Leadership and Management - Relationship & Differences Actually

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Developing Leadership and Management
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Section 1
Leadership and Management
In today’s time, there is increase of competition between organisations where every company
is recognized for making investment in the development of leadership and management.
There is increase in making changes in the workplace due to increased globalization, rapid
technological change, careers dynamics, and organisational structures. This is due to increase
in creating high-performance along with ensuring future growth and improving
competitiveness based on the capability of management level in companies (Sharma and Jain,
2013). Furthermore, organisations are taking systematic and proactive approach by
developing management and leadership along with producing leadership talent and best
practices based on the quality and intensity of their interventions with greater consistency and
rigour.
In companies, leadership and management has the ability to impact individuals and team
successfully for achieving efficient and effective outcomes with the help of leaders and
managers (Day, Gu and Sammons, 2016). Thus, it is essential to evaluate what leadership and
management means in this contemporary world. In leadership, people follow leaders and in
management, people work for managers towards the success of organisations. Leadership
makes individuals to believe and understand the company’s vision and work towards
accomplishing goals whereas management ensures and administers daily activities within an
organisation (Bridges, 2018). Moreover, both terms complement each other as one without
another can cause problems rather than solving them. In simpler form, management is for
organising, planning and coordinating its workforce. Also, it helps individuals in motivation
and inspiration for performing the best based on their ability.
In companies, it easy to understand leadership and management while simplifying it with
leaders and managers. It is evaluated critically that leadership is a crucial element of effective
management which helps in building an environment with excelling and development of
employees. Leadership potentially drives and impacts the efforts of group while goals
accomplishment through originating formal sources consists of managerial position within an
organisation (Cheverie, 2016). Where companies look towards possible outcomes, with the
help of leadership and management, they are able to engage and inspire individuals to turn

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vision into reality by driving employees and praising success along with finding faults in
working to do it correctly further. There are some points describing difference between
management and leadership considering managers and leaders:
 Directions are given by managers whereas questions are asked by leaders
 Subordinates are under managers and followers under leaders
 Authoritarian styles is used by managers while motivational style by leaders
 Telling of what to do by managers and showing of what to do by leaders
 Managers provide good ideas and leaders implement those
 Managers gives reaction to change and leaders creates change
 Power is exercised over individuals by managers while developed with people in case
of leaders
Thus, summarising both the terms leadership and management shows that leadership is action
done for leading a group towards achieving a common goals and management is process of
controlling and dealing with people while emphasizing more on things (Rao, 2017).
Roles and Responsibilities of Leaders and Managers
After discussing what leadership and management really is, it is essential to understand the
roles and responsibilities of managers and leaders in general considering the current
perspectives. In today’s time, leadership is all about trustworthiness, courage, intelligence,
discipline, and humanness. Thus, putting these all virtues together results in being an
effective leader (Amanchukwu, Stanley and Ololube, 2015). Though, there are managerial
leaders as well available within organisational globally. Management has been explained as
doing the things right where leadership do right things. However, managers and leaders are
differentiated based on temperament, values and developmental processes where managers
embodies stability, orders and efficiency, and leaders consisting innovation, flexibility and
adaptation. In terms of current perspectives such as bipolarity, uni-dimensionality, bi-
dimensionality, hierarchical management within leadership and hierarchical leadership within
management, leaders and managers roles and responsibilities are defined for employees and
organisations (Simonet & Tett, 2012).
In organisations, the roles and responsibilities of manager describes their involvement with
employees to serve customers, selling and producing goods or services of the company, and
providing support to groups internally. Managers also help in translating high-level goals and

