Leadership and Managing

Leaders and managers are both important figures in an organization. They share some common characteristics but also differ in terms of roles and responsibilities played towards organizational growth (Brzostek & Domagała, 2019). They act in various capacities based on their competencies and commitments to oversee organizational development. Therefore, it is necessary to understand the similarities and differences between these positions.

Leadership and Managing

This paper will discuss the similarities and differences between leaders and managers as well as describe instances of the best leadership, the best management, and poor managerial skills based on scenarios. I will also complete the emotional intelligence test.

Difference between Leaders and Managers.

Leaders are inspired by their abilities to inspire and motivate others, empower the workforce, and help make decisions through their adaptive styles. Leaders demonstrate their purposeful actions and motivate others while focusing organization’s mission to attain goals and long-term growth (Grubaugh & Flynn, 2018).

On the other hand, managers primarily deal with the operational side of the organization rather than inspiring and motivating others. Managers act in an administrative position to keep the business operating.  Managers focus on budgeting and planning, the establishment of policies and procedures, setting timelines for goals and strategies, upholding organizational structure, and recruitment and employment of employees (Brzostek & Domagała, 2019).

Additionally, more difference exists between managers and leaders in terms of personality styles, focus, orientation, risks, approach to tasks, leadership styles, and appeal.

Regarding leadership styles and orientation, managers are more task-oriented and can be described as authoritative, dictatorial, democratic, autocratic, consultative, or transactional. On the other hand, leaders are people-centered and tend to be participative, consultative, and transformational (Grubaugh & Flynn, 2018).

Approach to tasks also differentiates managers and leaders. While leaders show charisma and commitment to facilitate others to solve problems, managers, on the other hand, use their principles, values, and views to empower people to solve problems.  Managers tend to stick to their time-tested methods when delegating tasks.  In terms of risks, leaders are more risk-tolerant compared to managers who are risk-averse, over-relying on books and playing safe (Grubaugh & Flynn, 2018).

Finally, managers tend to be persistent, intelligent, and strong-willed as they are focused on goals, structures, and resources to help in problem-solving. On the other hand, leaders are highly creative, imaginative, charismatic, and comfortable in taking risks than managers.

Similarities between Managers and Leaders.

Leaders and managers share various similarities in terms of roles and scope of activities. These characteristics define them in their various capacities and their interaction with people and the organization at large. Both managers and leaders have a vision for the future and work towards achieving it (Brzostek & Domagała, 2019). They set goals and objectives for their team and work towards achieving them.

Both managers and leaders can inspire and motivate their teams. They can create a positive work environment and encourage their team to perform to the best of their abilities. They are also responsible for making decisions that affect the team or organization. To make decisions, they must be able to analyze situations, gather information, and make informed decisions based on that information (Major, 2019).

Both managers and leaders can communicate effectively. They must be able to convey their vision and goals to their team and communicate decisions and expectations. Besides, both managers and leaders are responsible for the development and growth of their teams. They must provide opportunities for learning and development and support their team in reaching their full potential.

Additionally, leaders and managers need to understand their role in the organization’s success while maintaining humility. Maintaining the right balance between humility and arrogance is crucial because it influences the level of trust that a team has in its leader or manager (Major, 2019). Leaders and managers who can strike this balance can effectively lead and manage their teams.

Besides, both leaders and managers must ensure that their words and actions are consistent. This is important because it helps clarify the team and organization. Leaders must maintain consistency in terms of the goals they are working towards, while managers must be consistent in their expectations of their team and their application of policies and procedures (Stadin et al., 2020). Consistency is essential for both leaders and managers to guide their teams and achieve their goals effectively.

An Example of Great Leadership Skills.

I had an opportunity to work with a leader who possessed excellent leadership skills. James, as he was known to many, possessed several leadership skills that contributed to his success as a nurse and leader. One of these skills was his ability to think critically and make informed decisions in matters of healthcare and other organizational issues.

The ability to motivate and inspire others was an additional leadership skill he possessed. He was able to inspire other nurses to follow his lead and work towards improving patient care. Additionally, he was also able to advocate for the rights of patients and improve conditions in hospitals, which helped to elevate the organization in terms of nursing practice.

Additionally, he was a skilled communicator and was able to convey his vision and goals to her team effectively. He inspired and guided other nurses toward a shared goal of improving patient care. Overall, James` leadership skills, including his ability to think critically, inspire and motivate others, and communicate effectively, were vital to his success as a leader and impacted other healthcare teams immensely.

Good Managerial Skills.

One example of an individual with good managerial skills is the chief executive officer (CEO) of the institution I worked last year.  He was branded as the ‘Musk’ of the institution. The CEO possesses several managerial skills that contribute to the success of the institution.

One of these skills is his ability to set clear goals and objectives for his team. Musk was known for setting ambitious goals and working with his team to achieve them. He was able to delegate tasks effectively and empower his team to take ownership of their work. He was also able to make informed decisions. He was able to analyze complex situations, gather information, and make decisions based on that information.

Musk was also a skilled communicator and was able to convey his vision and expectations to his team effectively. He was able to inspire and motivate his team to work towards a common goal and can build a positive work culture. Overall, Musk’s managerial skills, including his ability to set clear goals, make informed decisions, and communicate effectively, were key to the success of the healthcare organization as a whole. Members of the organization positively influenced his managerial skills and inspired the organization to grow to greater heights.

