"What is the primary role of a manager?" - a question that comes up often in our training sessions. A basic answer that we always give is - the primary role of a manager is to motivate and inspire their team to achieve their goals. But we are getting ahead of ourselves.
Let's begin by defining what we mean by managers and leaders. A manager is someone who oversees a group of people, delegating tasks and ensuring that they are completed effectively and efficiently. They are responsible for ensuring that the team meets its goals and targets. On the other hand, a leader is someone who inspires and motivates their team, guiding them towards a shared vision. They focus on building relationships and empowering their team to take ownership of their work.
Now, let's explore these two roles in more detail, focusing on the different Push and Pull Behaviour's that managers and leaders exhibit.
Push Behaviours are those that involve directing, controlling, and micromanaging. They are often associated with managers who focus on achieving results through strict oversight and rules. These behaviours can be effective in ensuring that the team meets its goals, but they can also be demotivating and disempowering.
For example, imagine a manager who insists on controlling every aspect of their team's work. They micromanage every detail, dictating how things should be done and when. This manager is pushing their team, exerting control over them and stifling creativity. The team is likely to feel frustrated and demotivated, leading to decreased productivity and creativity.
Pull Behaviours, on the other hand, involve inspiring, empowering, and collaborating. They are often associated with leaders who focus on building relationships and trust within their team. These behaviours can be more effective in encouraging innovation, creativity, and motivation.
For example, imagine a leader who trusts their team and gives them the freedom to explore new ideas and approaches. This leader empowers their team, inspiring them to take ownership of their work and be creative. This leader is pulling their team, encouraging collaboration and innovation. The team is likely to feel motivated and inspired, leading to increased productivity and creativity.
The difference between these two approaches is subtle but important. Managers who focus on push behaviours can be effective in achieving short-term results, but they can also stifle creativity and demotivate their team. Leaders who focus on pull behaviours may take longer to achieve results, but they are more likely to inspire creativity and motivate their team in the long run.
Another way to understand the difference between managers and leaders is to consider their approach to problem-solving. Managers tend to focus on finding a solution to a problem, often through established processes and procedures. They may be less likely to consider alternative approaches or to encourage their team to think creatively. Leaders, on the other hand, tend to focus on exploring different perspectives and approaches to problem-solving. They encourage their team to think outside the box and to explore new ideas and approaches.
For example, imagine a team that is struggling to meet a deadline. A manager may focus on finding a solution within the established processes and procedures, dictating how the team should work and delegating tasks to ensure the deadline is met. A leader, on the other hand, may encourage the team to think creatively about how they can meet the deadline. They may empower the team to take ownership of their work, encouraging collaboration and innovation.
So, what does it mean to motivate and inspire your team? Essentially, it means that as a manager, you are responsible for creating an environment in which your employees feel motivated to do their best work. This involves both push and pull behaviours.
Both push and pull behaviours are essential for effective management. Without push behaviours, employees may not feel challenged to perform at their best, and may become complacent or bored. Without pull behaviours, employees may feel disconnected from their work and the organisation, and may not feel motivated to stay and contribute to its success.
The primary role of a manager or a leader is to motivate and inspire their team to achieve their goals. This involves both push and pull behaviours, which work together to create a positive work environment that encourages employees to work harder and achieve their full potential. As a manager, it's important to strike a balance between these two types of behaviours, and to tailor your approach to the specific needs and goals of your team. With the right management style and strategies, you can create a team that is motivated, engaged, and committed to the success of your organisation.