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strategies in operation plans driving business. Also, managers are accountable to report
performance of front-line employees to senior executives while guiding, supporting, and
motivating them (Bush and Glover, 2014). They are stuck between fulfilling the needs of
employees and demands of top leaders within organisations.
The role of managers working defines staffing and hiring, developing and coaching existing
employees, training new employees, supporting decision-making and problem resolution,
dealing with performance terminations and problems, timely evaluations of performance
conduct, corporate goals translations into individual and functional goals, controlling and
monitoring budgets and expenses, initiating action while monitoring performance for
strengthening outcomes, goal-setting and planning for future periods, and reporting to senior
management while tracking scorecard results (Reh, 2019). Hence, managers mainly focuses
on the company’s operations while interacting with individual or groups for accomplishing
goals. Also, managers are responsible for the department or functioning particularly in an
organisation by leading team directly to perform set initiatives or activities. Managers are
required to maintain communication, collaboration, leadership, critical thinking, project
management and finance (Creasy and Anantatmula, 2013).
Briefing, managers plan, organise, control and coordinate which is complex and requires
most of the information technology consisting budgeting, clarifying jobs, planning,
measuring performance, staffing, and problem-solving. Now, leaders combine with aligning
people, motivating them and providing direction to them while producing change for creating
future viability through the company’s vision. The role of leaders consists of strategizing,
supervising, organising, communicating, and setting-goals (Jones Christensen, Mackey and
Whetten, 2014). This tells their responsibilities as well such as overseeing all activities
among team, to decide the approach for tasks completion and plan development for
accomplishment, to distribute information, to keep track and structure various employees,
tasks and documents, and to determine goals for employees to work towards it within an
organisation (Kostons, Van Gog and Paas, 2012).
Thus, responsibilities summarises coaching, decision-making, mentoring, managing conflict,
and skills of team development and improvement based on their strengths and weaknesses by
leaders within an on-going process including use of practices regularly as required (Hordos,
2019). Leaders need to be trustworthy and communicate effectively while training new
individuals, encouraging team along with monitoring them, and more.

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After all the discussion and critical evaluation of leadership and management through current
perspectives of leaders and managers with their roles and responsibilities in this
contemporary world of competition between organisations defines their importance in general
(Du et al., 2013). It is concluded that, leadership and management differs from each other in
terms of functions, philosophies and outcomes, and so does leaders and managers in terms of
working approaches and conceptualizations along with exercising distinct ways to solve
problems, undertaking distinct functions, and exhibiting distinct behaviours within an
organisation based on different intrinsic and extrinsic motivations considering employees as
well (Onorato, 2013). Lastly, the roles and responsibilities of managers and leaders shifts
based on their situation across the globe while overcoming uncertainty, volatility, ambiguity,
and complexity as per to avoid costly mistakes and save time.
Section 2
Assessing and Comparing Success of Leaders
The success of a leader is directly influenced by his/her leadership style and ability to inspire
others. Without an effective leadership approach, it becomes difficult for leader to make
decisions which are in benefit of a large number of stakeholders while also reaching
corporate goals (Easter and Susan, 2017). The list of key contemporary leaders given by
Fortune in 2019 shows many similarities and distinct features between these leaders and their
leadership approaches which they use in order to take business decisions. This section will
evaluate three leaders which include Bill and Melinda Gates, Satya Nadella and Jacinda
Ardern. All these leaders rely on effective leadership approaches in order to direct their
companies and they demonstrate critical skills and behaviours that are substantial for
successful leaders.
Bill and Melinda Gates married in 1994 and they jointly run “Bill and Melinda Gates
Foundation”. Bill Gates was previously acting as the CEO and Chairman of Microsoft and
under his leadership, the company gained tremendous success at a global stage. The
leadership style of both Bill and Melinda Gates are similar since they rely on their
charismatic skills and behaviours to inspire others (Harman, 2016). They have adopted a
charismatic approach in their leadership to take business decisions which are in the interest of
society. Both of these leaders focus on creating a just and better world by eliminating global

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issues such as poverty, hunger, diseases and others. Charismatic leadership is defined as a
leadership approach in which leaders focus on influencing the behaviour of their followers
through their personality, persuasion and eloquent communication. These leaders encourage
their followers by improving the overall process and get things done which motivates them
(Naile and Selesho, 2014). In the case of Bill and Melinda Gates, leadership approach enables
both of them to focus on creating an environment for their employees and volunteers across
the globe to make their contribution towards tackling global challenges that are faced by a
potential portion of world population. However, this approach makes it difficult for Bill and
Melinda Gates to reach out to everyone since it is not possible for them to reach out to all
their employees. In the recent times, Bill and Melinda Gates have changed their leadership
approach to transformation leadership style which is used by many global leaders to guide
their followers (Birasnav, 2014). This is a popular leadership approach since it enables
leaders to focus on four key areas which allow them to maintain a healthy balance between
the interests of companies’ stakeholders. This approach is also used by Satya Nadella in order
to direct the workforce of Microsoft since he acts as the CEO of the company.
In the transformational leadership approach, leaders focus on working with different teams
while working on achieving a particular vision, identifying needed changes, inspiring others
through change at executing change policies to achieve commitment towards each member of
the group. The key four aspects on which this leadership emphasises on includes inspirational
motivation, intellectual stimulation, idealized influence and individualized consideration
(Zacher et al., 2014). Through this leadership approach, Nadella is able to create high
performance workforce on a global stage which provides Microsoft a competitive edge in the
market. The company hires a large number of employees from different cultures backgrounds
and countries and collaboration between these employees is crucial for the company to
achieve its corporate goals. These leaders demonstrate key traits such as daring, risk-taking,
visionary, thoughtful and inspiring (Hock, 2013). Nadella also rely on these traits while
bringing major changes in the organisation making it easier for the company to disrupt major
innovation that contributes to its success. Bill Gates also relies on similar traits while making
business decisions; he also ensures that the decision taken by him has a positive impact on
stakeholders such as customers, employees, local communities, environment, suppliers and
society.
However, there are many key areas in which this leadership style lacks making it challenging
for these leaders to achieve their goals. Many experts argue that this theory is difficult to

