Do you think of yourself more as a leader or a manager? There’s a well-known saying: “All leaders are managers, but not all managers are leaders.”
In today’s fast-changing business world, leadership and management are often seen as the same. But in reality, they are two different roles that play a key part in how organisations succeed. Understanding how they differ can help professionals grow in their careers and become more effective at what they do.
In this article, we’ll explore what leadership and management really mean, how they work together, and what makes each role unique. You’ll also learn how to build the skills needed for both, especially if you want to take on more responsibility or move into a senior role.
To take your next step in leadership and management, consider the Online MBA program at EDHEC Business School. It’s designed to help professionals become the leaders and changemakers of tomorrow.
Defining Leadership and Management
Leadership is the ability to influence, inspire, and guide individuals or teams towards achieving common goals. It involves setting a vision, motivating people, and fostering an environment of innovation and change. Leaders focus on the “why” and “what” of an organisation’s direction.
Management, on the other hand, involves planning, organising, and coordinating resources to achieve specific objectives. Managers focus on the “how” and “when,” ensuring that day-to-day operations align with the organisation’s strategic goals.
Understanding the Roles in Practice
To better understand how these definitions translate into day-to-day responsibilities and impact, let’s take a closer look at each role.
What Is a Leader?
A leader drives change, shapes vision, and creates a sense of purpose. They focus on long-term strategy, inspire their teams, and foster an environment where innovation and growth can thrive. Effective leadership is about influence, trust, and empowering others to succeed.
What Is a Manager?
A manager ensures structure, consistency, and execution. They translate strategic goals into actionable plans, coordinate resources, and monitor performance. Managers keep operations running smoothly, ensuring that teams stay aligned with organisational priorities.
Modern Leadership: Insights from Inge De Clippeleer
Inge De Clippeleer, Head of Faculty for Management & Humanities and a key faculty member in EDHEC’s Online MBA program, offers valuable insight into what leadership means today:
“If you look at leadership nowadays, we really see that what we expect of our leaders is authenticity. We don’t expect them to play a role, we expect them to really be them and to embrace who they are, but then to also, of course, connect with people and to really make sure that people, their employees, feel seen.”
This perspective highlights a key shift in leadership today. It’s no longer just about authority or control, but about being genuine, building trust, and creating meaningful connections with others. Authentic leaders focus on people first, which is what truly sets them apart from traditional managers.
What Are the Key Differences Between Leadership and Management?
In today’s competitive job market, it’s common for professionals to be promoted into managerial roles. Being a manager often comes with a title and formal recognition. Leadership, however, is different. It’s not tied to a title. It is earned through soft skills and the way you connect, communicate, and empower others.
Whether someone is seen as both a manager and a leader, or just a manager, depends largely on their management style. True leadership is about how you inspire, guide, and support your team, not just the position you hold.
While leaders and managers often work closely together, their approaches, priorities, and styles can differ significantly. Here’s how:
- Direction: Leaders define the vision; managers chart the path.
- People Engagement: Leaders inspire and influence; managers delegate and coordinate.
- Focus: Leaders look to the future; managers focus on the present.
- Change Orientation: Leaders embrace change and innovation; managers reinforce structure and consistency.
- Communication: Leaders communicate purpose; managers communicate instructions.
The quote “All leaders are managers, but not all managers are leaders” reflects this. Effective leadership goes beyond tasks. It is about mindset, authenticity, and the ability to inspire.
How These Differences Play Out in Practice
Understanding these differences in a practical, day-to-day context can help professionals better navigate their roles and responsibilities. Here’s how leadership and management are typically reflected in real organisational settings:
- Approach to Goals: Leaders set new directions and challenge existing ways of thinking. Managers focus on meeting established objectives efficiently.
- Decision-making: Leaders often rely on vision and intuition. Managers base decisions on analysis, systems, and data.
- Focus Area: Leaders prioritise long-term impact and strategic thinking. Managers concentrate on short-term performance and operational details.
- Communication Style: Leaders aim to inspire and influence. Managers focus on clarity, instruction, and control.
In Business Settings: Leadership vs Management at Work
During organisational change, for instance, managers typically focus on reallocating resources, revising plans, and maintaining productivity. Leaders, in contrast, focus on communicating the vision behind the change, supporting team morale, and inspiring people to embrace new directions.
When both perspectives are combined, businesses gain the structure needed for execution and the inspiration needed for growth.
Core Qualities and Skills of an Effective Leader
A strong leader combines personal qualities with practical skills that drive team and organisational success. These include:
- Emotional Intelligence: Understanding and managing one’s own emotions and those of others.
- Integrity: Upholding strong ethical principles.
- Strategic Thinking: Seeing the bigger picture and planning accordingly.
- Effective Communication: Clearly conveying ideas and expectations.
- Adaptability: Responding effectively to change and new challenges.
- Empowerment: Encouraging initiative and growth in team members.
- Mentorship: Guiding others in their development.
- Decision-making: Making informed, timely choices.
- Conflict Resolution: Addressing disagreements constructively.
Core Qualities and Skills of an Effective Manager
An effective manager combines operational expertise with people-focused skills to ensure structure, clarity, and consistent performance across a team or organisation. These include:
- Organisational Skills: Structuring tasks, managing resources, and maintaining smooth workflows.
- Clarity and Precision: Communicating expectations and objectives in a clear, actionable way.
