Costs, efficiencies, OTIF, managing the P&L, project and performance tracking. Someone who excels at that sort of thing is probably a natural managerial fit.
Leaders inspire their coworkers…both peer, subordinate and above them. They’re thought leaders, innovators, someone who can find commonalities amongst varying (sometimes competing) stakeholders.
I feel like most people have varying degrees of both but usually lean one way or another.
Our corporate controller is an excellent manager. Our VP Ops is a great leader (and also manager). Our CEO is both.
I have more leadership skills than I do managerial skills and have several managerial kpis each year to push me to deeper dive into those areas.
Our company is really into this so we all had to do surveys, coaching, etc.
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Depends on how you define it though.
I have people on my team that are "good" and making sure people finish assigned tasks. Is that good management?
I have others that are good at getting the best out of all the members on their teams. Is that good leadership?
Guess I'm asking your distinction.
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I've been managing full time staff for about 25 years now. I was objectively bad at it in my 20s. It took time for me to learn things and I had to hear feedback I maybe didn't want at the time.
I really love managing my group now. Not just my reports but also their teams. We have very good working relationships and I can directly reach to someone on one of their teams and they know it's for efficiency and not to diminish their role. Likewise my reports can directly contact my boss at any time and that's my preference. That wasn't always the case for me.
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I tend to think that to an extent you either have the instincts or you don't. Most don't.
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Something that can be learned.
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I don't think that socially awkward tech nerds can make good managers.
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I actually made it a point to argue that introverts can be good managers, too. I was worried that my shyness/nervousness about interviewing would make him think I was too timid for the job.
(Now many employees think I'm the best manager there)
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When you look at most people's lists of what makes a "good" leader it's over represented by attributes associated with extroverts. It's my experience (and there is research to support) that once employees reach a certain level of development or seniority extroverts make worse managers for them.
Most offices and "cultures" are designed to amplify this.
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I just think it suited them.
it was built over time because technology didn't really allow anyone to work from home. All of the resources you needed to do your job were at your job.
as technology has evolved the flexibility to work from home has become a more common option. but there was a lingering mindset of having to "go to work" at some place rather than just staying home to do it.
so...is there value in going back to that? Maybe for some. But for others maybe not. As snipes said it's not a one size fits all proposition.