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8 NEWS WEDNESDAY OCTOBER 26 2011 WORKPLACE The difference between a manager and a leader LIZA VAN WYK S TANDARD Bank’s Chris Mukoki has been crowned the 2011 Boss of the Year. Is he a leader or a manager? In his acceptance speech, Mukoki in- dicated he was a leader. He gave an example of the head: the eyes to see, ears to listen, mouth to speak and brain to think about business imperatives. Mukoki is correct. In today’s marketplace, buffeted by economic uncertainty, lack of consumer con- fidence, weakened demand and workforce anxiety, effective leader- ship is more critical than ever. Recent research has shown that, in these turbulent times, what makes the difference is the agility of a company’s leaders – at all lev- els of the organisation. There are those who say a man- ager focusing primarily on the en- terprise’s revenues tends to be a master at organising a workforce in meeting or exceeding annual profit projections. Typically, great managers have staked their reputations, if not their careers, on maintaining bottom-line results. Others say good leaders sac- rifice micromanagement of the bot- tom line in favour of a macroscopic understanding of the enterprise and its strategic direction. Distinguishing between leader- ship and management has always been difficult. Although the skills required overlap to some extent, there are also distinctions. There are fundamental differences in their philosophical approaches. Top American management guru Robert B Kowalski provides the following differences between leadership and management: lead- ers motivate, create enthusiasm, inspire loyalty, inspire productivity, set a course, initiate change and build consensus. Managers organ- ise, delegate, implement, interview and supervise. Therefore leadership develop- ment is not just about developing leaders – it is about creating a cul- ture of performance. Great leaders attract, hire and inspire great people. A mediocre manager will never attract or re- tain high-performing employees. Leadership development creates a magnet for high performers and fosters a high-performance organi- sation. This is why the organisa- tions that are built to last have strong histories of leadership de- velopment. Research shows that organisa- tions that invest in human capital development (including leadership development) see a significant re- turn in the form of stock prices. To effectively manage and lead in times of crisis and complexity, company leaders need multiple types of development, including fi- nancial management, strategy, communication and leadership de- velopment. A true leader is always learning and developing skills. He seeks out new information through formal and informal settings. He does not discourage constructive feedback and disagreement. Therefore, adapting your leader- ship style and changing it to face or- ganisational challenges is part of being a successful leader. Management and leadership both share the common element of attaining goals. If the goal becomes the team’s destination, then the method – man- agement versus leadership – is the journey, and there are many roads available to the successful profes- sional. The strategies and practices that ensure success are limitless as workplace technology continues to evolve faster than at any other time in our history. Congratulations to Standard Bank for grooming leaders such as Mukoki. What sets one manager apart from another is whether he or she chooses to lead, manage or com- bine the best elements of both dis- ciplines most needed for optimum results. Liza van Wyk is chief executive of skills and development compa- nies AstroTech and BizTech. www.astrotech.co.za/www.biztech. co.za Boss of the Year winner an example of the agility businesses need BOSS OF THE YEAR: Chris Mukoki is an example of good leadership, not just effective management. Handing him the award is Eulice Maluleke, chief executive of the MTN SA Foundation. LOWVELD HIGH SCHOOL NELSPRUIT MPUMALANGA HAS THE FOLLOWING MPUMALANGA DEPARTMENT OF EDUCATION VACANCY (AVAILABLE 1ST JANUARY 2012) A Mathematics / Maths Literacy Educator who meets the following criteria: •Possesses the necessary academic qualifications (mathematics to at least 2nd year level) •Able to teach in the F.E.T. band (grade 10, 11 and 12) •Possesses the necessary professional qualifications to be registered as an educator by S.A.C.E. •Has a valid S.A.C.E. certificate. •Computer literate - preferably with interactive white board experience. A letter of application, with a comprehensive CV and the names and contact details of at least two referees should be sent to: THE PRINCIPAL LOWVELD HIGH SCHOOL PO BOX 8844 SONPARK 1206 Tel: (013)741 1041 Fax: (013)741 1537 EMail: [email protected] Closing date for applications: 07 November 2011 Please note that if you have not heard