The word “leader” often conjures images of famous historical figures, influential CEOs, or charismatic politicians. Yet, the essence of great leadership transcends titles and accolades. It’s about the qualities and actions that inspire, motivate, and foster growth. So, what makes a great leader? And how does a leader differ from a manager?
Let’s start with, what is the difference between a manager and a leader? Leadership and management can work together, but they are not technically the same thing. The University of Salford Manchester suggest that ‘A manager tends to focus on controlling resources and optimising processes, while a leader focuses on inspiring and empowering people to work together towards a common goal’[1]. The Chartered Institute of Personnel and Development add to this thought: ‘Leadership is often defined as developing an initial vision and inspiring others to achieve it. Management involves translating the vision into reality by guiding team actions and behaviours’[2].
Now we are aware of the differences between management and leadership, what makes a great leader?
There is no one set of traits and behaviours that every great leader will exhibit – everyone is different and so is their leadership style. However, there are three essential elements to being a great leader[3]:
- Self: leaders have self-awareness and effectively express their personal qualities.
- Other people: leaders influence, motivate, and inspire stakeholders.
- The job: leaders define, clarify, and revise outcomes to be achieved.
Self-aware leaders understand their strengths and weaknesses, allowing them to lead authentically and build trust with their team. This self-awareness also fosters a sense of integrity and accountability, crucial for setting a positive example and establishing their own credibility and that of others around them.
The second element, other people, emphasises the leader’s role in influencing, motivating, and inspiring stakeholders. Great leaders engage with their team, creating an environment where individuals feel valued and empowered. By recognising the unique contributions of each member, leaders can inspire confidence and commitment, driving collective efforts towards the common goal.
The final element, the job, involves defining, clarifying, and revising outcomes to be achieved. Effective leaders set clear expectations, provide direction, and adjust strategies as needed to ensure progress and success. This dynamic approach enables leaders to navigate challenges, seize opportunities, and steer their team towards achieving their objectives.
Leadership Development
Effective leadership development focuses on the growth of the whole person, not just their professional skills. Leaders need broad capabilities like self-awareness and resilience to navigate evolving challenges. These qualities help leaders not only in their work but also in their personal lives, as evidenced by participants in development programs who reported improvements in how they engage with their teams and families. This holistic approach benefits both the organisation and the leader by fostering personal and professional growth.
Leadership programs that encourage self-reflection and meaning-making add significant value to employees’ lives. These programs provide a pause from daily routines, allowing leaders to re-evaluate their purpose and approach to work and life. Participants have found renewed clarity and focus, which enhances their job satisfaction and effectiveness. Structured time for reflection helps leaders understand their goals and purpose, leading to profound insights and more meaningful contributions both at work and in their personal lives.
Leadership development should address acute and chronic stress, especially in challenging times. Effective programs help leaders find focus, reduce stress, and improve overall happiness. Those with high initial stress levels benefit the most, particularly during stressful periods like the pandemic. Employers should prioritise such programs to support their leaders’ mental health and resilience.
Short, intensive programs can produce substantial benefits, sometimes outperforming longer ones. Condensed formats can deliver significant improvements in well-being and leadership effectiveness while being more time and cost-efficient.
However, organisations must ensure that short-term gains lead to long-term impact. Sustained engagement and reinforcement of new habits are crucial to maintaining the benefits of these programs over time. Embracing online learning can also be effective, as studies show no significant difference between online and in-person programs in fostering personal growth and well-being.
[1] https://www.salford.ac.uk/spd/what-key-difference-between-manager-and-leader
[2] https://www.cipd.org/uk/knowledge/factsheets/leadership-factsheet/
[3] https://www.cipd.org/uk/knowledge/factsheets/leadership-factsheet/
