In our manager training packages for organizations, our most popular option is a blend of online learning with live cohorts that HR/People teams lead internally. We provide everything needed for internal facilitation, and we also customize the materials for our Enterprise organizations. One of the questions we always ask is, "What do you call the people who will be in the training? Managers? Leaders? Supervisors?" 

Recently, in one call, an HR contact said, "We were actually just having this conversation about what to call our managers, and our CEO asked, 'What's the difference between managers and leaders?'" I loved that question (and their answer is that they decided to change from "managers" to "leaders"). But how would I answer that question? Watch this week's video and keep reading. 

If you're short on time,I like to put it this way: Managers support someone in their job, while leaders support someone in their career.

That sounds great, right? But aside from having it printed and framed, what can someone do to understand what this actually means, and live it in practice? I'll explain.

Managers Keep the Wheels Turning

A manager makes sure deadlines are met, shifts are covered and work gets done. They’re focused on today, ensuring the team knows their priorities and has what they need to be productive.

• Example: A retail manager walks the store floor, notices shelves that aren’t stocked properly, an employee chatting instead of helping a customer, and a messy checkout area. They point out each issue and tell the team what needs to be fixed right away.
• Example: A marketing manager checks in on a campaign launch, reminding the team of the deadline and making sure everything is on track. They follow up with a designer who’s behind and tell them to prioritize this work to meet the deadline. They offer to communicate with other managers, so the designer doesn't get in trouble for pushing other work aside for this launch.

Great managers make things clear, clear the path and keep their teams from getting stuck. But if they only focus on the day-to-day? That’s where problems start. Employees feel like cogs in a machine ("womp womp"), rather than human beings and professionals who add value.

Leaders Help People Grow - and Get More Done

A leader looks beyond the immediate tasks and helps people build their careers. Instead of just focusing on what needs to get done this week (or this day/shirt), they consider where their team could be, and wants to be, next year and beyond - and help them get there. By developing their people, they don’t just check off tasks; they build up their team to accomplish more than seemed possible.

• Example: A retail leader doesn’t just walk the floor and point out problems - they ask their team to step into the customer’s shoes. “Walk around the store like a customer would. What do you notice? What’s working, and what could we improve?” Instead of just correcting mistakes, they guide their team to use their experience and ideas to develop their own critical thinking and problem-solving skills.
• Example: A marketing leader doesn’t just make sure the campaign gets launched - they bring a junior team member into a strategy meeting so they can start seeing how these conversations actually happen. Then, they work with the team member to present a small part of the plan to senior leadership, as a step toward building their confidence and getting them ready for bigger opportunities.

A leader doesn’t just assign work; they provide opportunities for growth. Instead of just asking, "What's on your plate," they add, "...and what would you like to have moved off and moved onto your plate?"

It's Possible to Manage and Lead

Here’s another way I like to put it:

"A manager tells you what to do. A leader tells you what needs to be done."

You have to be able to do both. Some days, you’re up against a deadline or under pressure, and your focus has to be on making sure the work gets done - no question. But even in those moments, there’s an opportunity to lead. A strong manager ensures the work gets done well, while a strong leader helps their team to think bigger and accomplish more than they thought possible. The best results happen when you do both - setting clear expectations while also helping your team grow, even in the busiest moments.

• Example: During a busy season, a manager makes sure performance reviews are completed on time - because that’s what's required. But a strong leader doesn’t just check the box and move on. As they complete reviews, they take a moment to ask three key questions about each team member:
  • What’s the next step in their career, and how can I help them get there?
  • What’s one thing I can do to better support their growth?
  • What opportunities can I give them this year to help them stretch and develop?

Even when time is tight, a leader uses performance reviews as a chance to reflect and invest in their team’s future - not just evaluate their past.

So, if you’re a manager, think beyond the checklist. And if you’re a leader, don’t forget that the day-to-day still matters. Because at the end of the day, the best teams have both.

Want to stay updated with practical management tips? Sign up for our Manager Method Minute emails and get an extra tip each week - just for subscribing. Subscribe here.