Ever-changing customer demands,
volatile markets, uncertain environments, ambiguity, etc. directly affect how
businesses operate today. Stagnation is the road to failure, and as the
business cycle progresses, things become obsolete after some time and require
replacing them with an improved alternative.
With that in mind, it is time to discuss a controversial topic: The Manager title is dead, long live leadership! Managers were the backbone of any successful project, and in a lot of companies, they still are. However, the approach to how things are done is rapidly changing, and it requires different qualities, attributes, and behavioral traits.
The difference between a manager and
a leader
Generally speaking, a position of a
leader offers more creative freedom than that of a manager. A leader leads the
team and motivates them to achieve strong results. Whereas a manager works
under a set of strict rules and short-term objectives that could hinder
long-term growth. If you decide to overlook some of these apparent issues and
push them under the rug, the long-term consequences will be detrimental to your
business. The way to build a resilient business is to embrace each piece of
information with an open mind.
Be a visionary, not a coordinator
Essentially, the goal of a manager
is to coordinate all parts of a project. The objective is to streamline the
workflow, assign tasks to everyone, and perform day-to-day tracking to ensure
all the timelines are met.
On the other hand, a leader is responsible for the success of the project, and the implementation of an overarching vision for further enhancement. A leader helps everyone on the team understand and keep the bigger picture and vision in mind when executing the tasks. The leader’s focus would not only be limited to assigning tasks, but also on explaining the backdrop, context, and purpose of the project. By doing so, all employees will know why they are doing what they are expected to do.
The focus must be on the people and
not solely on the project
One of the main reasons why the
manager title is dead is because managers are project-centric. They focus only
on ensuring that the project is completed within the set deadline, people meet
their individual objectives, and the project stays within the boundaries of the
budget.
The reason why everyone chants ‘long live leadership’ is because leaders are people-centric in addition to being task-centric. It is true, though, that all projects must be completed on time for a business to succeed. The key variant is that the results of the project completion are only as good as the people behind them. That's why a leader focuses more on people, to help them realize in their own way about the purpose and rationale of what they are trying to achieve.
Thus, emotional intelligence plays a vital role when selecting or promoting people to leadership roles. The benefit of an emotionally intelligent leader to an organization is the enablement of a motivated and empowered workforce who consider themselves to be an integral part of the company. These engaged and committed employees will strive for the success and value growth of the business.
Executing a project vs. envisioning
new ideas
A manager gets tasked with the goal
of completing a project as per the company’s directive. All steps must
be executed with precision and within the respective deadlines. Based on what
we have discussed so far, it is safe to say that a manager focuses solely on
the execution of tasks and driving short-term results. Even though this
is required for the company's immediate success, there is an even bigger agenda
that a leader pursues.
A leader uses a different approach. Managing the team effectively and the project in an efficient manner is just a single facet of the complete equation. The ultimate goal is to motivate employees through the completion of projects, help them envision innovative approaches, and enhance the level of effectiveness. This will eventually lead to better outcomes, sustained growth, and long-term value.
Every project needs to facilitate employee development, knowledge gain, and skill enrichment. This helps in building a high-performing team versus just a short-term success that makes people feel that they are dispensable. Such a short-term approach can lead to a lack of a deeper level of engagement, and employees might constantly seek another job or role. If a leader uses a project as a tool to equip employees with new skills and help them learn more, it will create a sense of importance and belonging. Employees will feel that they are a valued part of the organization, and not just a replaceable entity paid to do a job.
As we mentioned initially, the business cycle emphasizes the importance of catering to the change in the market conditions and customer preferences. In the earlier time, managers were a necessity for businesses to survive on a pre-established path. In the 21st century, it’s time for a significant improvement for taking the business and people to the next level.
We need more leaders to guide people
through the transition to a new age of business!
The core values of a leader are to:
· recognize potential
· encourage innovation
· invest in upskilling of
the workforce
· participate in talent
optimization
· inspire and motivate
employees
· ensure high-performance
through coaching and mentoring
Whether a project needs to be
completed on-time or there are issues with the employees, it's a leader's job
to help overcome such hurdles. Transitioning to a new location for better
opportunities or to pivot to new markets is a big deal, and employees may have
trouble navigating through the process. While a manager would coordinate the
required steps and ensure that each phase is on time, a good leader needs to guide them through this change.
For those who are in ‘management’
roles
Manage tasks, Lead people
Manage process, Lead purpose
Manage efficiency, Lead
effectiveness
Long live leadership indeed
By now, we hope that you see why the Manager title is dead due to the inevitable evolution in business. Looking at the wholistic scenario will ease the acceptance of this change that is needed to meet the evolving needs of both your customers and employees. For sustained growth and progress, it is best to embrace this change. Long live leadership!