from a representative of Lowveld High School by end December 2011 your application can be deemed to be unsuccessful. OM/03/13190997 Clientèle Limited is a diversified financial services group and one of South Africa’s leading direct distributors of financial service products. Over the past 18 years we have successfully offered convenient and easy to understand products through various direct marketing and sales distribution channels. Based in Sandton, you will be required to: - Maximize sales opportunities and grow our client base - Maintain a high level of customer satisfaction - Work additional hours and weekends when required In addition to this, you must meet the following requirements: - Possess a valid matric certificate - Have 1 to 2 years telesales call centre experience - Be computer literate - Have excellent communication skills - Able to work under pressure and meet targets Dynamic Telesales Consultants Required If you have what it takes and meet all of the above criteria, send your CV to [email protected]. Should you not receive a response within 2 weeks, consider your application as unsuccessful. ‘An Authorised Financial Services Provider’ Human Communications 81558 www.humanjobs.co.za BECOME PART OF THE GREEN ECONOMY CAREER DEVELOPMENT OPPORTUNITY FOR POSTGRADUATE STUDENTS The National Cleaner Production Centre of SA (NCPC-SA) is the dti’s key industrial sustainability programme tasked with contributing to a competitive green economy and strengthening market access for SA industry. This is done by transferring resource efficiency and cleaner production (RECP) technologies and services to industry, aimed at achieving measurable economic, environmental and social benefits. The NCPC-SA’s Sustainable Intrapreneurship Programme offers postgraduate students in the fields of clothing, textiles, environmental science and engineering the opportunity to become part of this initiative and programme and gain valuable in-plant experience by assisting companies in addressing competitive challenges, production weaknesses and skills gaps. Requirements Candidates with a postgraduate qualification are invited to submit applications for the Sustainable Intrapreneurship Programme. The minimum requirement is a Bachelor’s degree or equivalent qualification in Clothing and Textiles or Environmental Science or Engineering (Chemistry, Chemical, Industrial or related fields). The Programme will commence by mid-November 2011, and successful candidates will be contracted for a 3-month period in Gauteng, KwaZulu-Natal or Western Cape. The Sustainable Intrapreneurship Programme could lead to potential employment opportunities. Only applications with full particulars on the following (included in your CV) will be considered: Qualifcations Skills and competencies Knowledge and experience Additional courses and training completed. Please note that feedback will only be given to short-listed candidates. The NCPC-SA reserves the right not to appoint if suitable candidates are not identified. All submissions must be submitted by 4 November 2011 by 12:00. Applications received after the closing date will not be considered. Interested candidates can send an application via e-mail to: [email protected] Queries may be directed to Pearl Thusi on tel. (021) 658-3985. Old Mutual is a leading Financial Services organisation built on a proud heritage, the quality of its people and their passion for making a difference to customers and the future of South Africa. With a truly diverse and representative employee base, we speak the language of the nation. If you want to be trained to market Old Mutual ¿nancial products while giving ¿nancial advice to a niche group of people in Gauteng, then we would like to hear from you. We are offering suitable candidates a 12-month training programme, starting in February 2012, including: ¿nancial planning theory Old Mutual product knowledge prospecting and client retention managing yourself and your time professional selling skills a support system of coaching and mentoring. Successful candidates will be placed on a ¿xed-term contract and paid a nominal monthly allowance of R2 500 while being trained. If you apply yourself and follow the programme diligently, you can look forward to attractive future commission earnings and a career that will give you personal satisfaction and respect. To enter the programme, you need to: have a tertiary qualifcation with a minimum of one years work experience be Àuent in English live in Gauteng have a Àair for fgures have a desire to persuade and interact with people be willing to persevere and to prospect for own clients have a valid drivers (or learners) licence. To apply, SMS OLDMUTUAL to 33808 by no later than 2 November 2011. SMSs are charged at R1.50/sms and may require up to 9 SMSs. Develop a career path as a Financial Adviser 103416 www.ayandambanga.co.za