- Accountability: Taking ownership of outcomes and fostering a sense of responsibility within the team.
- Decision-Making: Using data and judgement to make informed, timely choices.
- Motivational Leadership: Supporting performance through guidance, direction, and constructive feedback.
Transitioning from Management to Leadership
Professionals often start in managerial roles and aspire to become leaders. Transitioning involves:
- Developing a Vision: Moving beyond operational tasks to strategic planning.
- Building Influence: Gaining trust and respect to inspire others.
- Encouraging Innovation: Fostering a culture that embraces change and creativity.
- Focusing on People Development: Prioritising the growth and well-being of team members.
Are You Leading or Just Managing? Ask Yourself These Questions
Use the questions below to reflect on your style and mindset. The more you answer “yes” to the leadership-focused questions, the closer you are to leading, not just managing.
Vision and Purpose
- Do you spend time thinking about where your team or organisation should be in 3–5 years?
- Do you communicate a clear purpose that goes beyond daily tasks?
People and Relationships
- Do you prioritise developing your team members’ strengths and career growth?
- Do people come to you for guidance, not just instructions?
Change and Innovation
- Do you challenge the status quo and encourage others to do the same?
- Are you comfortable taking calculated risks to pursue new opportunities?
Inspiration and Influence
- Do you motivate people through shared values and vision, rather than position or authority?
- Do others see you as a source of energy, clarity, or motivation during times of uncertainty?
Self-Awareness and Authenticity
- Are you aware of your own strengths and areas for growth, and open about them?
- Do you lead in a way that feels natural to you, rather than imitating someone else’s style?
Empowerment and Trust
- Do you delegate with trust rather than micromanage?
- Do you create space for others to lead, contribute ideas, and make decisions?
Bridging the Gap Between Managing and Leading
If you found yourself answering “yes” to most of these questions, you’re likely already demonstrating strong leadership qualities, even if your title says “manager.” Leadership isn’t about hierarchy or job titles. It’s about mindset, behaviour, and the way you impact those around you.
On the other hand, if your answers leaned more toward managing tasks and controlling outcomes, that’s perfectly okay. Being a manager is a critical role, and developing leadership capabilities is a journey. With the right mindset, support, and self-awareness, you can grow into a leader who not only meets objectives but also inspires and empowers others.
This is exactly the kind of transformation the Online MBA at EDHEC Business School is designed to support, helping professionals shift from managing operations to leading with vision and purpose.
Learn more about the program and what makes it stand out.
Management Styles That Foster Effective Leadership
There are many management styles, each with its own advantages depending on the context and team. While not an exhaustive list, the styles below are especially effective in shaping behaviours that support effective leadership:
Democratic Management
Encourages input from team members and promotes collaboration in decision-making.
Best suited for teams that are experienced, motivated, and benefit from shared responsibility.
Transformational Leadership
Motivates teams through vision, energy, and a focus on innovation and growth.
Ideal for organisations undergoing change or aiming to push boundaries and inspire high performance.
Servant Leadership
Prioritises the well-being and development of the team, focusing on support and empathy.
Works well in people-centred environments where trust, morale, and engagement are priorities.
Coaching Style
Emphasises personal and professional development through feedback and mentoring.
Effective in teams that value learning and where growth and individual potential are key goals.
Visionary Leadership
Provides long-term direction and aligns team efforts with organisational purpose.
Useful when a team or organisation needs a clear path forward or is adjusting to a new strategic direction.
These styles help leaders build trust, foster engagement, and inspire high performance. Adopting elements of one or more can enhance your ability to lead with both impact and authenticity.
How to Adopt an Effective Management Style
Understanding different management styles is only the first step. The real challenge and opportunity lies in applying the right approach based on your team, context, and personal strengths. Here are a few ways to get started:
- Assess your team’s needs: Consider your team’s experience, level of autonomy, and goals. A coaching or democratic style works well with independent, skilled professionals, while a more structured approach may suit less experienced teams.
- Know your own strengths: Reflect on your natural tendencies. Are you more visionary or more hands-on? Use that awareness to guide your development instead of forcing a style that doesn’t suit you.
- Stay flexible: Effective leaders know how to adapt. You may need to shift between styles depending on the situation, such as leading change, managing a crisis, or coaching for growth.
- Seek feedback: Ask your team how they experience your leadership. Their input can help you uncover blind spots and adjust your style for better impact.
- Invest in development: Programs like EDHEC’s Online MBA provide structure, coaching, and reflection to help you develop your management style with confidence.
The most effective leaders are not limited to one way of working. They adapt, evolve, and always keep people at the heart of what they do.
Grow as a Leader, Succeed as a Manager with EDHEC’s Online MBA
To truly thrive in today’s competitive business world, professionals must master both leadership and management. EDHEC Business School’s transformative Online MBA program offers the strategic perspective and hands-on expertise needed to lead with confidence in complex organisational settings.
A cornerstone of the program is Boost360, a personalised leadership development journey designed to help participants better understand themselves, identify growth areas, and cultivate the mindset of an impactful leader. As explained by Inge De Clippeleer , Associate Professor, Head of Faculty – Management & Humanities, and Coordinator of the Boost360 program, the initiative is integral to fostering authentic, values-driven leadership.
With guidance from renowned faculty, access to expert-led seminar series, and individual coaching, the Online MBA equips participants to step into leadership roles that drive change, inspire teams, and influence business outcomes.