Poor Managerial Skills

I had the opportunity to work under a manager who consistently displayed poor management skills. This manager, let`s call her Jane, was consistently disorganized and made frequent changes to projects, leading to confusion and inconsistency among the team. Deadlines were frequently missed due to her disorganization and important tasks were often overlooked.

Jane also struggled with communication, frequently being unavailable to the team and providing vague and unhelpful information when she did communicate. In addition, she had difficulty delegating tasks and managing her workload, leading to burnout among some team members and a lack of motivation and engagement among others.

Poor management skills, such as those deployed by Jane can be felt throughout the team and organization. It can lead to low morale, high turnover, and reduced productivity (Grubaugh & Flynn, 2018). Managers need to recognize and address their weaknesses to lead their teams to success.

Emotional Intelligence Test

I performed the emotional intelligence test to assess four main domains: self-awareness, self-management, social awareness, and relationship management, and scored 7, 6, 9, and 8, respectively. A score of 7 in self-awareness is a good score and indicates a good level of self-awareness, indicating ability to recognize and understand my own emotions and how they impact my behaviors, thoughts, and decisions.

Scoring 6 in self-managements indicates my ability to regulate my own emotions and behaviors to achieve my goals and manage stress. However, I need to improve in this area. I had a strong score, 9, in social awareness, which indicates a stronger ability to understand and recognize the emotions of others and how they are affected by circumstances and the environment.

Finally, a score of 8 in relationship management is a good score. This indicates that I have an excellent ability to use my emotional intelligence to build and maintain a positive relationships with others.


Leadership and management are crucial aspects of organizational structure and growth. Understanding the difference and similarities in the context of leadership and management helps the organization utilize its respective strengths to achieve success. Leaders motivate, inspire, and empower others, while managers oversee the daily running of the organization.

However, both share long-term visions, set goals, communicate well, make decisions, and lead, motivate, and support the growth and development of the organization. Essentially, having good leaders and managers leads to growth and development as opposed to the contrary.


Brzostek, T., & Domagała, A. (2019). Impact of the quality of management on the general improvement of the healthcare system. Technology and Health Care: Official Journal of the European Society for Engineering and Medicine27(1), 107–110. https://doi.org/10.3233/THC-181513

Grubaugh, M. L., & Flynn, L. (2018). Relationships among nurse manager leadership skills, conflict management, and unit teamwork. The Journal of Nursing Administration48(7–8), 383–388. https://doi.org/10.1097/NNA.0000000000000633

Major, D. (2019). Developing effective nurse leadership skills. Nursing Standard (Royal College of Nursing (Great Britain): 1987)34(6), 61–66. https://doi.org/10.7748/ns.2019.e11247

Stadin, M., Nordin, M., Fransson, E. I., & Broström, A. (2020). Healthcare managers’ experiences of technostress and the actions they take to handle it – a critical incident analysis. BMC Medical Informatics and Decision Making20(1), 244. https://doi.org/10.1186/s12911-020-01261-4

Leadership and Managing

Assignment Description:

Leadership and Managing

This week you reflected upon the difference between a “manager” and a “leader” and discussed this concept with your classmates and professor in the discussion board. In a written essay please answer the following questions:

  • What are the differences between leaders and managers? What characteristics are similar and what are different?
  • Provide a total of three examples. First, of someone who has great managerial skills. Second, another individual with great leadership skills. Third, another person with poor managerial skills. These can be made up individuals or examples you have seen without any identifying information. Discuss how the staff of each individual would be affected by the skills of the leader/manager.
  • Complete the Emotional Intelligence Test Discuss your scores and what they mean. What did you learn about yourself as a leader? (Note that a 10 on the EI test means strong. On the score page, click on the blue “here” under “interpreting your GEIT scores, click here” for more information on each section and what it means.


Assignment Instructions and Specifications

Submitting Your Work

Assignment Rubric

Start by reading and following these instructions:
  1. Study the required chapter(s) of the textbook and any additional recommended resources. Some answers may require you to do additional research on the Internet or in other reference sources. Choose your sources carefully.
  2. Consider the discussion and the any insights you gained from it.
  3. Review the Assignment Rubric and the specifications below to ensure that your response aligns with all assignment expectations.
  4. Create your Assignment submission and be sure to cite your sources, use APA style as required, check your spelling, and review the rubric.
The following specifications are required for this assignment:
  • Length: 1500 to 2000 words total (at least 500 words per question prompt); answers must thoroughly address the questions in a clear, concise manner
  • Structure: Include a title page and reference page in APA format. These do not count towards the minimum word count for this assignment. Your essay must include an introduction and a conclusion.
  • References: Use appropriate APA style in-text citations and references for all resources utilized to answer the questions. A minimum of three (3) scholarly sources are required to support your claims.
  • Format: Save your assignment as a Microsoft Word document (.doc or .docx)
  • Filename: Name your saved file according to your first initial, last name, and the assignment number (for example RHall Assignment 1.docx)

After completing the assignment above, select the link below to access the next module overview.