbers and systems, while leaders inspire accountability by choice, are people-focused, and prioritize the long-term development of individuals. Leaders are also described as adaptable, sometimes behaving like an oak tree with firmness and at other times like a willow tree with flexibility. The paragraph further contrasts managers who seek credit with leaders who give credit, and managers who avoid risks with leaders who embrace them.
π Growth Mindset and the Influence of Leadership
The final paragraph of the script focuses on the growth mindset and the influence leaders have over their teams and organizations. It contrasts the linear growth expected from managers with the exponential growth driven by leaders. The importance of having both managers and leaders in an organization is highlighted, as managers can stabilize the rapid growth initiated by leaders. The paragraph also discusses the different approaches to authority, charisma, and risk-taking between managers and leaders. It concludes with an invitation for viewers to reflect on their own tendencies and to share their thoughts on whether they lean more towards management or leadership.
Mindmap
Keywords
π‘Leadership
π‘Management
π‘Defensive Strategy
π‘Offensive Strategy
π‘Emotional Intelligence
π‘Risk Management
π‘Accountability
π‘Sacrifice
π‘Conflict Resolution
π‘Vision
π‘Influence
Highlights
The importance of having both a defensive and offensive strategy in business, with examples from sports and wealth management.
The distinction between managers and leaders, with 21 differences highlighted.
Managers tend to tell, while leaders sell the 'why' behind tasks and decisions.
Leaders demonstrate tasks and encourage observation, whereas managers focus on training through instructions.
Leaders are driven by emotion and inspiration, contrasting with the logical approach of managers.
The necessity of both systems and missions, with managers adhering to systems and leaders focusing on vision.
Leaders know how to drive numbers, while managers are adept at tracking them.
The tendency of managers to avoid conflict, in contrast to leaders who address conflicts head-on.
Leaders are people-focused, looking to maximize potential, while managers are numbers-focused.
The difference in accountability approaches: managers enforce by force, whereas leaders inspire by choice.
Leaders often display flexibility, adapting their approach to individuals' needs like an oak or willow tree.
Managers may complicate processes, while leaders simplify them for better execution.
Leaders often work beyond expectations, sacrificing for the greater good and earning respect.
The contrast between managers who aim for achievement and leaders who are never satisfied, always striving for more.
Leaders are decisive, unlike managers who may overthink and hesitate.
Leaders give credit to their team, amplifying the victory and fostering a collective sense of achievement.
The willingness of leaders to take risks, as opposed to managers who prefer to play it safe.
Leaders aim for exponential growth, while managers are comfortable with linear growth.
The combination of authority and charisma in leadership, which can lead to higher levels of success.
Leaders know when to let loose and relieve tension, enhancing team performance.
Leaders focus on long-term value creation, as opposed to managers who may prioritize short-term profits.
Leaders influence through inspiration and example, while managers rely on control.
Transcripts
many times when you run a small business
one of the challenges you face is you
start reading and learning and you say
man after all this learning I did
management sucks I should be a leader
because all these authors say you got to
be a leader leader leader and I'm here
to tell you that everything in life is
about having a defensive strategy and an
offensive strategy let me explain sports
defense offense wealth management
defensive strategy insurance annuities
bonds gold offensive strategy stocks
mutual funds ETFs defense office
everything you're doing you need defense
in office and in building your business
to the next level on the defense side
you have managers on the often side you
have a leader so today I'm not gonna
make a video bashing managers some of
the points I make it's gonna highlight
what managers get in their own way but
I'm mainly gonna tell you the difference
there's 21 differences between a manager
and a leader so let's get right into it
number one managers have a tendency of
telling you things here's what I need
you to do here's what this telling you
here's what you got to do it tell tell
tell tell tell leaders sell why you
ought to do it look I want you to do
this because if you do dot dot dot
here's what we need to do because if we
do we could dot dot dot they're selling
all their points they're telling all
their points right
managers tell leaders sell on why we
ought to come together why we ought to
think bigger why we ought to come
earlier why we ought to stay later why
we ought to be doing this better why we
ought to you this whole thing is about
selling basic cell culture they'll say
there's everything's about selling to
them next train show managers train
leaders show here's how you do this
manager said leader says here come watch
how I do it here coming to this
appointment with me coming to this
meeting with me watch me work on this
watch it I call this watch how you
handle conflict watch how you deal with
customer complaint I want you to see how
I'm handling this I want you to see I'm
talking to an associate and this is out
of a manual by the way watch this you
need the manual you do need the manual
but you also need the leader if there's
only the show without it being in a
manual then you don't have a way to
duplicate because you do need the manual
but managers trained leaders show
managers logic leaders emotion let me
explain many times in a family you'll
say here's what I want to do in life
maybe your mother is gonna go to the
logical side honey it's the risk what if
this happens I don't know I think it's
