Stop dissing management.
Stop, stop, stop.
Why am I so emphatic about this?
As I see it, leadership is a function. Leadership is something people do.
Likewise, management is a function. Management is also something people do.
The leadership function is about change and movement. Leadership includes establishing direction, aligning people, motivating and inspiring.
The management function is about order and consistency, focusing on things like planning and budgeting; organizing and staffing; problem solving and accountability.*
Both functions – leadership and management – are necessary for success in business.
That’s the first reason I implore you to stop dissing management.
Now, sometimes the same person in the workplace functions as a leader and also as a manager.**
Indeed, some of the best leaders I have known at work – servant-leaders – were great at managing.
That’s the second reason I say, stop dissing management.
The third reason I say stop dissing management is because a good manager is hard to find.
And a good thing to find.***
You’ve had crappy managers. I’ve had crappy managers. They make work . . . how shall I say it . . . crappy. Crappy mangers spread stress, fear and frustration. A crappy manager can ruin your workday, your evening and your weekend. A crappy manager is a curse.
So, if you want to diss a specific crappy manager in your life, don’t let me stop you.
But don’t forget, a great manager is a blessing. If you’ve had great managers like I have, you know what I mean. Please don’t paint specific crappy managers and all great managers with the same brush.
What do you think? Am I being too emphatic in my defense of management as a function?
Let us know.
As always, we appreciate your views.
Joe – email@example.com
And don’t forget to download our latest ebook, Servant Leadership in the Workplace: A Brief Introduction. It’s free!
* See what you think of this one: “Manager or Leader? Or Both?”
** On the work of leaders – and what makes servant-leaders special – check out this one: “What Makes Servant Leadership Special?”
*** For the evidence on this point: “Managers Make or Break Employee Engagement”