-
Managers
attempt to control people, processes, and results. Leaders attempt
to influence through their responses to others and the
environment.
-
Managers
attempt to motivate people by external means. Leaders draw
followers in a direction by standing for something that followers
value.
-
Managers
concentrate on the tangible. Leaders operate at the level of
emotions.
-
Managers
are concerned about external actions. Leaders concern themselves
with contributing to a sense of identity.
-
Managers
put their faith in the concrete. Leaders look to an underlying
source of meaning.
-
Managers
focus on achieving specific results. Leaders concentrate on
fulfilling a larger purpose.
-
Managers
hold a mechanistic perspective. Leaders think holistically.
-
Managers
provide defined channels for the accomplishment of work. Leaders
provide a reason for doing the work.
-
Managers
are aware of limits. Leaders expand the limits.
-
Managers
seek equilibrium. Leaders encourage disequilibrium.
-
Managers
maximize the use of resources to achieve a result. Leaders assure
the proper results are achieved.
-
Managers
concentrate on doing things well. Leaders emphasize doing that
which is worthwhile.
-
Managers
are motivated to satisfy wants. Leaders are moved to fulfill
standards.
-
Managers
aim for immediate results. Leaders seek future achievements.
-
Managers
work in the present. Leaders build for the future.
-
Managers
manipulate resources. Leaders oversee resources.
-
Managers
concentrate on extending proficiency. Leaders focus on furthering
personality.
-
Managers
motivate through position. Leaders motivate through relationships.
-
Managers
subordinate individuals to the organization. Leaders promote
people over institutions.
