"Management is doing things right; leadership is doing the right things," says Peter Drucker, the father of modern management.
But navigating both roles, particularly in remote work, demands a deeper understanding of what it means to manage a team and what it means to lead.
This article dives into the key differences between leadership and management. Find out how they apply in a remote setting and get practical tips to excel in both roles.
Leadership vs management
Leadership and management often work hand-in-hand, but understanding the differences will help you build a better team.
Leadership is about inspiring and motivating people to achieve a common goal. When successful, it drives innovation, change, and growth. Leaders set a vision for the future and empower others to turn it into reality.
Management is about organizing and coordinating resources to achieve specific objectives. It's the backbone of any organization, as it ensures day-to-day objectives are met.
5 key differences between leadership vs management
The roles and focuses of a leader and manager differ in five main ways:
1. Vision vs execution
Leaders are visionaries. They paint a picture and inspire others to believe in it. Their vision sets a clear direction and purpose for the team or company. They focus on the "what" and the "why" — what needs to be achieved and why it matters.
Managers, on the other hand, get things done. They break down big goals into manageable tasks and make sure all processes run smoothly. They take the organization’s vision and turn it into actionable steps. Their focus is on the "how" and the "when" — how to achieve the vision and when it needs to be done.
For example, a leader might envision their company becoming a global leader in sustainability. A manager would then develop a plan to implement eco-friendly practices, such as reducing the company’s carbon emissions.
2. Influence vs coordination
Leaders inspire and motivate their followers through their actions, ideas, or values. They earn respect, which gives them the power to influence others. By creating a shared sense of purpose, they motivate their team to reach their goals.
Managers rely on coordination. They have the organizational power to direct, control, and assign resources. Let’s say a leader encourages employees to volunteer for a community outreach project. The manager would then assign tasks, coordinate schedules, and track progress to make sure the project succeeds.
3. Change vs stability
When the tide changes, we often rely on leaders to guide us. Their ability to embrace and adapt to change helps us through uncertain times. Moreover, with their risk-taking and experimental tendencies, they often challenge the status quo to push innovation and growth.
Managers, however, focus on maintaining stability and order. This means making sure processes and procedures are followed to maintain consistency and quality. They help create a predictable and efficient work environment for the team.
While a leader might propose a "work from anywhere" policy to boost employee morale, a manager might focus on establishing clear rules and expectations for remote work.
4. Organic vs appointed
A leader can be anyone — neither their title nor their position in the company hierarchy defines them. Those who have the ability to motivate and inspire others toward reaching a shared goal can be considered leaders. For example, a coworker can be a leader by inspiring others with a new campaign and getting everyone excited to work on it together, even if they aren’t in a managerial role.
Managers are typically appointed to their roles based on their experience, skills, and knowledge. Some may start from entry-level positions and work their way up to managerial roles as they prove their capabilities.
5. Risk vs reward
Leaders are comfortable taking calculated risks to achieve goals. They understand that failure is a part of learning and view it as a chance to grow. They tend to push boundaries, encourage experimentation, and champion bold new initiatives.
Managers focus more on minimizing potential losses. That’s not to say they don’t take risks, but they carefully and deliberately weigh the potential risks and rewards of any decision before moving forward.
If a company is considering using a new software, a leader might want to try it out first. But a manager might want to know all the details about the software before deciding to use it.
Leadership vs management in remote teams
Remote teams require a slightly different approach to leadership than those who work in traditional offices. It can be challenging to build trust and connection with limited or no face-to-face interactions. So, leaders must find creative ways to inspire and motivate team members across different locations.
Remote leaders can prioritize building relationships and community through the below tactics. The Remote influencer Report can also give you more inspiration on remote leadership.
Communicating regularly
Organizing virtual team-building activities
Publicly recognizing individual contributions
Creating opportunities for casual interactions
Remote managers need to be proactive in keeping their teams on track and engaged. Establish clear expectations and communication channels from the get-go, as this helps keep the team connected and aligned. Everyone should understand their roles, responsibilities, and common goals.
It may be difficult for management to maintain accountability or monitor performance, given the distances and different time zones they need to work with. So, consistent progress tracking and feedback are necessary to manage a remote team.
How do leadership and management overlap?
Despite their differences, leadership and management are interlinked. Here how the roles of leaders and managers overlap.
Shared goals
Leaders and managers may approach their roles differently, but their ultimate goal is the same — for the company and its various teams to succeed. This means they should work together to reach each goal, whether that goal is launching a new product, improving customer satisfaction, or boosting employee morale.
Complementary skills
The best leaders have strong management skills, and the best managers have leadership qualities.
Effective leadership requires the ability to plan, organize, and execute, while effective management involves inspiring and motivating employees. In the most ideal workplace scenario, the two skill sets complement each other.
Communication and collaboration
Only 18% of employees feel their organizations fully communicate.
Whether you're leading or managing, clear communication, active listening, and collaboration are non-negotiable. These skills become even more important for remote teams because misunderstandings and miscommunication can happen more frequently.
Measuring the success of leadership and management
Revenue growth and market share are metrics of a successful company. Here's how you can gauge the effectiveness of leadership and management.
How to measure successful leadership
Monitor the following to determine how solid your leadership abilities are:
Employee engagement and morale
Are your team members motivated, engaged, and committed to their work? High engagement and morale are strong indicators of effective leadership. Consider using pulse surveys, anonymous feedback, or one-on-one meetings to gather honest feedback from team members.
Innovation and growth
Does your team take challenges in stride and constantly find new ways to improve? Leaders who nurture a culture of continuous learning drive long-term success. Look at the number of new ideas your team has and whether their implementation has been successful.
