Leadership vs. Management: Understanding the Difference to Unlock Your True Potential

Barbra Carlisle • July 22, 2025

Newsflash - Leading is not Managing!

Why the Distinction Matters

For years, many professionals, myself included, assumed that leadership and management were one and the same. After all, both involve guiding people and achieving goals. But in today’s dynamic and complex business environment, understanding the difference between leadership and management is essential.


At Glee Coaching, we help individuals and organisations harness the power of both disciplines to drive performance, engagement, and long-term success.


What Is Leadership?

Leadership is about vision, influence, and transformation. It’s the ability to inspire others, create a compelling future, and guide people toward shared goals even in the face of uncertainty.


As John C. Maxwell famously said, “Leadership is influence, nothing more, nothing less.”


Leaders focus on:


  • Setting direction rather than controlling outcomes
  • Inspiring trust rather than demanding compliance
  • Fostering innovation rather than maintaining the status quo


Research from Harvard Business Review highlights that the best leaders are those who can move beyond titles and focus on action engaging in behaviours that inspire, align, and mobilise others. These leaders are not just visionaries; they are catalysts for change.


What Is Management?

Management, on the other hand, is about structure, execution, and consistency. It ensures that systems run smoothly, resources are used efficiently, and objectives are met on time and within budget.


Peter Drucker, the father of modern management, once said: “Management is doing things right; leadership is doing the right things.”


Managers excel at:


  • Planning and organising
  • Monitoring performance
  • Solving problems and mitigating risks


Gallup showed that managers are the single biggest factor in employee engagement, accounting for up to 70% of the variance in team engagement levels. This means that effective management isn’t just operational it is foundational to team morale and productivity.


Leadership vs. Management: A Strategic Balance

Rather than viewing leadership and management as opposing forces, I tend to think of them as complementary disciplines. The most effective professionals know when to lead and when to manage.


A helpful rule of thumb I use is that Leaders should be 80% strategic and 20% tactical while Managers should be 80% tactical and 20% strategic.


This balance is echoed in a 15-year study by HBR contributor James R. Bailey, who found that the most successful executives blend both leadership and management behaviours adapting fluidly to the needs of their teams and organisations. Issues that my coaching clients bring tend to be around the perceived need of leaders to sit in the transactional tactical doer space. 


Why You Need Both in Today’s Workplace

In a world of hybrid teams, rapid innovation, and constant change, organisations need people who can:


  • Lead with purpose and authenticity
  • Build high-performing, collaborative teams
  • Manage complexity with confidence and agility


Gallup’s global engagement data shows that when managers are disengaged, team performance suffers dramatically. Conversely, when leaders are purpose-driven and aligned with their values, they inspire greater commitment and resilience across the organisation.


If you're curious about how coaching can support this development, explore our What Is Coaching page.


How Glee Coaching Can Help

At Glee Coaching, we offer tailored leadership and management development programmes that help you:


  • Discover your authentic leadership style
  • Strengthen your management toolkit
  • Navigate the transition from manager to leader (or vice versa)
  • Build confidence, clarity, and capability

Whether you're stepping into your first leadership role or refining your executive presence, we are here to support your journey.


Call to Action

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Leading Change: How to Navigate Transformation with Confidence and Clarity

By Barbra Carlisle • July 22, 2025
There is no getting away from it we need to be agile and lead through change - it is constant!

The secret sauce: Influence

By Barbra Carlisle • July 9, 2025
As a leader you know you have influence, you know that people will listen to you, and in all likelihood do as you suggest. It is how you utilise your influence that will determine what type of leadership impact you have on those around you. Whether you’re trying to shift culture, win support for a new idea, or champion inclusion influence is a key leadership skill. But for many, it’s a tricky balancing act. How do you make change happen without coming across as forceful or aggressive? How do you influence people who don’t think like you, especially when what’s at stake really matters? Here’s where skill, self-awareness, and empathy come together. Influence does not equal Aggression Let’s start by busting a myth: being assertive isn’t the same as being aggressive. Assertive leaders speak up for what matters, clearly and calmly, without bull dozing others. Aggressive leaders push their agenda regardless. The difference? Assertive leaders stay connected to their values and to the relationship. You can be clear and firm about your point and hold space for difference. That’s real influence. Three Skills That Build Influence Curiosity over convincing Don’t assume you have to launch into persuasion. Start by listening. Ask what matters to the other person. Influence flows more easily when people feel heard. Maintaining silence and letting the other person express themselves is a form of influence. Try it some time. Speak from shared values Especially when trying to bring people on board with new or uncomfortable ideas (like improving equity or supporting underrepresented groups), connect your message to values they already care about like fairness, excellence, community. Use stories, not just facts Data matters. But stories stick. A personal story whether that is your own or someone else’s can shift perspectives more than spreadsheets ever will. Influencing People Who Aren’t Like You We all have unconscious preferences for people who think like us. But change rarely happens in echo chambers. When you need to connect with someone whose background, identity, or worldview is different from yours: Start with respect, not assumptions. Avoid jargon or insider language. Focus on what matters to them, not just what matters to you. Be open to mutual influence, you might change too. A Small Shift, A Big Impact Influence isn’t about charisma. It’s about connection. Next time you're tempted to “win them over,” pause. Instead, ask yourself: “How can I help them feel seen, heard, and part of this?” That’s the influence that sticks and the kind that shapes cultures for the better.