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teach and it is not possible to teach each leader to comply with its principles. This leadership
offers it very comprehensive and it becomes difficult for leaders to handle all of its
components while making business decisions. Many people also challenge the leadership
approach of both Gates and Nadella in terms of their ability to generate higher revenues for
organisations since they give priority to alternative decisions and approaches which benefits
other stakeholders rather than shareholders (Sorensen and Holman, 2014). However, this
leadership approach allows contemporary leaders such as Gates and Nadella to comply with
sustainability principles especially in their industries which contributes heavily to global
carbon emissions. The decision made by both of these leaders has shown that positive
balance can be maintained between corporate objectives and social welfare objectives when
leading organisations conduct their business operations (Iqbal, Anwar and Haider, 2015).
Jacinda Ardern is the current Prime Minister of New Zealand and she is known for her
effective leadership skills that has contributed to the growth of the nation and allowed her to
tackle many social issues in the country. She has adopted democratic leadership approach in
which she focuses on listening to her supporters while making decisions. Democratic
leadership is also referred as participative leadership in which the leader ensures that the
members of group are more engaged in the decision-making process (Bhatti et al., 2012).
Ardern make sure that all of its followers and supporters receive the opportunity to participate
in the decision-making process and they are able to freely exchange their ideas (Bogg and
Novitz, 2019). Ardern encourages participating in the discussion while ensuring that ideas are
freely flowed during a meeting. Due to her positive attitude towards others, people are tend to
follow her decision and she has able to acquire appreciation globally due to her contribution
made towards expressing social issues.
However, this approach is not suitable for every leaders especially when they are dealing
with a large number of followers, this approach is also considered as inefficient when it
comes to taking decisions within a timely basis. Ardern has faced criticism for her lack of
ability to make decisions on a timely basis; however, she has not faced any challenges in
terms of her decisions (Stephens, 2015). While implementing this leadership approach, it is
crucial for the leaders to make sure that they assess its key limitations to avoid facing
challenges and increase the overall effectiveness. There are many similarities between
charismatic, transformational and democratic leadership style; however, there are many
differences as well. Democratic leadership approach focuses on participation of other
members where other two leadership approaches rely on key traits while making decisions

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for all stakeholders. All these leaders have successfully adopted these approaches into their
decision-making process which allows them to make informed decisions while focusing on a
diverse range of stakeholders. The examples of these leaders show how these leadership
styles assist them in making decision which contributes to their success.
Section 3
Critical skills and behaviour of successful leaders
There are certain skills and behaviours which are needed for a leader to become successful
that can be understood by the example of Bill and Melinda Gates, Satya Nadella and Jacinda
Ardern. These leaders have shown that engagement with these skills and behaviour allows
them to make informed decisions which are crucial for them to inspire others and direct them
towards achieving common goals. One of these key skills includes effective communication
and listening, leaders who do not listen to their followers are not able to become aware
regarding external factors that affect their business (Poksinska, Swartling and Drotz, 2013).
Effective communication is two way street in which leaders not only have to convey their
message to their followers effectively but they also have to listen to their queries and
contributions and ideas which contributes to mutual decision making. These skills are
demonstrated by Bill and Melinda Gates, Satya Nadella and Jacinda Ardern.
Another key skill which is required in successful leader is strong vision towards achieving
something great. Leaders convey this vision to their followers and they direct them on the
path of achieving this dream which assist all of them to meet their individual interests.
Leaders who does not have a vision, fails to inspire others or encourage them to follow their
path. Nadella is a good example of a successful leader that has demonstrated that a strong
vision is critical for the success of an organisation. He emphasised on expanding the business
of Microsoft while also ensuring that the interest of other stakeholders is achieved such as
customers, employees, suppliers, local communities and society (Keil, Lee and Deng, 2013).
Similarly, Bill Gates and Melinda Gates also focuses on a creating a better world by
eliminating social and economic issues and they have conveyed this vision at a global stage
allowing them to build a team of large number of volunteers who works dedicatedly for the
benefit of others.

