I was presently surprised meeting a smart professional in Mid 30s at a Hotel reception. Memories flashed back to almost a decade back when I recruited this young man in an individual contributor role. His current role and organization validated my assessment about him way back. During the interview and thereafter in his stint with me, he always surprised me with his thinking and actions. I had always felt that he would make a great leader in future and there he was standing before me, having truly reached the leadership level.
My assessment about him, a decade back, was not theoretical. It was based on my observations “of people in leadership roles”. Please note that I have not used “observations of leaders” rather used “people in leadership roles”. People in leadership role are not necessarily leaders.
Spilled over three days at the hotel our discussions over tea, coffee & meals somehow veered towards this area. It was quite endearing that he took me through his own trials & tribulations of how each of his promotion made him question himself on his journey and progress from being a manager to a leader. His learning's and insights made me revisit some of my own observations that I would make to determine leadership potential.
So what were my observations? I call them 5 signs that you are a manager in leader’s role.
Liked Vs Respected
You are a manager in leader’s role if you want to be liked more than respected.
Leaders recognize that they have to make people do, even if they might not want to do it, to achieve the goal. Effective leaders are respected more than loved. They listen to everybody's request, they weigh the situation, they talk, get inputs and then make tough decisions. Leaders know being cordial is necessary, but that they do sometimes have to sacrifice short-term likability in favour of long-term respect.
Long Term Vs Short Term Goals:
You are manager in a leader’s role if you focus only on the short-term.
A manager spends most energy on the daily operational issues and may denounce his people for not achieving short-term goals, regardless of their long-term importance. They are found mostly focusing on things that are urgent, rather thanimportant. A Leader focus is important and he would go to any length to ensure important things get done too even if urgent issues take most of the time. A leaders focus is driven by a vision of what can be and how to make that happen.
Pride Vs Insecurity:
You are a manager in leader’s role if your team member’s achievements give you insecurity or you feel threatened.
Managers feel insecure sometimes hiring someone whom they perceive to be better than them or could outshine them. Leaders hire people who are better , who complement & supplement them and the team its with an aim to create more leaders.
Transparency Vs Secrecy :
You are a manager in leader’s role if you hold back information and share on need to know basis.
Manager exercise their power by holding back information thus undermines the performance of juniors. Leaders share it for reason of empowering the team.
Results Vs Process:
You are a manager in leader’s role if your focus is results and not process.
Process ensures longevity of outcomes, consistency & stability. Managers tend to focus on results & not worry much about process discipline or adherence. Leaders are equally focused on both and in fact educate teams of linkages of process to results desired.
Where Do You Fit in? Take a pause and think.
Are you a leader – a person with a vision of where and what the company can be ?
Are you the person who can share and win support for your vision and continue to hold the vision before your employees until the vision becomes reality?
Or, are you simply a manager in a leader’s clothes?
One reason some companies find themselves stuck on a plateau or spiralling downward into a deep gorge is that may be somewhere a manager is attitudinising as a leader, without the ability to envision the future at the end of the current business trajectory.
Get the clarity and lead yourself to your Success.
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