this I think it's and maybe your father
is gonna say yeah go do it you know it's
justice it's complete or maybe it the
other way around mother's gonna say yeah
you ought to go to the demoscene oh
let's be a little bit more careful
because one always thinks logical one
thing's emotional logic is here's what
it's gonna take to get there I think
it's gonna be very difficult man if we
got to do all this other stuff no leader
is gonna say man what if we pull it off
what if we go out there and get a minute
I'm excited about it guys we can pull
this off let's go get this emotion logic
by the way both are needed you need
logic and you need emotion okay number
four
system versus mission vision a manager
typically is driven based on trusting
the system you need a system a leader is
typically sold to constantly reminding
everybody about what the mission
statement of the company is and what the
vision is here's what we're going to be
doing here's what the mission is this is
what we do on a daily basis
manager but listen the system first you
got to do this second you got to do this
three you got to do this for you got to
do this both are needed number five
tracking versus driving a manager tracks
all the numbers need it but a leader
knows how to drive the numbers one is
last month we did this this this this
this this this report report report
report report but the manager doesn't
know what to do next with the report the
leader comes in and says these are the
reports us and guys here's what I think
we can do as I look at the numbers here
the last 90 days you did Papa Papa Papa
here's what I forced you doing next man
I think if we do this we can take this
to a whole different level and what do
you think about this what's your
commitment what are you gonna do with
this what are you gonna do with that
they drive versus managers collect
reports and give them numbers six avoid
conflict 7 address conflicts let me
explain you ever have somebody where
whenever prom hem maybe it could be
yourself a prom comes up and you wait a
day two days three days 5 days 6 days 7
days 10 days 2 weeks 3 weeks 4 weeks
you don't want to bring it up because
you're afraid of the conflict you're
gonna face the leaders gonna say give me
the follows column right now hey what
are you upset with okay this lags a
little bit managers can improve in this
leaders want to address it right off the
bat and get
done right number seven numbers focused
leaders people focused here's the
numbers that we did they look at
everything as a number here's the
numbers by the way again you need that
but the leaders gonna look at and say
but I think this guy can do this
this guy strength I don't think we have
them in the right position this person I
don't think we have them in the right
place I think this person is going to be
much better being in this position here
okay maybe we ought to be able to do
this to pull this out of them because
it's people centric it's a number
centric number eight its accountability
by force accountability by choice if you
don't do this you're fired in a
corporate environment everybody's got to
pull their own weight everybody there's
a lot of these books or projects or all
this stuff that you hear about where
people say oh in our company we pay
everybody seventy thousand dollars a
year the CEO that did that that story
was good for two months you know what
happened year later he lost his best
people cuz that philosophy didn't work
he wanted to make sure everybody was
happy so you need somebody in an office
that accountability by four if we got to
get this thing done this has got to get
done but the leaders got to come in and
say listen guys we have a choice we can
either not hit our deadline and have to
go against the investors and tell them
we didn't hit this or we can get this
done and let them know that we have a
group here that gets things done which
one do we want to be that's choice
versus force a if you don't do this
you're fired your jobs on the line okay
little bit of both is needed in a
football team in a sports team in a
business if a person doesn't deliver
they may lose their job this is not like
a emote this is what has happened you're
running a real business a lot of people
are counting on at nine managing work
versus leading people that part's
obvious number ten oak tree willow tree
let me explain I used to be always very
firm with everybody always very firm
with everybody my expectation was always
high from everybody all the time until I
realized that some people are dealing
with a lot of different things in their
life so I would have a conversation and
dance with them a little bit and be a
willow tree with the wind and just kind
of listen to them and see what they're
seeing and what's their thoughts and
what's their language and then challenge
them a little bit in a way that they
would take it
kind of hear him out and I started
realizing this part here works very well
long-term because that allows you to get
the best out of your people but it kind
of works if there's also an oak tree
that's working with you by the way if I
have an oak tree and a willow tree
working too yeah that's a very very very
good comment as you can call a good cop
bad cop whatever you want to call it
this makes for a great combination if
they're working together they make a
very good forest together in business
number eleven sometimes managers tend to
complicate really sometimes managers
tend to complicate and they'll take a
simple thing that we need to do it makes
everybody so complicated oh my gosh this
is so difficult we can't really pull it
off a leader will come in and simplify
guys all we need to do is do this do
this make this call make this thing
contact this person we can get it done
that's what a leader does leaders
simplify simplifies managers sometimes
because they're overthinking they
complicate certain things 12
we got let me see what 12 is okay I've
done what's expected of me sometimes
it's just I've done what you expected on
me into my job description I've met
these requirements a leader comes and
