In many organisations, the terms “team leader” and “manager” are often used interchangeably. However, the reality is that they represent two distinct roles, each with different responsibilities and approaches.
Whether you are just starting out or transitioning into a new position, understanding the subtle (yet important) differences between these two roles can make or break your leadership journey. Here is everything you need to know, complete with some helpful dos and don’ts to help you understand both roles.
Who is a Team Lead?
A team leader is typically responsible for the day-to-day supervision of team members. They are more directly involved with their teams and are focused on guiding, motivating, and developing team members. They also make sure completion of the project within time and with available resources. While team leaders may have some formal authority, they work alongside team members and are familiar with specific tasks and challenges. Their influence often stems from their expertise, interpersonal skills, and ability to inspire others.
Who is a Manager?
A manager, on the other hand, is one who collaborates with the stakeholders to meet common objectives, having a much broader, strategic view. They are overseeing multiple teams or projects, making decisions that impact the business as a whole, and managing resources, budgets, and long-term goals. Managers work to align everything the team does with the organisation’s bigger vision. Often one step removed from direct work; oversee multiple teams or departments
In essence, team leaders are focused on execution, while managers are focused on strategy.
Key Differences Between Team Leads and Managers
1. Authority: Team Leads Have Limited Authority, Managers Have Complete Authority
Team leads make decisions and assign tasks within the scope of a particular project or team. They are responsible for guiding the team and ensuring objectives are met for a specific period. However, their authority is often project-based and may change with different assignments.
Managers, on the other hand, hold broader authority and decision-making power over entire projects or even departments within the organisation. They are accountable for a larger scope and make high-level decisions that impact the entire company.
2. Long-term vs. Short-term Goals
A team lead is focused on long-term goals with a broad, future-oriented vision. They strive for change and work towards innovative solutions. Their ability to think ahead and inspire their teams is what sets them apart.
Managers, conversely, are typically concerned with short-term goals and tasks. They focus on the immediate needs of the organisation and ensure everything is running smoothly on a day-to-day basis.
3. Inspiration vs. Direction: The People Factor
One of the core differences is how the two roles approach motivation. Team leads inspire their team members. They act as mentors, encouraging people to do their best by providing support and fostering a positive work environment.
Managers, however, direct their employees, often laying out tasks and ensuring that those responsibilities are completed. They guide the work but may not be as hands-on when it comes to motivating the team.
4. Coaching vs. Bossing: A Leadership Style Comparison
A team lead acts like a coach. They guide, teach, and assist their team members in reaching set goals. A team lead is involved in helping their team grow, making them an integral part of their success.
Managers, however, tend to assume the role of a “boss,” managing tasks and taking an administrative approach. They delegate tasks, monitor progress, and focus on results, often stepping back from the hands-on coaching aspect.
Responsibility: Team Leads Take Blame, Managers Place Blame
One notable difference is accountability. Team leads take responsibility for the success or failure of a project. If something goes wrong, they are typically the first to take the blame and work to resolve the situation.
Managers, on the other hand, often place the blame on others, especially if things go wrong. They are more likely to focus on achieving perfection from their employees and less likely to accept responsibility for issues within their teams.
6. Empowerment vs. Control: The Power Dynamic
Team leads focus on empowering their teams. They encourage their employees to take initiative, make decisions, and grow within their roles. They work to elevate the team as a whole.
Managers often desire control over their teams. They can be more hierarchical, seeing their authority as central to the success of the team and company. This sometimes leads to a more controlling and less empowering approach.
7. Opportunity Seeker vs. Critic: Fostering Growth vs. Caution
Team leads seek opportunities for growth, pushing their teams to think outside the box and explore new ideas. They inspire creativity and innovation within the group.
Managers tend to focus on the risks and challenges, offering more critical feedback and highlighting areas for improvement. Their job is to maintain stability and manage risks.
8. Compassion vs. Capitalism: The Motivation Factor
Team leads are more compassionate and focused on the welfare of their team members. They genuinely care about the personal and professional growth of those they lead.
Managers, however, may focus more on the financial bottom line and efficiency. While they care about their teams, they are often more concerned with meeting goals and maintaining a competitive edge.
9. Change vs. Continuity: The Desire for Stability
Team leads are catalysts for change. They actively seek to improve processes, inspire new ideas, and drive innovation. They are always looking to move forward.
Managers tend to favour continuity. They are often more risk-averse and prefer to stick to established systems and processes. Their role is to ensure that the status quo remains stable and sustainable.
10. Protection vs. Projection: How They Interact with Teams
Team leads protect their team members by ensuring a supportive work environment and standing up for their needs. They focus on making sure their team has everything needed to succeed.
Managers, however, often prioritise rules and regulations, projecting them onto employees. Their focus is on ensuring the team adheres to policies and procedures, regardless of individual circumstances.
11. Appointments vs. Implementation: The Decision-making Process
Managers often have the authority to hire or assign staff, selecting the right people based on the needs of the company. They focus on aligning human resources with business goals.
Team leads are more involved in implementing the tasks and managing day-to-day operations. They provide guidance and leadership to their teams, ensuring goals are met efficiently.
12. Inspiration vs. Planning: Motivating vs. Organising
Team leads inspire their teams through their actions, personality, and vision. They often have followers because of their ability to motivate and encourage.
Managers, by contrast, focus more on planning. They oversee the organisation’s operations, ensure tasks are completed on time, and manage the workflow within the team or department.
13. Benevolence vs. Seeking Credit: Who Gets the Praise?
Team leads are benevolent, always giving praise and recognition to their teams for their hard work and accomplishments. They understand that a motivated and appreciated team is a productive one.
Managers, however, may sometimes focus more on self-recognition, taking credit for successful outcomes. Their focus is often on maintaining authority and visibility in the organisation.
Team Lead vs. Manager: A Quick Salary Snapshot
The salary gap between team leads and managers can vary depending on industry, company size, and experience level. On average, the annual salary for a team lead in the U.S. is around $69,148, while a manager’s salary is about $62,225. However, these figures can vary significantly based on factors like expertise, location, and the size of the organisation.
Whether you are taking on a team lead or a manager role, each position plays a critical part in the success of an organisation. By understanding your role within the organisational structure, you will be better equipped to excel in your position and contribute to the long-term success of both your team and the organisation.
Call to Action:
Do you see yourself as more of a team lead or a manager? Perhaps you have had experience in both roles. Share your thoughts or experiences in the comments below! Let us discuss how these roles shape the dynamics of an organisation.
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