When it comes to helping a team overcome problems and meet targets or quality standards, both managers and leaders play vital roles. While they often work side by side, their approaches and the kind of influence they have can be quite different. Understanding the difference can help any workplace run more smoothly.

Managers tend to focus on structure, systems and getting things done efficiently. They’re usually the ones setting tasks, monitoring performance, and making sure processes are followed. So, when something’s stopping a team from hitting targets—like missed deadlines or inconsistent work—managers step in to sort out the practical stuff.

For example, if a project keeps running over time, a manager might review how tasks are assigned, tweak the schedule, or update the workflow to make things smoother. Their strength lies in planning, organising, and making improvements to daily operations.

Leaders, on the other hand, are more focused on the people side of things. They’re the ones who inspire, motivate and help teams see the bigger picture. If quality is slipping or a target feels unachievable, a leader might not change the process first—they’ll start by rallying the team, lifting morale, and helping everyone believe they can turn things around.

Let’s say your team is feeling low after a poor performance review. A leader might gather everyone together and remind them why their work matters, share a vision of how they can improve, and create a sense of shared purpose. That emotional boost can be the push the team needs to re-focus and raise their standards.

Both roles are important, and the best results happen when they work together. A manager might identify a training gap and set up a workshop, while a leader encourages people to see it as a chance to grow, not a punishment. Or if a quality issue keeps popping up, the manager might adjust the process while the leader checks in with the team to see how they’re feeling and what support they need.

In many workplaces, one person is both a manager and a leader—wearing both hats depending on the situation. The key is knowing when to step in with structure and when to lead with empathy.

In short, managers influence performance through process—they make sure the engine is running. Leaders influence through people—they keep the engine fuelled with purpose and energy. Together, they help teams get past challenges, meet their goals, and take pride in doing great work.

This post assists completion of the following criteria:

302 ML15 2.1 Explain the difference in the influence of Managers and Leaders on their Teams