3 Crucial Principles to Successful

Leadership and Management

You Must Follow

A good manager will tell you that the union of leadership and management is

absolutely vital for the growth and productivity of the employees of the

company as well as the company itself. While these two go hand in hand,

forming a perfectly symbiotic relationship, they are not the same thing. Even

though leadership and management are complementary and can often be

confused with each other, the difference between them must be kept in mind

to guarantee success.

What’s the difference between Leadership and Management?

To put it very simply, leadership can be defined as the ability to make people

follow you and your rules (i.e. your way), willingly and enthusiastically.

Leadership is all about giving people a new direction and making them follow

the path of that new direction. Even though it is a core value of any

organization, it loses its importance if the people following this leadership lack

motivation to do so.

Management, on the other hand, involves the planning and organization of the

team and the task at hand to achieve set targets and goals. However, it doesn’t

stop at just that. A good manager is also required to lead his team which is the

prime reason why leadership and management are considered to be

corresponding to each other. The responsibilities of a manager as a leader

include –

• Communicating

• Motivating

• Guiding

• Encouraging

These duties, on the part of the manager, help his team to perform well. His

other responsibilities include assisting his team members and coaching them to

carry out the task at hand along with problem solving in case the employees

face any trouble.

3 Key Principles of Management and Leadership

Now that the difference between the two is crystal clear, let us move on to the

top three crucial principles of successful leadership and management. Following

these tips will ensure sustained growth, success and stability in the long run.

1. An effective Management/Leadership is necessary at all Levels of

Management to Guarantee Success

To understand this principle, let’s go back to the concept of “Peter’s Principle”.

Peter’s Principle clearly states that a suitable candidate for any position in a

company is one who excels in his performance in his present role rather than

one who’s most qualified for the proposed role. Translate that into the world of

leadership and management and it implies that the qualities and skills that

guarantee success at the base level of a supervisor need not necessarily be the

same as those attributes that ensure the same at middle and senior level

management. In fact, the attributes will be quite different.

Take for example, executive level management. Success in this area requires

completely different sets of strengths and skills when compared to another

(taking those skills into account which are beyond experience and knowledge).

So to ensure success, it is vital that management and leadership at all levels of a

company is top notch, right from the base to the executive level.

2. Developing as well as Executing Supportive and Directive Practices over

Time is a must for Quality Management/Leadership

Studies show that most managers or leaders lean on any one end of the

spectrum when it comes to choosing between directive leadership and

supportive leadership. Directive leadership involves a rather formal approach in

which orders are given to employees along with guidelines and their work

schedules. Supportive leadership has a friendlier attitude and the

manager/leader concerns himself with the well-being of his subordinates. Most

managers/leaders have a natural tendency, which inclines them towards the

overuse of either one of these practices. But this is hardly conducive for

optimum growth as well as the welfare of the employees who form the core of

the company.

A leader/manager may sometimes face a certain situation while coaching his

employees, which he’s unsure of how to handle effectively. In such a scenario, it

is best to employ a combination of both these practices. This allows for

flexibility and one can change his approach as and when the situation demands

it. For example, if the situation is favorable, supportive practice can be

employed. In case of unfavorable situations, directive leadership will be more

effective.

3. Prioritizing: Ensuring stability is more Important than Growth

At the core of this principle lies a value – succeeding at the task at hand rather

than focusing on the tasks of the future. Stability comes with practice and is a

very integral part of the learning process. In order to achieve stability, the

management/leadership has to ensure the replication of the tried and tested

formula of success and mould and adapt it to various situations. The mastering

of this replication of the success formula not only guarantees stability in the

long run but also paves the path for growth.

It is important to mention here that growth can mean different things for

different organizations. For some growth might refer to expansion, for others it

can be a higher monetary turnover, while for others it might just simply be

getting better at what they do and continuously improving and enhancing their

credibility and viability in the market. Whatever the organization’s definition of

growth may be, true success can only be achieved if both stability and growth

are focused upon in that particular order.

Many research studies and expert opinions back these three pointers as the

golden mantras of effective leadership and Management. A leader/manager

who incorporates these principles in his work ethics not only secures a fledgling

career for himself, but also ensures the welfare of his employees and the

growth of his company.

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