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| Administers | Innovates |
| Replicates | Originates |
| Maintains | Develops |
| Focus on systems & structures | Focus on people |
| Relies on control | Inspires trust |
| Short range view | Long range perspective |
| Asks how & when | Asks what & why? |
| Eye on bottom line | Eye on horizon |
| Accepts status quo | Challenges status quo |
| Classic "good soldier" | One's "own person" |
| Does things right | Does the right thing |
| Uneventful early childhood | Developmental conflicts requiring mastery & reflection |
| Life seen as steady progression of positive events and security | Life punctuated with challenges & disruptions |
| Feel strong sense of belonging | Feel separateness; create rather than inherit identity |
| Maintain identity and self esteem through others | Self confidence grows out of self identity and vision that drives achievement |
Another view of differences between leaders and managers is based on a combination of Lewin's stages of change model and a Jungian Type Indicator. In this model, each stage requires something different from leaders and managers whose styles and roles are complementary in terms of what the organization needs from them:
Stage of Change 1. Unfreezing 2. Change 3. Refreezing Manager (SJ) Maintains stability, consistency, efficiency, order as much as possible Prepares for new "set point" of stability Maintains stability, consistency, efficiency, order Leader (NT) Initiates change, need for change Facilitates transition: what's left/honored, how to survive shift, what's ahead Plans for the next needed change
Resources
- Managers are not necessarily leaders
- Leaders & managers--are they really different?
- Leaders and managers--why we need both
Kotter, J. P. (1990). A force for change: How leadership differs from management. New York: Free Press. (CSS Libr: HD 57.7 .K66 1990)Zaleznik, A. (1977, May/june). Managers and leaders: Are they different? Harvard Business Review.