Management versus leadership, what’s the difference? Is there a difference? Well, there has always been a difference, but people have not always known how to communicate the difference between the two, which is why in many instances, the terms are expressed in an indistinguishable fashion. However, a leader’s role and a manager’s role within any organizational setting is not interchangeable. This is not to say that an individual cannot possess the attributes of both, but do realize that their functions and outlooks pertaining to the existing paradigm/status quo (policies, practices, norms, standards, and rules) are very different.

In a nutshell, leaders can be seen as revolutionaries, change agents, and paradigm shifters. Their role is to get people with similar views and ideas together, in a inspirational and collaborative way in order to accomplish a given task or goal. Of most importance however, is that leaders often operate outside or in-opposition to, the parameters set by the existing paradigm/status quo in order to achieve their goals. This sometimes rebellious nature often brings about new and innovative ideas and ways of doing things that shifts or changes the existing paradigm/status quo.

Managers on the other hand, are also tasked with accomplishing goals, but they often confine themselves within the parameters of the existing paradigm/status quo. Managers often utilize people as well to achieve outcomes, but more often in a less inspirational and collaborative way. Therefore, it can be said that while managers are required to meet incremental outcomes, they are still dutiful gatekeepers of the existing paradigm/status quo. In contrast, leaders often identify and challenge the non-productiveness and inefficiency of the existing paradigm/status quo, creating a seemingly oppositional and chaotic environment that can yield innovative and wondrous outcomes that probably would not have been achieved within the existing paradigm/status quo that had been in place prior to the challenge.

Dr. Mario Barrett, Ph.D.
http://www.articlesbase.com/leadership-articles/management-vs-leadership-673255.html

We are all leaders; in our families, churches, temples, lodges, clubs, businesses and fraternal organizations.

Have you ever heard of a Cult Manager? Yet where have we ever seen more loyalty, commitment and blind obedience? No such thing as a Religious Manager. There’s a huge difference between management and leadership. “Semantics”, you say. When I went to Hotel School I was taught how to be a Hotel Manager. I found that I had to become a Leader in order to gain the loyalty and commitment of my staff.

When I first arrived to work as a manager in a hotel in Rhodesia, now Zimbabwe, the staff did the usual hotel staff things to test me. The cashier would mix up the cash register, and see if I could sort out the problem. The night chefs would stay home, and see if I could handle the kitchen at night and prepare the breakfast. I had to prove myself.

How does a manager cope with that, as opposed to a leader? I was called in to a meeting of my management peers and they told me to fire a certain Functions Manager. He was a rebel and no good, they said. Lazy. Obstinate. Get rid of him! His name was Oral, I’ll never forget. I watched him at work. His staff of waiters would set up the conferences and do all the work perfectly while he sat outside, smoking. I called Oral into my office and fired him. Then I said, “Oral, I’ve done what everyone here wanted me to do. I fired you. Now, I’m rehiring you on my terms. Here are my terms: You can sit outside and smoke all day. You never have to enter the hotel. As long as the job gets done to my satisfaction, I’m happy. If not, we will talk. How’s that?” Oral beamed. He thanked me profusely. He was happy. He did a great job. I was happy. And one day he saved me from being badly beaten up. Oral, you see, was a natural leader. He understood leadership. Suffice is to say that after a while I had a loyal following instead of an obedient staff.

A leader understands that she is leading personalities with value systems, goals, fears, hopes and dreams. She knows that she can get people to work 24/7/365 when she pushes the right buttons. I once worked for a hotel owner for nine months with one day off in all that time. He was a true leader. Arthur Honey. He was Roger Bannister’s second when Roger Bannister broke the 3 minute mile. He could inspire, motivate and encourage people. He never ran, raised his voice or panicked.

When I was 17 I was drafted into the army. I saw what leadership was and I saw what psychopaths did. The psychopathic, racist South African army officers got people to do things by force. They achieved very little. The true leaders in the army got a lot more done, without fear, manipulation or force. They got soldiers volunteering for things. When your people are motivated and have a vision and a goal, they will achieve their goals and your goals together. Without pay, if necessary. Financial rewards and incentives are not the most powerful there are.

Here are some questions we should be asking the people we intend to lead:

1. What is your greatest fear and your greatest dream? Why is that your fear? Why is that your dream?

2. If you had a million dollars and lots of time and energy, what would you be doing right now?

3. What feelings do you want to experience, and what feelings do you want to avoid in your life?

4. What’s the best book/movie you ever read/saw?

5. What are you most proud of about yourself? What is you greatest skill? What do you do best?

6. What are you weakest at?

7. If you could have any job, what would it be, and why?

8. What is your greatest worry?

9. How do you feel about…?

10. What would you change about this business/organization?

Ask open ended questions; draw them out. “Tell me more? What do you mean by that, exactly? Why do you say that? And? Yes?”

