Are you a leader or a manager? Is there a difference? Know what it is? Does it matter?

While there is a lot of emphasis on the change management aspect, much of the underlying cause of the catastrophic 70% failure rate of ALL change initiatives can be directly attributed to a lack of leadership….

To find out if you are a Leader or Manager, answer True or False to the following statements:

1. I think more about immediate results than advising others
2. It’s nice to know people’s long-term goals, but it’s not necessary to get the job done.
3. The greatest pleasure in my work comes from making the work process more effective.
4. I spend more time and attention on the worst performers than on the best performers, who basically take care of themselves.
5. It is my job to know everything that happens in my area

If you answered mostly “True” to the questions above, then you have given a Manager’s answer. If you answered primarily “False”, then you have given a Leader’s answer.

“Those who have changed the universe have never done so by changing officials, but always by inspiring people.” [Napoleon Boneparte]

I define leadership as someone whom others will follow.

In my experience:

– Leaders drive change where managers deliver it
– Leaders define the culture while managers are defined by it.
– Leaders innovate while managers manage

While the very definitions of change management and program management emphasize the management aspect [and of course this is important] much of the cause of the 70% failure rate in change initiatives is directly attributed to a lack of leadership…

Leadership that sees the big picture, that makes sure people follow, and the discipline of a program management approach provides the tools and processes to make it easy.

Any change initiative that is more than incremental change [i.e. it’s a step change] it needs to be directed – and it needs to be seen to be directed.

Identify and enlist the support of leaders. [as well as the managers] within your organization is key to the success of cultural change and change management.

A balanced perspective

Here is an interesting and balanced perspective on the different but complementary roles and skills of leaders and managers: characteristics of leadership and management:

“Leadership and management are two distinct but complementary systems…While managers promote stability, leaders push for change. Only organizations that can embrace both sides of that contradiction can thrive in turbulent times.” [John Kotter]

My own personal insight and leadership experience is that:

– Leaders are born not made
– Do you know if you are a leader?
– Others know if you are a leader

And my own personal leadership credo is that “it is better to be absolutely wrong than inconclusively right”!

So, in the context of change, the management aspect is important, but in my experience, one of the underlying causes of the catastrophic failure rate in change initiatives can be directly attributed to a lack of leadership.

And we are talking about a leadership that knows how to apply
(a) inspirational motivation and leadership skills, which are appropriate to your company, AND
(b) processes based on supporting program management, to make sure you avoid that catastrophic failure rate that plagues ALL business change initiatives.