The difference between a manager and a leader

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http://www.astrotech.co.za/training/mngseminars/default.asp As the title suggests, this article strives to highlight the difference between an effective manager and a good leader. It was inspired by Chris Mukoki’s acceptance speech at the 2011 Boss of the Year awards ceremony. In the article, a great manager is described as a person who can organise the workforce to meet or even exceed expected results. On the contrary, however, a leader is described as the overseeing individual who focuses on the macroscopic strategy of the company. Therefore, the leader motivates and inspires subordinates (creating intrinsic enthusiasm) instead of organising and delegating them to achieve results. The article also highlights the importance of undergoing management training for future leaders.

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Page 1: The difference between a manager and a leader

8 NEWS WEDNESDAY OCTOBER 26 2011 WORKPLACE

The difference between a manager and a leader

LIZA VAN WYK

STANDARD Bank’s ChrisMukoki has been crowned the2011 Boss of the Year.

Is he a leader or a manager? Inhis acceptance speech, Mukoki in-dicated he was a leader.

He gave an example of the head:the eyes to see, ears to listen, mouthto speak and brain to think aboutbusiness imperatives.

Mukoki is correct. In today’smarketplace, buffeted by economicuncertainty, lack of consumer con-fidence, weakened demand andworkforce anxiety, effective leader-ship is more critical than ever.

Recent research has shown that,in these turbulent times, whatmakes the difference is the agilityof a company’s leaders – at all lev-els of the organisation.

There are those who say a man-ager focusing primarily on the en-terprise’s revenues tends to be a

master at organising a workforce inmeeting or exceeding annual profitprojections.

Typically, great managers havestaked their reputations, if not theircareers, on maintaining bottom-lineresults. Others say good leaders sac-rifice micromanagement of the bot-tom line in favour of a macroscopicunderstanding of the enterpriseand its strategic direction.

Distinguishing between leader-ship and management has always

been difficult. Although the skillsrequired overlap to some extent,there are also distinctions. Thereare fundamental differences intheir philosophical approaches.

Top American managementguru Robert B Kowalski providesthe following differences betweenleadership and management: lead-ers motivate, create enthusiasm,inspire loyalty, inspire productivity,set a course, initiate change andbuild consensus. Managers organ-

ise, delegate, implement, interviewand supervise.

Therefore leadership develop-ment is not just about developingleaders – it is about creating a cul-ture of performance.

Great leaders attract, hire andinspire great people. A mediocremanager will never attract or re-tain high-performing employees.

Leadership development createsa magnet for high performers andfosters a high-performance organi-sation. This is why the organisa-tions that are built to last havestrong histories of leadership de-velopment.

Research shows that organisa-tions that invest in human capitaldevelopment (including leadershipdevelopment) see a significant re-turn in the form of stock prices.

To effectively manage and leadin times of crisis and complexity,company leaders need multipletypes of development, including fi-nancial management, strategy,communication and leadership de-velopment.

A true leader is always learningand developing skills. He seeks outnew information through formaland informal settings. He does not

discourage constructive feedbackand disagreement.

Therefore, adapting your leader-ship style and changing it to face or-ganisational challenges is part ofbeing a successful leader.

Management and leadershipboth share the common element ofattaining goals.

If the goal becomes the team’sdestination, then the method – man-agement versus leadership – is thejourney, and there are many roadsavailable to the successful profes-sional.

The strategies and practices thatensure success are limitless asworkplace technology continues toevolve faster than at any other timein our history.

Congratulations to StandardBank for grooming leaders such asMukoki. What sets one managerapart from another is whether he orshe chooses to lead, manage or com-bine the best elements of both dis-ciplines most needed for optimumresults. ● Liza van Wyk is chief executiveof skills and development compa-nies AstroTech and BizTech.www.astrotech.co.za/www.biztech.co.za

Boss of the Year winneran example of theagility businesses need

BOSS OF THEYEAR: ChrisMukoki is anexample of goodleadership, notjust effectivemanagement.Handing him theaward is EuliceMaluleke, chiefexecutive of theMTN SAFoundation.