The true leader knows that she has to know a lot about the people she wants to lead. She has to empathize and care. Show them how to measure their progress. She has to be sure that she treats them fairly and that there is a consistency about the way she leads. Regularity, honesty and consistency is important. And there must be clear guidelines, consequences and reasons for what happens. Everyone must understand why they are to do what they do, what the outcome is supposed to be, the consequences for failing to do the right thing and the BIG PICTURE. The vision, the overall strategy, should be understood by everyone concerned.

Most of all, each team member should know that, by reaching the company or organization’s goals, they will reach their personal goals as well. They should have a vested interest in the success of the venture. This is vitally important.

Mortimer Adler was quoted in Time Magazine in 1974 as saying, “In Aristotelian terms, the good leader must have ethos, pathos and logos. The ethos is his moral character, the source of his ability to persuade. The pathos is his ability to touch feelings, to move people emotionally. The logos is his ability to give reasons for an action, to move people intellectually.”

I hired my last secretary in a restaurant. She and her husband asked me for a Job Description. This was my answer: “Francesca, this is your job description. Whatever it takes, 24/7, total commitment and loyalty and total honesty. Whatever it takes. I will be as committed to you, as you are to me. Take it or leave it. What salary do you want?” She wanted $2,000 per month. I knew that she would settle for $1,800. So I offered her $2,500. I got a fantastic secretary and a very supportive husband. She left when I emigrated.

Very few managers know how to lead. It’s never too late to change. Leaders are firm, flexible, value-driven and honest. They have Magnificent Obsessions, driving goals and clear action plans. Their followers feel loved, secure, cared for and lucky. Together, we can do amazing things.

Find out more about Joint Ventures and how to find great Joint Ventures Partners at www.jvwisdom.com.

Robin J. Elliott
http://www.articlesbase.com/management-articles/from-management-to-leadership-319700.html

This video gives an overview about the program, the sponsors, the speakers and professors, the executives & managers selected as participants.

The program took place in Madinah & Jeddah and was delivered to 62 executives and managers from all over the world.

For more details visit:
http://www.mile-madinah.com

Duration : 0:6:59

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Management is the organization and coordination of the activities of an enterprise in accordance with certain policies and in achievement of clearly defined objectives

Speaker: Don Hutson

- LEADERSHIP SKILLS FOR MANAGING DIFFERENT PEOPLE DIFFERENTLY

- COACHING YOUR TEAM FOR EXTRAORDINARY RESULTS

- MOTIVATING YOUR TEAM TO PERFORM AT FULL POTENTIAL

- TEAM BUILDING SKILLS FOR CLARIFYING THEIR GOALS AND YOURS

- HOW TO GAIN EVEN GREATER COOPERATION IN ANY SITUATION

- AND MUCH MORE…

Leadership training is critical to the success of any organization. Executives, managers, and business owners are constantly creating a culture in their organizations through the leadership skills and style they demonstrate. leadership training should be a regular part of any company’s training regimen, because managing and leading people is an art. It takes a specific set of skills to do it well, in order to gain cooperation and create a breakthrough, high-performance team. In this dynamic, content-loaded session, you’ll discover specific leadership training strategies and techniques for being an extraordinary leader. You’ll learn how to motivate and positively connect with your team, how to use a coach for outstanding results, the secrets of exceptional managers, managing different people differently, helping your people clarify their goals, and more. With a detailed fourteen page note guide included, this is a high-content leadership training program that will benefit everyone from the entry level manager to the chief executive officer.

Don Hutson’s careers in motivational speaking, sales and leadership training have brought him many honors. He successfully worked his way through the University of Memphis, graduating with a degree in Sales. After becoming the #1 salesperson in a national training organization, he established his own leadership training firm, and shortly thereafter was in demand as a professional speaker and leadership training expert. Since then, Don Hutson has addressed over two-thirds of the Fortune 500 companies and makes some 85 speaking appearances each year. Don was elected by his peers to the presidency of the National Speakers Association, and he has received its “Cavett Award” as member of the year. He is also been inducted into NSA’s Speakers Hall of Fame. In this high-content video program Don Hutson delivers practical leadership training in an entertaining manner.

