Managers lead. Leaders manage. But they have different horizons. Management leans into the present. Leadership into the future.
Leadership asks, “Where?” Management asks, “How?”
Managers succeed when they fulfill five responsibilities.
The responsibilities of managers center on people.
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Organizational wins hinge on middle managers. They stand between talk and action. Their success usually signals organizational success.
I’m accountable for results but don’t have the authority to make decisions.
Top brass pulls one way. Front-line employees pull the other.
Senior leaders get the credit; we get the blame.
Irritating people are everywhere because everyone is messy. Some more than others. We wish that “pain in the neck” employee would go away.
What will it take for us to have a positive attitude about messy people?
Managing Irritating People
Dead structure means people waste energy stumbling over trivialities.
Dynamic organizational structure enables people to flourish.
10 questions for building dynamic organizational structure…
One goal of managing is to supervise less. Managers work too hard because they supervise too much. Giving autonomy to supervisors scares the crap out of incompetent managers.
Bureaucrats become block autonomy with regulations. Control requires management and supervision. The bigger the employee handbook the more you need to supervise.
Give competent people autonomy. Control blocks autonomy.
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