Thank you for your awesome explanation. I am not in a management position, but I do consider myself a leader. I think of the 4 mentioned skills, I want to develop persuasive communication most. In my current role, I think second to that would be taking us from here to there. I have found, in my current role, that when I see something that needs to get done by a deadline, I frequently end up just doing it myself because others at my level or just above my level don't share the same achievement motivation as I do. I know that I am approaching this wrong because persuasive communication includes being able to delegate while motivating, inspiring, and gaining buy-in. I also know that taking "us" from here to there does not mean that I just do it all myself.
I'm an engineer and I feel like I'm at the fork in the road and I've been there for the last two years. I've been trying to decide whether to continue progressing as an engineer, or move towards management. After watching this video I realize that what I really want is to be a leader. I care more about the vision and direction, and getting people to support it. So now I need to figure out a path to go from the engineering team to the business leadership team. At least I now know what I'm looking for.
Hi, Jermaine. I have another video on *_Individual Contributor vs. Manager_* that might be helpful. Plus, this channel really specializes on helping emerging leaders for most of the videos.
From my point of view, the main difference between a manager and a leader is that the manager must be strict and serious to supervise the whole team while the leader is the one who is enthusiastic or even inspire his teammates to love and perform tasks better. :)))
I definitely see the differences you've pointed out and I know that having that understanding is directional for what to strive and work towards. I struggle with needing to talk about sales, particularly when I'm dealing with the literal disagreement part. I try to make it a simple invoice but I don't want to shy away from presenting in-person, rather than via an invoice. I know this is a more standard sales type of issue, but I mean that I need practice in simply presenting in person, which ironically I used to do in my earlier part of my career. I will say that it's true that we do fall out of practice with things we may think we are competent but practice still is required to maintain our strengths.
Thank you Alex, your channel is exactly what I need. My current goal is to be a great leader with clear and concise communication. I've watched your other videos already but will go back to watch until I become better.
Hello Dr Alex. I think the major difference between managers and leaders is that managers get the task done successfully with or without the employees approval of the task or procedure. Leaders, however, also get the task done but with full approval from followers as to the task and procedure, and they do it with joy.
Communication Coach Alex Lyon my name is Khalid by the way. I graduated from TCU in 1995 with a major in Mass Communication. I'm running a program in Kuwait to help teenagers become better public speakers, and I'm using many of the techniques that you talk about. Thanks Alex.
I’m finding that it’s already helping me and others around me who struggle with the communication issues. Thank you for doing this channel and taking the time. I really appreciate it 😊
Hi Zama. Glad you're enjoying the videos. I'm having fun doing it. Leadership is so important. Keep working on it and I'm sure you'll be positively influencing people more every day.
Good managers can be good leaders. But, they are not the same skills. I know some individuals who are strong managers and they are great at administrative skills like organizing and keeping processes moving. But, they are not very good with breaking new ground, motivating, and inspiring followers to do more and reach higher. Those are different skills.
in the beginning of this video, you said that you are going to talk about differences and similarities of Leadership and Managment, however, you talked about only the differences of them.
Yes, you are correct. I focused mostly on the differences as the title of the video implies. But, my view on the similarities are simply what I said, that most people in any type of supervisory position will have to do both of these. Very few individuals are only leaders or only managers. So, the roles themselves overlap. In other words, these roles are similar because most individuals find themselves doing the behaviors on both sides of the column, more or less. But, your point is well taken. The video is mainly about how they differ, or management vs leadership as the title says.
But then certain held leadership styles go against the identified characteristics of a leader. Autocratic leaders, for instance, are more closely related to managers
Hello, I have a question for you. In my place of work, which is banking, we have a manager who shows all of these managerial traits. A control freak mindset, maintenance of the status quo, and when unexpected events happen he just loses emotional composure this leads us feeling as though he is just barking at us. This has led this individual to be hated by every other peer in the office setting and has led to a feeling of gloom every time we arrive to work and we see this individual. My question is, how much of a leader does a manager need to be? Should there be a balance? Or are there specific settings where this type of manager is supposed to be with? We work with average people, it's personal banking! Shouldn't there be persuasive and leadership way of managing a team?
I've worked with supervisors like this too. Over time, I have noticed they don't last in the job. When it comes down to it, making people feel bad, barking at people, and being overly controlling isn't really a legitimate managerial style or managerial style. The only reason the person can get away with it is because of their official job position. That's not positive influence (or leadership), that's just using an authority-driven approach. People may have gotten away with this 30 or 40 years ago but not any more. So, this is not only poor leadership, it's also very poor management. The people I have worked with over the years who are like this either change and grow into better leaders or they get moved into non-supervisory positions.
How do you handle situations when a co-worker “acts” like a manager(very little leadership skills) without a formal designation. The person controls and wants to be the director but is not in that role. Do you think this helps or harms a team?