Duration : 1:21:14

Technorati Tags: Don Hutson, leadership training, Management training, motivation, motivational seminar, motivational speaker, motivational video, personal development, professional development, sales training, seminarsondemand, seminarsondvd, training video

Located in the Middle East region, Jordan borders Iraq, Syria, Saudi Arabia, Israel and Palestine. The population of this country should be approximately 6.5 million people by 2010. Agriculture is one of this country’s main sources of income and is especially promoted in the Jordan Valley. Over the past few decades, the problems which confront this country have included unemployment, low income levels and littering of wastes from all sectors. These problems are particularly rife in Palestine refugee camps in Jordan such as Weidhard and Zarqa camps where many women do not have access to jobs.  These refugee camps are one of the ten refugee camps in Jordan which accommodate some 326,000 refugees, making about 18 per cent of the 1,840,000 refugees registered with the office of UN Relief Works Agency (UNRWA) for Palestine Refugees in the Near East, located in Jordan.  If the refugees living in the three unofficial camps and in camps’ environs were to be added to that number, it can be said that about 65 per cent of the Palestine refugees in Jordan live under similar socio-economic conditions.

In the light of the socio-economic problems in all the Palestinian camps, , it would be greatly recommended international agencies such as UNRWA, relevant UN bodies, the Arab League, NGOs and government of Jordan implement a project in Weidhard Refugee Camp and other similar refugee camps in Jordan. The main problems of Weidhard Refugee Camps include: deterioration of buildings and constructed areas; littering and stockpiles of waste; inconsistencies in the removal of waste; high levels of unemployment, particularly among women; high costs of fertilizer to use in farming; and

lack of the impact of the workings of environmental clubs.

Such a project could empower women, the youth and leaders in Weidhard Refugee Camp to engage in income-generating activities by collecting, recycling and selling some forms of waste for further use. This project will also help resolve the environmental problem of waste management, which has devastating impacts of pollution and climate change through the emission of greenhouse gases and other hazardous gases (from waste), negatively affects the health and living conditions of some sectors of the populace, the physical environment and land use. Women in these camps come into contact with many forms of waste such as household wastes, which are a result of their household activities. By enabling women to collect waste and further reprocess it into compost which will be sold to farmers, women leaders will ensure environmental protection while supplying reasonably priced fertilizer in the agricultural sector. The advantages of composting include improving soil fertility and healthy root development in plants. Composting also improves the health, living conditions and physical environment of the surrounding populace, leads to job creation, income generation, social upliftment, as well as a recognition and publicity outside of the community. In effect, environmental mechanisms could be used to attain developmental goals in this camp.

Depending on the success of its implementation, such a project could be replicated in other parts of Jordan in latter phases. This project could therefore contribute to Jordan’s attainment of sustainable development goals, in conformity with the UN Millennium Development Goal (MDG) 7, which exhorts countries to implement environmentally sustainable policies and programmes; UN MDG 3 which requires that countries need to promote women equality in their programmes and UN  MDG 1 which requires countries to eradicate extreme poverty and hunger. Such a problem could also enable the integration of women and refugee issues into environmental issues, an approach which could make the attainment of Jordan’s development objectives easier, rather than treat these issues in isolation.

Such a project would also involve the implementation of a series of measures by the respective stakeholders who collaborate to enforce it. These measures include the following: liaise with the municipalities to clearly define the respective roles of each stakeholder in the process of project enforcement; identify a level, well-drained area where composting will take place;  identify and hire workers and women leaders to implement the project and conduct follow-up; identify the different kinds of waste which are produced in the refugee communities, and put them in different categories; purchase plastic bags, gloves, dust bins, boots, boxes and other relevant equipment for women leaders and workers; design two training courses for women leaders, farmers and a number of officials in these towns, on the types of organic waste which should be used for composting. These include tea bags, banana peels and many forms of kitchen waste, manure from birds, corn cobs, hair, peanut shells and paper.

Further measures are to: enhance the skills of affected parties in the process of composting and the sort of wastes which should be avoided; train these workers on the environmental impacts of mismanagement of hazardous waste, as well as the economic and environmental benefits of sustainable waste management practices; conduct a series of environmental awareness campaigns on preventing the disposal of garbage on streets, littering and also, the incentives which could be granted to best practicing areas; draft and finalise a Guidance Manual and Waste Management Charter; and conduct a survey of the number of existing houses, shops, commercial and industrial areas as well as farms in these towns; Remove accumulated wastes from streets.

