Distinguish Leaders And Managers Correctly

　 First, leaders focus on the future, that is, vertical development. Managers focus on the current, that is, horizontal development.

　　 leader Responsible for a comprehensive and comprehensive future planning. Therefore, leaders pay more attention to vertical development and put hope in the future. Managers are the strategic deployment of implementing leaders, implementing management according to step by point. In the implementation of management, the mission of managers is to make every effort and every effort to create performance and create benefits, so as to create maximum profits. For example, a multinational company leader (leader) is responsible for the trade of electronic products in various Asian countries, and a CEO (Manager) is responsible for the management of China's electronic products branch. The task of the manager is to do well in the Chinese market and maximize profits and profits for the company in the Chinese market. Therefore, the task of a manager and a leader decides that one should only pay attention to horizontal development, while one can only focus on vertical development. Good leaders are constantly looking ahead and pushing forward the development of enterprises with their own professional vision. Managers should make every effort to extend the point at every point of stay and maximize profits so as to fulfill their tasks and missions.

　 Two, leaders and managers have different points of view in dealing with problems.

Because leaders are responsible for overall development, they need to balance everything from the overall situation, while managers are responsible for local management. For example, a leader is mainly responsible for product development, cost accounting, through general market forecasts for overall price positioning and determining the overall sales target; Controller Responsible for the local market survey, sales and according to the level of local consumption level of product positioning two times. It can be said that leaders are abstract and pragmatic; managers are concrete and pragmatic. Therefore, leaders must be cautious in dealing with every problem. They must weigh the pros and cons from the overall interests and long-term interests. Relatively speaking, managers do not have too much trouble to worry about. Sometimes they only need to carry out according to the management system.

　 Three, leaders pursue reform and innovation; managers focus on maintaining the status quo.

Because leaders aim at developing the whole, managers are responsible for doing well in local areas, thus leading leaders and managers to focus on their daily economic activities. Managers generally focus on maintaining the current order, making use of established systems and regulations to manage their own scope according to the wishes of the management authorities. As long as there are no problems or errors, it is a good manager to complete the tasks assigned by the organization successfully. Of course, we can only emphasize that excellent managers will not just be satisfied with their current state. In the process of implementing management, he will constantly reflect on himself, review himself, constantly improve various management systems, and constantly try his best to improve the initiative and enthusiasm of labourers, so as to seek higher development and create more profits. Leaders mostly focus on the future of enterprises and aim at reform and innovation.

Therefore, managers are generally considered to be existing. system The patron saint, who always guides people in the direction of the trend, becomes the spiritual leader of the people.

Four, leaders and managers require different levels of professional quality and overall quality level.

Because leaders are mainly observing and capturing opportunities according to their own professional vision, they determine the direction for the development of enterprises and create better development space for enterprises. Therefore, leaders' job requirements are more focused on the ability of leaders to understand the market, the ability of forecasting and analysis and the ability to plan the overall situation. Managers only use their own management methods to maintain current order or seek greater development to basically fulfill their tasks, so managers' positions require more emphasis on their analytical ability, summarizing ability and ability to solve practical problems. From the level of staff, ministers, managers, and board of directors, you can see that you have only worked as a minister before you can be a manager at the general level. Only when you have passed a good manager can you be qualified as chairman. In addition to emphasizing the importance of experience, it also shows that the overall quality of the leader is higher than that of the manager. Of course, we can only say that it is from the overall quality, not that a leader is better than a manager. In short, leaders talk about abilities and plans; managers talk about experience and enforce them.

　　 Five, leaders and managers use different power bases.

Chinese scholars generally define power as the ability of a person to influence and change others' psychology and behavior. Then the power is divided into three parts: position, expertise and personality. The right of position is enforced by law or system, so it is mandatory. Expertise comes from personal knowledge and talent, personality right comes from personal quality and psychological quality, and expertise and personality are not mandatory. Their influence is entirely due to their active internal recognition of the subject under management or leadership. Leaders and managers have these three kinds of power, but they have different probability of using three kinds of power. Leaders generally rely on the exclusive right of personality to really conquer their subordinates from the heart, so that their subordinates can accept their own ideas or ideas, and actively act according to their own plans to complete the task. This effect is much better than using the right of position alone, because initiative is more effective than passive, positive and passive tasks. Of course, we can not say that leaders do not need the right of position, a new leader, he has only the right of position, he also relies on the right to let his subordinates to carry out the work. A good leader will constantly improve his professional level and overall quality in his daily work, and try to blend in with his staff as much as possible so as to enhance and consolidate his expertise and personality. Therefore, leaders only need the right of position to let their subordinates recognize and accept their own identity as a precondition, while in daily implementation, they often rely on expertise and personality. The manager is different. Because he emphasizes the maintenance of the existing order and the order is carried out by the system, he uses the right of position more directly in the process of management, which is both quick and convenient. Of course, now more and more managers have reached a consensus: if we take advantage of the right of position, if we add the influence of expertise and personality right, we can achieve twice the result with half the effort.

It can be said that leadership is flexible and management is rigid, so many leaders feel friendly and approachable, while most managers give people the impression that they are serious and not angry.