For a long time, I have studied management and leadership theories. Everybody states essentially exactly the same factor. Managers manage and leaders lead. Everybody really wants to perform the same factor-lead and never manage.
In considering this conundrum while speaking by having an executive client, it happened in my experience so good leaders will also be good managers. Quite simply, it isn’t an issue of either managing or leading. It is a question to do both and doing them in the proper time, knowing when you should manage and knowing when you should lead.
Our responsibility as managers would be to make certain our “people” do their jobs. We’re told to help keep our people doing anything they do inside a productive manner. Make certain they are available to operate promptly, leave promptly, and perform efficiently. With a managers, what this means is watching and micro-managing individuals they supervise. To other people, this means performing themselves to make certain the task will get done properly. Good managers avoid either of individuals a couple of things. Lately, someone stated this during certainly one of my workshops, “It’s much simpler to get it done myself.” The essence of excellent management would be to educate and release. It requires additional time, yes. But, over time, it time saving.
The educate and release theory means that you adjust your look from management to leadership when needed. Leadership is about motivating because they build confidence. Leadership is about inspiring. Some leaders think they inspire by neglect. Quite simply, they feel when they allow the person alone, provide them with no guidance, it inspires learning. Others believe they inspire by ready carrots. Basically provide you with something, you’ll perform your work generate income need it. Good leadership means making the effort to construct confidence and also to inspire through solid communication. Good leadership means releasing when it’s about time and lending a helping hands when needed-teaching and releasing.
Here is how good management and good leadership operate in tandem within the Educate and Release Model:
Stage 1: The Training Stage. Within this phase, the individual knows nothing concerning the task. He’s a new comer to the job and needs to understand how to complete the job. In Stage 1, the manager must manage. The individual wants the manager to direct and also to let him know how to proceed. What’s acceptable behavior? Exactly what does a completed task seem like? Do you know the expectations? Close direction means close management.
Stage 2: The Arrogance Stage. Within this phase, the individual understands how to perform the task however is not yet confident with doing the work. The individual fears she might get it wrong. The manager lets go from the reigns and enables the individual to complete the job alone. The manager even enables the individual to create mistakes. The individual learns in the mistakes and builds confidence in performing the job. The manager stays close, although not too close. The individual feels inspired by her confidence in performing the job by the manager’s readiness to permit her to learn by herself and also to give support if needed. Make a child understanding how to walk. The kid will get up and falls lower. Parents enables the kid to fall but protects the kid from falling lower a high cliff. In Stage 2, the manager becomes that useful parent.
Stage 3: The Accomplishment Stage. Within this phase, the individual is finishing the job with full confidence. The manager still signs off around the final completion and tweaks and teaches because he goes. Typically, however, the individual is finishing the job effectively without interference in the manager.
Stage 4: The Releasing Stage. Finally, the manager becomes a leader. To do this means releasing the job. In Stage 4, the best choice does not need to examine the ultimate result. He informs the individual, “I trust you to definitely complete the job effectively.” The best choice lets go and also the person still does the job, not due to pressure or carrots. The individual performs the job with excellence because she would like to. That’s the essence of motivation-doing something because you need to.
As you can tell in searching in the Educate and Release Model, the management and leadership functions run along a continuum. More management exists in early stages and fewer within the latter stages where leadership surfaces. Who desires a supervisor who gives no direction in the get-go? Who desires an innovator who micro-manages an activity that you can do blindfolded?