Other measures include the following: identify particular areas in these towns from where women leaders will collect garbage from shops and houses and where waste disposal bins will be established; distribute a questionnaire to find out some salient features of waste management in the four towns such as the constraints in waste management; organise group discussions to obtain more views from the community about waste management, with practical suggestions on how this can be improved; distribute plastic bags to houses and shops;  establish an organized and regular system of garbage collection from these sites and disposal to a particular dumping area in the four towns through discussions with local authorities; and arrange with local authorities to provide vehicles for transporting garbage; separate organic waste from inorganic waste, and put together the organic waste for composting in a box, with garden soil at the base, with the relevant temperature and amount of heat supplied; monitor the process of the composting; put the fertilizer in separate paper bags for sale to farmers; clean up the inorganic waste (example, plastic bottles) and recycle for re-sale and re-use; co-operate with local authorities and treat the remaining waste in a landfill, with due regard to sound ecological principles.

The outcomes and expected advantages of such a project are many. These include a rise

in certain positive trends such as trained leaders to raise the level of environmental awareness amongst individuals throughout the communities; derivation of more income and greater levels of job opportunities for women through promoting the recycling of waste for sale as compost; improved partnerships between the community, private sector and municipal authorities for the improvement of environmental concerns; formulation and implementation of Guidelines and a Charter on Waste Management which consists of environmentally rational principles in waste management; strengthened partnerships between the community and the Ministry of Environment, for enforcing laws and policies on waste management, while paying attention to the principles of the Waste Management Charter and Jordan’s Waste Management Policy; availability of reasonably priced fertilizer for purchase and use by farmers in the refugee towns and the Jordan Valley, as well as an established system of recycling waste for re-use.

In view of these, such a project could enable the global community and Jordan could to to resolve pressing problems such as poverty and lack of employment.  

Yvonne Nana Afua Idun
http://www.articlesbase.com/environment-articles/promoting-women-and-youth-leadership-in-solid-waste-management-recommendations-for-a-project-in-jordans-weidhard-refugee-camp-687900.html

Duration : 0:1:0

Technorati Tags: executive coach, executive coaching, leader development, leadership course, leadership skills

Leadership vs. Management; what is the difference? Leadership theorists and researchers suggest that there are clear and convincing differences between the two. By understanding the differences, we must first define the terms. While reviewing a wide variety of thoughts, opinions and theories, I have concluded the following:

LEADERSHIP tends to involve visionary thinking, belief that with great risk comes great reward, achievement of goals by inspiring followers, motivational and possessing the qualities that mirror the organization’s mission and vision.

Whereas MANAGEMENT tends to involve direction of day-to-day operational tasks, management and maintenance of budgets and deadline oriented, directing teams to achieve goals by establishing objectives.

In defining the terms, we realize that management is operational, task oriented, budget conscious and mindful of deadlines, and leaders are inspirational, motivational, visionary, big-picture and long-term focused. Leaders lead people and managers manage tasks.

Research, although often contradictory, generally concludes that the most effective leader possesses a strong and balanced combination of both effective management and inspired leadership.

As I take a moment to revisit my career path, I know that I have encountered many respectable managers and a few good leaders, but seldom have I encountered a true leader, who encompasses the positive qualities of effective management and inspiring leadership. I realize that for many, their lives have become focused on managing the day-to-day this-and-that, trying to find balance between the job, the spouse, the kids, the bills, the cat, the dog, but where is the inspiration? Have we become a society of managers that lack effective leadership skills? And if so, how can we become inspired in our careers and in our personal lives and find balance in both? I have learned that when we are inspired, we are energetic and enthusiastic about what we do. Inspiration is something that we must seek out when it is absent from our life.

As a Human Resources Consultant, I have encountered an extensively vast number of individuals who possess unique and wonderful qualities. As part of development, I have been trained to seek out these qualities and advise on development plans for individuals who may fit the mold of tomorrow’s leaders. Although few and far between, I encourage these individuals to follow their passion. If an employee has the core qualities of a leader, yet he is actively disengaged in his current position, where might he better fit in? What is it that inspires him? These are the questions that we need to be answered. If one is inspired, then it is likely that those around him will also be inspired. A true leader exudes energy and an organization can enjoy the benefits of increased productivity, profitability and employees who find fulfillment in their careers.

Human Resource professionals of the modern age know that we play a key role in developing the workforce of tomorrow. For those aspiring leaders, listen to your heart, turn your passion into a career and go forth and conquer!

Freelance Writer
http://www.articlesbase.com/leadership-articles/leadership-vs-management-114564.html

Duration : 0:9:56

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Duration : 0:7:14