Written by Gabriel Shaoolian
Most people think that being a manager automatically equates to being a leader. While that may be true if we’re merely looking at positions and organizational charts, there’s a huge difference between the two when we consider how they operate.
The truth is, not all managers can be leaders. Aside from the very obvious difference in semantics, managers and leaders vary in how they communicate with colleagues, tackle issues and delegate. One is more focused on downward management, and the other is more concerned about the present, and even the future, of the whole, regardless of rank.
If you want to become more than a manager, here are three simple things you can start doing now.
1. Share your insights
When heading a team or a company, it’s important to encourage employees to have more initiative, be proactive and participate. It’s especially rewarding when they thrive without needing much guidance, and this may be a reflection of effective leadership.
However, while this is ideal, you can’t always expect employees to comprehend your plans or see your vision. They aren’t mind readers. You can’t punish them for something they don’t fully understand. And as the people who execute your ideas and make sure to hit your goals, your employees have the right to know.
Several studies have found that information transparency among leaders leads to higher trust, better employee engagement, improved job satisfaction and lower turnover. When you communicate your ideas, policies and proposed actions not just with other managers but, more importantly, with employees, you allow them inside your perspective and let them learn at their own pace. Through this, employees feel that they have a concrete part in making things happen, not just cogs that work where and when they’re needed.
When you have new ideas or projects in mind, try to set up a sit-down discussion to explain your views. Your goal is to ensure that employees understand your objectives and are on the same page. Give them a rundown of the basic details — the who, what, where, when and why — so that they can figure out the how. With just enough guidance, you can spark the greatest ideas to life.
2. Show your definition of success
As part of management, people naturally look up to you for guidance and try to follow in your footsteps. After all, seeing someone rise through the ranks after starting out the same as every employee is inspiring. But being a leader is more than just being promoted. It’s about showing up every day to lead people in line with your definition of success.
A manager might define success as hitting KPIs or time-specific targets, but a leader focuses on the long haul — real success involves a broader vision with greater organizational impact.
The best way to do this is to prove your leadership through actions and highlight what matters. It’s good to focus on the metrics to track progress, but sometimes, the most transformative approach is to lean toward values, innovation and strategy. Not only are you solving current problems, but you’re also gearing up for your team’s or company’s future direction.
See what changes can be made to make the workplace better. If there’s a lack of innovation, you can spearhead or offer support in training and brainstorming sessions. If there’s a deep-rooted problem in the system, get opinions from colleagues and enact new policies that can help mitigate this. Most importantly, lead by example, and focus on doing the right things instead of doing things right.
3. Supervise, but do not impose
In the first “S” above, you were encouraged to share your thoughts and encourage employees to strategize. If you want to embody being a leader, your job does not stop there. You need to guide your employees every step of the way, without being too controlling or imposing.
In business, it’s always good to manage mutual expectations, and the most effective way to do so is by giving and receiving feedback. At Digital Silk, we practice giving feedback on the same day as much as possible. This ensures that ideas are kept fresh and discussions are more productive. And employees appreciate this because it also makes their work go faster.
To lead well, you have to keep things in check to know which areas to improve on or where you need to step in. You can schedule a quick check-in or inquire briefly about the status of tasks or projects and then offer thoughts or suggestions, especially if they ask for help. This way, you’ll be able to track progress while still providing employees the autonomy they deserve.
However, make sure to maintain boundaries and not micromanage. You might think having more control makes operations more efficient, but it actually reduces productivity and performance even further, as you hinder employees’ professional and psychological growth. Limit yourself to feedback and listening. And when you see that they’re on the right track, steer clear and let them flourish.
To lead is to practice holistic management
Ultimately, what differentiates a leader from a manager is the core of their management principles. While managers focus solely on goals, leaders adopt a people-centered mindset. After all, these very people are the most reliable measure to prove that you’ve earned the title of being a true leader.
As a manager, many employees rely on you, and this is a heavy burden to carry. When you lead with the people, you empower them to step up and foster trust and harmony within the organization, and the weight becomes lighter.
Good leadership is not about seeing great numbers at the cost of intense pressure among the workforce. It’s about giving employees space to grow and nurture their skills by guiding them while walking the talk. Once you do this, the results will naturally roll in and, at times, might even exceed your expectations.
Author Bio: Gabriel Shaoolian is the CEO and founder of the creative digital agency Digital Silk. Digital Silk focuses on growing brands online and provides brand strategies, custom web design and digital marketing to drive growth.