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Along with strong vision and effective communication skills, the leaders also focuses on
others allowing them to improve their skills and knowledge which makes it easier for them to
contribute to achievement of corporate objectives. These leaders focus on delivering
commitments which can show by the example of Prime Minister of New Zealand since she
focuses on creating a positive nation that embraces diversity and culture while also
eliminating other social issues. These leaders also value people when it comes to making
decisions and they evaluate their impact on decisions on a diverse range of stakeholders to
ensure that they create a balance between achievements of their interest (Stephens, 2015).
Both Gates and Nadella focus not only on increasing the value of their shareholders but also
creating a positive impact on the environment to ensure that their operations did not
negatively affect the environment. They also show emotions such as empathy, trust and
honesty from this decision which makes it easier for followers to trust them and follow them
(Mahembe and Engelbrecht, 2014). These are some of the key skills and behaviours which
are demonstrated by successful leadership which shows a direct link between their leadership
skills and management capabilities.
Methods of leadership and management development and their
implementation
Leadership and management development is crucial because these skills can be learnt by
leaders to make sure that they are able to make decisions that are in the interest of their
followers and also achieving organisational goals. Development can be achieved through
multiple mechanisms which include self-directed learning, formal instruction, executive
coaching, 360-degree feedback and developmental job assignments (Tuleja, 2014). These are
some of the key methods that can be implemented by contemporary organisations in order to
develop their leadership and management which allows them to achieve better outcomes.
Executive coaching is a common method that is used by companies to offer formal training to
their leaders and managers which allows them to develop their skills in particular areas which
are crucial for operations of the company. However, this approach is limited since it is time
consuming and it requires sustain level of dedication from the management to make sure that
they also positively contributes in this project (Vella, Oades and Crowe, 2013). 360-degree
feedback is also used by many companies for their leaders in which they allow them to
receive maximum opportunities for learning while working on their current assignment. This
approach feedback is given to leaders relating to different aspects of their behaviour and

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skills to inform them regarding actions which they can take along with their evolution of their
strengths and weaknesses. The feedback can be received from a wide range of parties
including peers, supervisors, subordinates and others. However, in order for this approach to
be successful, it is important that the leader must accept the constructive feedback in a
positive manner and he/she must be willing to making necessary changes in their leadership
approach (Nesbit, 2012).
Another common approach is self-directed learning in which the leaders teach themselves
key skills and knowledge relating to specific areas to improve themselves. In this approach, a
self-paced approach is used by the leaders which allow them to gain a wider perspective
regarding their roles and responsibilities which enable them to identify key gaps and
necessary skills which they have to acquire in order to succeed (Aarons et al., 2015). This is
an efficient approach of leadership and management development since it requires less time
for leaders to develop his/her skills and these traits can be learned when they discharge their
duties. Many organisations also implement leadership development, models and programs
which challenge leaders to engage in different experiences which lead to increasing their
strengths while reducing their weaknesses. In these programs, leaders are able to ensure that
they receive a critical feedback from different aspects and they are able to develop their
performance level through assessment of their weaknesses and receiving support from others
(Lacerenza et al., 2017). These are some of the common methods which are used by the
contemporary organisations to develop their leaders and their skill set which allows them to
generate a competitive advantage.
While implementing these programs, there are different ways through which companies can
ensure that they are successful in improving the skills and knowledge of their leaders. These
programs must be developed at an initial level which allows leaders an upper-hand than
compared to their competitors. This approach allows them to gain enough experience during
their work to make sure that they acquire necessary skills and knowledge to make decisions
and direct their followers (Aarons, Ehrhart and Farahnak, 2014). Implementation of this
succession plan requires thorough understanding of key aspects of successful leadership
approach and how it can be acquired for learning by others. There are both formal and
information ways to achieve this objective. Companies can officially launch leadership
development programs or they can introduce them for a limited period of time based on their
preferences. In these programs, the company must identify their leadership needs and they
should understand what creates value for them. They should not create rigorous policies for

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giving training to their leaders instead they should reinforce their development through job-
rotation, job-shadowing or other methods (Pritchett, Woolcock and Andrews, 2013). These
are some of the key implementation techniques which allow organisations to improve skills
and knowledge of their leaders in order to become successful.

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