Manager or Leader
Activity - Manager or leader
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Manager vs Leader: Understand the Difference Through Activity
Time: Approx. 30 minutes
Tools/Items required:
– Manager vs Leader comparison table (example provided below)
– Post-it notes (one color per group)
– Two flip chart sheets titled “Leader” and “Manager”
Overview
This activity helps participants distinguish between management and leadership in a clear, interactive way. While these roles are often used interchangeably, the underlying approaches are vastly different. Managers tend to focus on systems, processes, and short-term execution. Leaders focus on vision, people development, and long-term impact. This session brings that difference to life.
Setup Instructions
- Split the participants into small groups (3–5 people).
- Give each group a copy of the Manager vs Leader statement table and a pad of Post-it notes (each group uses a different color).
- Hang two flip chart sheets on the wall — one labeled Manager and the other Leader.
- Groups are tasked with reviewing the statements, deciding if each describes a manager or a leader, then writing one statement per Post-it and sticking it under the appropriate heading.
- Set a 15-minute timer to complete this task.
Sample Manager vs Leader Table
| Statement | Likely Category |
|---|---|
| Focuses on short-term goals | Manager |
| Inspires people to reach a shared vision | Leader |
| Delegates tasks efficiently | Manager |
| Develops trust and emotional buy-in | Leader |
| Maintains systems and order | Manager |
| Promotes innovation and future thinking | Leader |
Debrief and Discussion
Once all Post-its are on the wall, facilitate a whole-group discussion. Address questions such as:
- Were there any statements that could belong on both charts?
- Which statements surprised you?
- Where do you see yourself more often — in the leader role or manager role?
- What can you do to bring more leadership behaviors into your daily work?
Optional Final Reflection
Ask participants to reflect silently for one minute, then write down one action they can take this week to become more of a leader — even if they don’t have a leadership title.
What’s the point of this activity?
This activity clarifies the distinction between managers and leaders. It demonstrates that while every leader often manages, not every manager leads. It also encourages teams to reflect on their behaviors and think about how they can contribute more strategically and inspirationally in their workplace.
Related Training Resource:
For a complete, ready-to-deliver training program on this topic, check out the Managing People Training Material Package.
Manager Vs Leaders Table
| Manager Or Leader |
| • Scheduling work • Sharing a vision • Plan and prioritise steps to task achievement • Use analytical data to support recommendations • Explain goals, plan and roles • Provide feedback on performance • Motivating staff • Provide focus • Create a ‘culture’ • Inspiring people • Delegating tasks • Ensuring predictability • Co-ordinate effort • Co-ordinate resources • Give orders and instructions • Act as interface between team and outside • Take risks • Guide progress • Evaluate progress • Check task completion • Create a positive team feeling • Monitor feelings and morale • Look ‘over the horizon’ • Appeal to peoples’ emotions • Follow systems and procedures • Provide development opportunities • Ensure effective induction • Monitor budgets, tasks etc • Use analytical data to forecast trends • Monitoring progress • Unleashing potential • Be a good role model • Appeal to rational thinking • Build teams |
Answers
The following table shows the distinct elements which fall under each category.
| Manager | Leader |
| • Scheduling work • Delegating tasks • Use analytical data to support recommendations • Ensuring predictability • Co-ordinate effort • Co-ordinate resources • Give orders and instructions • Guide progress • Evaluate progress • Check task completion • Follow systems and procedures • Monitor budgets, tasks etc • Use analytical data to forecast trends • Monitoring progress • Appeal to rational thinking • Plan and prioritise steps to task achievement | • Build teams • Provide feedback on performance • Motivating staff • Act as interface between team and outside • Explain goals, plan and roles • Inspiring people • Appeal to peoples’ emotions • Sharing a vision • Provide focus • Monitor feelings and morale • Create a ‘culture’ • Create a positive team feeling • Ensure effective induction • Provide development opportunities • Unleashing potential • Look ‘over the horizon’ • Take risks • Be a good role model |
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