Respond to each post with a minimum of 220 words each. Give educational insights
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Respond to each post with a minimum of 220 words each. Give educational insights and feedback related to the topic
POST#1
Most everyone has experience working with good leaders along with bad leader, as well as, good managers and bad managers. Understanding the roles of each can assist in becoming better leaders and managers. Although leaders and managers share characteristics, they function on different levels. Shared characteristics can consist of open communication, honesty, integrity, decision-making, respect, empathy, creativeness, confidentiality, optimism, and commitments. Leaders and managers can play on the strengths of both to be successful. Some leaders can possess great managerial assets and some managers can possess great leadership skills.
Leadership is about building a goal for the future. Leaders inspire and direct staff with authority making the staff feel confident and allowing the staff to follow their lead and set a culture. Good leaders tend to motivate staff by focusing on people. Leaders assist in helping staff understand the part each member plays in the vision set. They focus on the bigger picture and outcomes ensuring each member embarks to see the end goal. Leaders are always looking for creative ways to help set standards for obtaining the goal, whether it be better sales or safe patient care. Leaders need to have control to ensure the staff are following the guidelines and meeting the goals (Gavin, 2019). Leaders assist in motivating staff members by inspiring and encouraging them to play an active role in the organization by promoting the right things.
Managers focus on day-to-day operations. Managers are responsible for staff to report to, oversee the work, and ensure tasks run smoothly. Mangers assist in aiding staff to feel understood and heard by the organization. Managers set specific goals, provide structure within their teams, plan, organize and delegate strategies, solves problems, and should be detail-oriented. Managers focus on detailed goals for project success. Managers can also assist the team in understanding and seeing the goal of the organization (Gavin, 2019). Employees will respect a manager that shows control and authority. Managers typically do the hiring, disciplining, and firing of the employees.
Leaders and managers play a different role in the vision process of the organization. Leaders create the vision, managers implement the strategies of the vision to the team (Duggal, 2023). Leaders align and influence staff and managers coordinated strategies and processes by organizing resources needed to establish the goals. Leaders promote change and managers react to change (Bridges, 2019). Leaders have followers, while managers have subordinates (Bridges, 2018).
POST#2
Communication is the base for success for both leader and manager roles. If an individual is unable to share vision that they have as a leader, or how a unit manager chooses to communicate a needed change to their team, will affect the overall ability to incorporate the vision or change. A leader is someone who has vision for change and is able to successfully share that vision. Some of the key differences between a leader and a manager is overall responsibility, accountability, and functionality; the manager will be held to all three. Managers, while maintaining collaboration of team members to achieve goals, they also are responsible to stay within the system goals that have been put into place. Managers are also held to accountability of financial constraints that they have been given. Lastly the function of a manager is to uphold a strong functioning team that is able to produce results. Some of the potential disadvantages for managers, especially in larger healthcare systems are the barriers that are placed that managers may need to stay within. This can hinder some creativity and exploring of potential change other than prescriptive change. Leaders, especially informal leaders have the ability to freely share ideas and gain trust of staff. These leaders in my experience can think outside of the box and are capable of sharing those ideas and gaining momentum to implement change. Positive leaders gather staff that believe in them, staff want to learn from them, and want to do the best that they can. Informal leaders are typically those working side by side with staff and can become the voice for team members. An identified informal leader often is an indicator that the individual can become a future manager, yet not always. I have seen some staff that are very successful as informal leaders and become a “lead” within a team and are very successful with the day-to-day processes, yet do not have the ability to look ahead and be successful as a manger. I have also experienced and witnessed successful leaders, who have become successful managers. I have worked in healthcare for over three decades and have been able to mentor several staff throughout that time. I, myself started as an informal leader and have changed roles throughout that time, yet still consider myself a leader who can think out of the box, suggest, gain support of others, and successfully implement change. Managers, in my experience that are the most effective, not only know and are effective with the business component, also are leaders where staff trust and understand the mission. A manager with experience in the front-line role, can have the advantage of being the most well rounded and have the most success. The advantage of knowing the day-to-day work, not only allows for better understanding, but also gains trust by staff much quicker. While leadership and management have separate definitions, having attributes of both are needed for success (Wajdi, 2017). As I stated in my opening sentence, in my experience any scenario shared in this post, clear communication is vital for any leader or managers success.managers react to change (Bridges, 2019). Leaders have followers, while managers have subordinates (Bridges, 2018).