works on days that he doesn't need to
because he has to sacrifice that's why
he gains the credibility and the respect
of being called the leader and the
manager still has respect but never at
the level that a leader does because a
leader always sacrifices a little bit
more than everybody else that's why they
call him a leader okay number thirteen
achiever overachievers sometimes a
manager just wants to hit that level I
have achieved I'm doing good we're doing
okay a leader is rarely satisfied a
leader you could be in a setting you're
like oh my gosh we just had the greatest
month why are you like this
why are we doing that we just crushed it
last month he or she's an overachiever
they don't know what it is to stay at
the status quo they always want to do
more and take it to the next level
that's why a few who know how to run
with a leader who's an overachiever
eventually have big victories themselves
as well most people can't handle working
with an overachiever because at times
it's a little too much for everybody
14 overthinking on a management side
leaders decisive overthink you know what
if this happens
consequence there's too much of all
consequences a leader says here's what
we're doing this is what we're going
this is what's gonna happen we're gonna
be okay let's make the move next 15
managers seek credit at times you know I
came up with this sometimes I'm not
saying all of them but sometime manners
see credit a leader gives credit and
eventually when the leader gives credit
guess what happens the victory becomes
so much bigger and and the leaders get
big massive credit together as a team
because they were able to lead an
organization to get this massive victory
so everybody gets the credit sixteen
managers avoid risk safe don't want to
put the money here what if this doesn't
work what if that doesn't work a leader
takes takes risk they don't know any
other thing than taking risk they sit
there in the mind they process watch a
leader will typically come and talk to
manager because it's logical thinking
versus emotional and a leader would say
hey what do you think about this party
if I do this this this this is what
happened with the company if we do this
this is well you know this person could
do this and what if we get sued and what
if we get this and what if we get that
how much would this cost how much would
that come with this lawsuit car how much
would let's do it here's what we're
gonna be doing let's take that risk I'm
okay with it because 20% risk here you
know 80% is victory let's take that risk
versus the matter is gonna see I don't
know if we should do that or not Pat I
don't know if we should do that or not
Mary I don't know if we should do that
or not
leader takes that risk number 17 linear
growth exponential growth managers will
get linear growth steadily they're gonna
get that growth you will rarely would
managers create an exponential explosive
growth okay you need the leader to have
exponential growth by the way let me
give you a contradiction here on what I
just said on my own message to you a
leader without a manager that's behind
the scenes doing their part can't
steadily maintain exponential growth
because this is needed behind closed
doors this is why be very careful every
time you bash managers because behind
closed doors great leaders always have
phenomenal managers behind closed doors
that know how to stabilize the
exponential growth that takes place
because all they do is grow the knobs we
need a little bit more here we need a
little bit more here boom we just got
17,000 people that visited our website
and place orders today nope
the managers ready for that their leader
is driving it exponentially 18 Authority
charisma sometimes you need Authority
military someone's gotta have authority
someone's got a lead right and a
football team someone's gotta have
authority someone's got a lead with
charisma hey we can do this guys look at
some of the coaches that their charisma
it's a different kind of a charisma they
got you know John Wooden had charisma he
was witty right some some of the riley
was charismatic he knew how to get and
he was a little bit authoritative but
people have charisma who get other same
man I'm just willing to buy into this
message on what we're gonna do together
Authority by itself typically won't go
to the highest level authority would a
charismatic leader they're combined
together they can go to a higher level
number 19 managers typically don't know
how to let loose they're always serious
very serious stuff we got going on here
leaders know when it's time to let loose
because when we play loose everyone's
and nerves just kind of calms down and
we play better we danced better we
perform better we have more fun together
so leaders sometimes know how to take
the tension off and the pressure off of
people next number 20 profit value short
term long term leader creates a lot of
value managers sometimes wants to profit
- Priya
- to make the investors happy make the
shareholders happy because we got to get
some profits right now leader saying
we're increasing value long term 21 last
but not least managers control leaders
influence leaders influence others to
take action is what they do our managers
are trying to control everything all the
time and if you try to control
everything all the time you are not
letting the Tasmanian devil have the
life of its own to exponentially go out
and grow your business so there's my
challenge to you after watching this
video I want you to go back and watch
your video again ask yourself this
question under 21 different points which
one of them do you yourself lean towards
being a manager versus being a leader
once you're done doing that let me know
if you think you are more of a manager
or a leader and what your goals are in
the future do you want to be on the
leadership side what are some
adjustments you need to make anyways if
you have any other comments thoughts or
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everybody bye-bye
[Music]
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