I've been in that situation. People can only gain power like that if we accept their power moves. I'm guessing that person that is acting this way has a supervisor? I don't spend much time on my channel giving tips on how to deal with other people per se. Almost all of my videos are about how we can do better ourselves. With that in mind, you can do things like bring up the formal way it is supposed to work. It will mean that you can be more vocal. If that individual tries to get his/her way, you could just say out loud to the group, "We'll this really should be a group decision." Or, "I think we should run this by [actual supervisor's name]." In other words, don't give in to the person's power moves by reminding them politely how it is supposed to work. Now, on the other side, sometimes people with lots of experience do become informal leaders. So, the person might be assuming that they have earned the right to act like a boss. But, as long as you and the others don't act like you answer to that person (and perhaps lightly challenge the person's power moves), then it should send the message. You can also band together with some other like minded people in your department to form a collective voice. That's better than challenging the person yourself. I have lots of ideas but keep in mind this is not really about controlling the other person. It's really about deciding how you will respond. I hope it goes well.
I'd have to hear more to give advice, honestly. But, I know I used to feel as if there was a "cap" on my ability to contribute. I was getting sidelined (and it seemed deliberate). Then, I got a new supervisor and the opportunities started opening up again for me and I was promoted quickly after that. It might partially be the culture and norms of the place you work, the existing structure. But, it also frequently comes down to a direct supervisor who is not invested in raising people up. Still, in almost any context, a good start is to keep leading by example. When you see a need, take action. I have another couple of videos on How to Become A Leader and also Individual Contributor vs Leader that may (or may not) be helpful.
Thank you for your awesome explanation. I am not in a management position, but I do consider myself a leader. I think of the 4 mentioned skills, I want to develop persuasive communication most. In my current role, I think second to that would be taking us from here to there.
I have found, in my current role, that when I see something that needs to get done by a deadline, I frequently end up just doing it myself because others at my level or just above my level don't share the same achievement motivation as I do. I know that I am approaching this wrong because persuasive communication includes being able to delegate while motivating, inspiring, and gaining buy-in. I also know that taking "us" from here to there does not mean that I just do it all myself.
Thank you for sharing, Matthew. Good examples.
I'm an engineer and I feel like I'm at the fork in the road and I've been there for the last two years. I've been trying to decide whether to continue progressing as an engineer, or move towards management. After watching this video I realize that what I really want is to be a leader.
I care more about the vision and direction, and getting people to support it. So now I need to figure out a path to go from the engineering team to the business leadership team. At least I now know what I'm looking for.
Hi, Jermaine. I have another video on *_Individual Contributor vs. Manager_* that might be helpful. Plus, this channel really specializes on helping emerging leaders for most of the videos.
From my point of view, the main difference between a manager and a leader is that the manager must be strict and serious to supervise the whole team while the leader is the one who is enthusiastic or even inspire his teammates to love and perform tasks better. :)))
I definitely see the differences you've pointed out and I know that having that understanding is directional for what to strive and work towards. I struggle with needing to talk about sales, particularly when I'm dealing with the literal disagreement part. I try to make it a simple invoice but I don't want to shy away from presenting in-person, rather than via an invoice. I know this is a more standard sales type of issue, but I mean that I need practice in simply presenting in person, which ironically I used to do in my earlier part of my career. I will say that it's true that we do fall out of practice with things we may think we are competent but practice still is required to maintain our strengths.
Hi Alexander I am fan of you. You explain concepts and topical issues in very persuasive way. Great mentor of this century.
Glad you enjoy it. Thank you for your positive feedback. I appreciate it.
Thank you Alex, your channel is exactly what I need. My current goal is to be a great leader with clear and concise communication. I've watched your other videos already but will go back to watch until I become better.
Hi La bellaXia. Pleased to meet you. That's a great goal. I'm encouraged that the videos are helping. Thanks for the feedback.
Taking us from here to there , clear communication are two that I would like to develop.
Taking us from here to there and clear communication
Hello Dr Alex. I think the major difference between managers and leaders is that managers get the task done successfully with or without the employees approval of the task or procedure. Leaders, however, also get the task done but with full approval from followers as to the task and procedure, and they do it with joy.
Yes, good distinction. Employees or followers willingly follow a good leader. Good point!
Communication Coach Alex Lyon my name is Khalid by the way. I graduated from TCU in 1995 with a major in Mass Communication. I'm running a program in Kuwait to help teenagers become better public speakers, and I'm using many of the techniques that you talk about. Thanks Alex.
Awesome! That sounds like a great program. Keep it up.
I’m finding that it’s already helping me and others around me who struggle with the communication issues. Thank you for doing this channel and taking the time. I really appreciate it 😊
This video clips help me a lot prepare for my next managing position.
Thanks for sharing. That was very insightful. As a new leader/manager it's very important to know where my strengths are and what to focus on.
You're welcome. I'm happy the video was helpful.
What are your leadership development areas?
Persuasive communication
It's best to be both a manager and a leader!
Try a Free short course in Essential Professional Communication Skills: www.alexanderlyon.com/free-resources
Communication
لThank you, I learn from you a lot.
Thank you for all the useful information. It was concise. I would like to be really good at making people adopt my ideas, and implement them.
Glad it was helpful!
Difference is...leader lead and manager is the backbone.
