The number of occasions are we seen comparisons between “management” and “leadership”? Warren Bennis, certainly one of my personal favorite leadership authors, informs us that “management does things right leadership does the best factor.” But they are “doings things right”, and “doing the best factor” mutually exclusive? Can’t we’ve both? Obviously we are able to. More to the point, we want both to ensure that our “service and understanding” based economy to become effective. Research already shows organizations will flounder under management, and can thrive under leadership.

Most of the concepts of contemporary management were first produced back throughout the Industrial Revolution, whenever we first developed industry and manufacturing and factories. Foremen were responsible for managing individuals factories, such as the machines, equipment, sources, schedules, and also the factory laborers. The foremen would soon discover the factory workers didn’t like being managed as though these were machines, so the workers opposed. The outcomes were labor strikes and the development of labor unions. Well that’s no real surprise. And it’s no wonder that unions remain today.

It is the entire year 2011, almost two centuries following the Industrial Revolution, and too many managers have a commercial Revolution mentality in transporting out their responsibilities. Yet our economy no more depends upon machines and hard physical work for production. Service and understanding is exactly what our economy produces, with 80% in our Gdp originating from people. Production originates from workers who provide services and expertise, instead of machines and factories. But our management mentality hasn’t progressed using the occasions. Rather of adapting to a new economy, management behaviors reflect the considering the 1800s. We’ve not made the leap towards leadership.

Here are a few simple realities:

– Machines and processes are managed.

– Projects and sources are managed.

– Goals and objectives are managed.

– Tasks and deadlines are managed.

Time is managed.

– Money is managed.

– A company is managed.

– Situations are managed.

But people? People should be brought.

Leadership is exactly what we react to. People don’t want to be managed. This is particularly so using the modern-day workforce. We’re not wired to reply to management. Individuals are much more complicated than the usual factory machine, and wish a lot more maintenance. Individuals have needs, as Abraham Maslow articulated in 1943. Individuals need job satisfaction, challenge, belief inside a mission as well as an chance to lead to that particular mission. We would like continuous training, development and mentoring. We would like chance to develop and advance. You want to be inspired and motivated. You want to trust our manager and become brought by them. Salary and benefits are secondary priorities to all of us. You will find enough HR surveys that inform us exactly the same factor. During these surveys, workers indicate that actually work atmosphere and job satisfaction are simply as vital, or even more important, than salary.

Leaders recognize and develop other’s abilities, and take advantage of individuals abilities. They ultimately inspire exceptional performance and results. Success, for just about any organization associated with a size, is associated with leadership, not management. Managers have to forget about their Industrial Revolution mentality, and begin following a leadership attitude. Managers have to stop acting like managers and begin leading people.