LOWVELD HIGH SCHOOLNELSPRUIT MPUMALANGA

HAS THE FOLLOWING MPUMALANGADEPARTMENT OF EDUCATION

VACANCY(AVAILABLE 1ST JANUARY 2012)

A Mathematics / MathsLiteracy Educator

who meets the following criteria:

•Possesses the necessary academic qualifications (mathematics to at least 2nd year level)•Able to teach in the F.E.T. band (grade 10, 11 and 12)•Possesses the necessary professional qualifications to be registered as an educator by S.A.C.E.•Has a valid S.A.C.E. certificate.•Computer literate - preferably with interactive white board experience.

A letter of application, with a comprehensive CVand the names and contact details of at least two

referees should be sent to:THE PRINCIPAL

LOWVELD HIGH SCHOOLPO BOX 8844

SONPARK1206

Tel: (013)741 1041Fax: (013)741 1537

EMail: [email protected] date for applications:

07 November 2011Please note that if you have not heard froma representative of Lowveld High Schoolby end December 2011 your application

can be deemed to be unsuccessful.

OM/03/13190997

Clientèle Limited is a diversified financial services groupand one of South Africa’s leading direct distributors offinancial service products. Over the past 18 years we havesuccessfully offered convenient and easy to understandproducts through various direct marketing and salesdistribution channels.

Based in Sandton, you will be required to:

- Maximize sales opportunities and grow our client base- Maintain a high level of customer satisfaction- Work additional hours and weekends when required

In addition to this, you must meet the following

requirements:

- Possess a valid matric certificate- Have 1 to 2 years telesales call centre experience- Be computer literate- Have excellent communication skills- Able to work under pressure and meet targets

Dynamic Telesales Consultants Required

If you have what it takes and meet all of theabove criteria, send your CV [email protected]. Should you notreceive a response within 2 weeks, consideryour application as unsuccessful.

‘An Authorised Financial Services Provider’

Human Communications 81558www.humanjobs.co.za

BECOME PART OF THE GREEN ECONOMY CAREER DEVELOPMENT OPPORTUNITY FOR POSTGRADUATE STUDENTSThe National Cleaner Production Centre of SA (NCPC-SA) is the dti’s key industrial sustainability programme tasked with contributing to a competitive green economy and strengthening market access for SA industry. This is done by transferring resource efficiency and cleaner production (RECP) technologies and services to industry, aimed at achieving measurable economic, environmental and social benefits.

The NCPC-SA’s Sustainable Intrapreneurship Programme offers postgraduate students in the fields of clothing, textiles, environmental science and engineering the opportunity to become part of this initiative and programme and gain valuable in-plant experience by assisting companies in addressing competitive challenges, production weaknesses and skills gaps.

Requirements

Candidates with a postgraduate qualification are invited to submit applications for the Sustainable Intrapreneurship Programme. The minimum requirement is a Bachelor’s degree or equivalent qualification in Clothing and Textiles or Environmental Science or Engineering (Chemistry, Chemical, Industrial or related fields). The Programme will commence by mid-November 2011, and successful candidates will be contracted for a 3-month period in Gauteng, KwaZulu-Natal or Western Cape. The Sustainable Intrapreneurship Programme could lead to potential employment opportunities.

Only applications with full particulars on the following (included in your CV) will be considered:������������ ������������ �������� ������� ��������� ��������� ����������� ����������� ������ � �����������

Please note that feedback will only be given to short-listed candidates. The NCPC-SA reserves the right not to appoint if suitable candidates are not identified.

All submissions must be submitted by 4 November 2011 by 12:00. Applications received after the closing date will not be considered.

Interested candidates can send an application via e-mail to: [email protected]

Queries may be directed to Pearl Thusi on tel. (021) 658-3985.

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