A good summary. Thank you for posting. :-)
No problem.Keep up the good work.☺
People focused approach
Hey Alex, you’re doing a great job with your channel! I’d like to develop my ability to take people from here to help there
Hi Zama. Glad you're enjoying the videos. I'm having fun doing it. Leadership is so important. Keep working on it and I'm sure you'll be positively influencing people more every day.
Nice I like it I had an old book shortcuts to success by Jeff Salzman and Jimmy Calano don't know them but similar stuff said
Safety, Leadership and Future Leaders - In this interview, I discuss with Prof. Andrew Sharman “Safety, Leadership and Future Leaders”.
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Taking the team from here to there
Good one!
Hi...hope you can answer my question...Why a good manager doesn't necessarily make a good leader???
Good managers can be good leaders. But, they are not the same skills. I know some individuals who are strong managers and they are great at administrative skills like organizing and keeping processes moving. But, they are not very good with breaking new ground, motivating, and inspiring followers to do more and reach higher. Those are different skills.
@@alexanderlyon Thanks so much...that really helped me put things into perspective.
in the beginning of this video, you said that you are going to talk about differences and similarities of Leadership and Managment, however, you talked about only the differences of them.
Yes, you are correct. I focused mostly on the differences as the title of the video implies. But, my view on the similarities are simply what I said, that most people in any type of supervisory position will have to do both of these. Very few individuals are only leaders or only managers. So, the roles themselves overlap. In other words, these roles are similar because most individuals find themselves doing the behaviors on both sides of the column, more or less. But, your point is well taken. The video is mainly about how they differ, or management vs leadership as the title says.
But then certain held leadership styles go against the identified characteristics of a leader. Autocratic leaders, for instance, are more closely related to managers
Hello, I have a question for you.
In my place of work, which is banking, we have a manager who shows all of these managerial traits. A control freak mindset, maintenance of the status quo, and when unexpected events happen he just loses emotional composure this leads us feeling as though he is just barking at us. This has led this individual to be hated by every other peer in the office setting and has led to a feeling of gloom every time we arrive to work and we see this individual. My question is, how much of a leader does a manager need to be? Should there be a balance? Or are there specific settings where this type of manager is supposed to be with? We work with average people, it's personal banking! Shouldn't there be persuasive and leadership way of managing a team?
I've worked with supervisors like this too. Over time, I have noticed they don't last in the job. When it comes down to it, making people feel bad, barking at people, and being overly controlling isn't really a legitimate managerial style or managerial style. The only reason the person can get away with it is because of their official job position. That's not positive influence (or leadership), that's just using an authority-driven approach. People may have gotten away with this 30 or 40 years ago but not any more. So, this is not only poor leadership, it's also very poor management. The people I have worked with over the years who are like this either change and grow into better leaders or they get moved into non-supervisory positions.
How do you handle situations when a co-worker “acts” like a manager(very little leadership skills) without a formal designation. The person controls and wants to be the director but is not in that role. Do you think this helps or harms a team?
I've been in that situation. People can only gain power like that if we accept their power moves. I'm guessing that person that is acting this way has a supervisor? I don't spend much time on my channel giving tips on how to deal with other people per se. Almost all of my videos are about how we can do better ourselves. With that in mind, you can do things like bring up the formal way it is supposed to work. It will mean that you can be more vocal. If that individual tries to get his/her way, you could just say out loud to the group, "We'll this really should be a group decision." Or, "I think we should run this by [actual supervisor's name]." In other words, don't give in to the person's power moves by reminding them politely how it is supposed to work. Now, on the other side, sometimes people with lots of experience do become informal leaders. So, the person might be assuming that they have earned the right to act like a boss. But, as long as you and the others don't act like you answer to that person (and perhaps lightly challenge the person's power moves), then it should send the message. You can also band together with some other like minded people in your department to form a collective voice. That's better than challenging the person yourself. I have lots of ideas but keep in mind this is not really about controlling the other person. It's really about deciding how you will respond. I hope it goes well.
@@alexanderlyon This is really helpful, thank you. I appreciate you taking the time to answer this question.
What action can you take if the organization that you are working does not nature or allow your leadership kills to be used?
I'd have to hear more to give advice, honestly. But, I know I used to feel as if there was a "cap" on my ability to contribute. I was getting sidelined (and it seemed deliberate). Then, I got a new supervisor and the opportunities started opening up again for me and I was promoted quickly after that. It might partially be the culture and norms of the place you work, the existing structure. But, it also frequently comes down to a direct supervisor who is not invested in raising people up. Still, in almost any context, a good start is to keep leading by example. When you see a need, take action. I have another couple of videos on How to Become A Leader and also Individual Contributor vs Leader that may (or may not) be helpful.
@@alexanderlyon thank you!
What was the name of the leadership video (bill ..) described in the current video?
www.amazon.com/Leading-Here-There-Study-Guide/dp/0310080878/ref=sr_1_1?ie=UTF8&qid=1486765986&sr=8-1&keywords=from+here+to+there+bill+hybels
F
👍👍👍👍👍👍👍👍👍👍👍👍👍👍👍👍👍👍👍1⃣