Long-term results
If your company is consistently hitting its long-term goals, then you’re doing your job right. Measure key performance indicators (KPIs) that align with your long-term vision, such as market share growth and customer retention rate. This gives you a good idea of your success as a leader.
How to measure successful management
Want to check whether you’re managing your team successfully? Consider the following:
Productivity and efficiency
Are tasks being completed on time and within budget? Effective managers streamline and optimize workflows to keep the office humming along. Project completion rates, time spent on tasks, and customer satisfaction rates can also help you determine employee productivity .
Goal attainment
Look at how well your team is performing when it comes to short-term objectives. A good manager doesn't leave the team guessing — they set clear expectations, provide feedback, and hold team members accountable. Track your team's progress against established KPIs and conduct regular performance reviews .
Team cohesion and collaboration
Does your team work well together? Strong managers create a sense of community that encourages collaboration. Observe your team dynamics. Look for the presence of open communication, mutual respect, and helpfulness.
Essential skills for leaders and managers
Leaders and managers each bring unique skill sets to the table. Developing them empowers you to more effectively guide and manage your team.
Leaders
Important skills for effective leaders include the following:
Visionary thinking: Seeing beyond the present and envisioning a future for the team or company
Strategic thinking: Analyzing difficult situations, developing long-term plans, and making informed decisions
Communication and persuasion: Clearly articulating ideas, actively listening to others, and influencing stakeholders to gain buy-in and support
Emotional intelligence: Understanding and managing the emotions of themselves and others
Adaptability and resilience: Embracing change, overcoming challenges, and bouncing back from failures
Managers
A strong manager needs to have the following skills:
Organization: Planning, prioritizing, and coordinating tasks and resources effectively
Decision-making and problem-solving: Analyzing information, weighing options, and making informed decisions
Communication and collaboration: Clearly communicating expectations, providing feedback, and fostering a collaborative environment
Delegation: Assigning tasks to the appropriate team members and empowering them to take ownership
8 tips for developing leadership and management skills
Use the tips below to help you become the leader and manager your team needs and deserves.
1. Lead by example
Your actions speak louder than your words. Your team is constantly observing your behavior and will naturally model what they see in you.
Leading by example is the foundation for building trust and respect within the team. Demonstrate the qualities you expect from your team, such as integrity, work ethic, and a positive attitude. When you consistently embody these traits, others will follow.
2. Practice active listening
One of the most overlooked qualities in an effective leader and manager is active listening — it’s a superpower. Active listening builds trust and rapport, creating a safe place for open and transparent communication.
It’s not only important to listen to what others have to say but also to understand what they mean and need. Don’t quickly jump into assumptions and formulate a response based on those. Take the time to fully comprehend what the person is saying before you respond.
A good way to practice active listening is by asking clarifying questions to make sure you understand the other person’s point of view and show them that you value their input.
3. Cultivate trust through transparency
Leaders and managers who openly share company goals, challenges , and decisions create a culture of trust and collaboration. Transparency helps your team members understand the broader organizational goals and the context behind certain decisions.
Encourage open communication within your team. Your goal is to create an inclusive environment where team members feel comfortable sharing their ideas, concerns, and feedback.
You may not always be right, but a respected leader admits their mistakes and takes responsibility for their actions and decisions. This transparency and humility also builds trust and credibility.
4. Empower autonomy and ownership
Stop micromanaging . Instead, empower your team with more autonomy.
Keep in mind, though, that this doesn’t mean making them fend for themselves entirely. Your first job is to clearly define roles and responsibilities. Then, set expectations and trust your team to figure things out from there. Be ready to provide the necessary resources and support to help your team succeed without watching their every move.
Remember to celebrate accomplishments, both big and small. Recognizing personal and team achievements boosts morale and reinforces a culture of ownership.
5. Understand your own emotions
76% of senior leaders believe that having high emotional and social intelligence is an important part of being a good leader.
Before you can effectively lead and inspire others, you need to know your own emotions, triggers, and biases. Once you do, you become better at managing those things in challenging situations. You’re less likely to react based on impulse and more likely to take some time to assess the situation first.
6. Adapt your leadership style
The most effective leaders and managers know how to adapt their approach based on the situation, the individual, and the team.
Be willing to experiment with different communication styles and decision-making processes. For instance, some team members might prefer direct, assertive communication, while others might respond better to a more supportive approach.
Don't be afraid to ask for feedback from your team to understand what works best for them and where you can improve as their leader.
7. Master asynchronous communication
Communication can easily become fragmented or lost in translation among remote teams. Remote leaders and managers need to master the art of asynchronous communication to keep teams aligned.
Another important step is to establish communication norms and expectations, such as expected response times and preferred channels to use for emergencies. This helps your team stay informed and productive as they continue working across different time zones and schedules.
8. Embrace failure as a learning opportunity
Leaders and managers who normalize failure create a culture where it's not feared but seen as a natural part of the learning process. By reframing the idea of failure, you encourage experimentation and risk-taking that may lead to better results.
Don’t let learning experiences go to waste. Guide your team to analyze their failures objectively, identify the root causes of them, and implement changes to help avoid mistakes in the future.
Lead and manage your global team with Remote
It’s not as easy to lead and manage your team when they’re scattered across the globe. Even the strongest leaders and managers need the right tools to build and manage distributed teams .
With Remote , you can handle every HR task from onboarding to offboarding and everything in between from a single platform. Whether you are a leader or manager of a small team or a global enterprise, Remote HR Management is ready to help with the tools you need and the features you love. Since our HR software centralizes all your employee data with built-in controls for maximum security, you can lead and manage team members with ease.
