When talking about management, we’re typically referring to how businesses organise and direct workflow, operations, and employees to meet company goals. The primary goal is to set the framework in which employees can work efficiently and productively. Managers are responsible for a set of tasks that can either be directly connected to the projects (objectives and goal setting, schedule creation and strategies) or are important for the performance of the team around them (training staff, monitoring productivity levels, and overseeing employee performance). Managers can be found at different hierarchy levels (top, middle, low) and in various styles, ranging from authoritative and strict to democratic and visionary. However, management alone can only do so much when it comes to inspiring and motivating others. Beyond ensuring that tasks are handled within timeframes, managers must create the right circumstances for employees to grow and feel part of the system.
The Shift from Managing to Leading
We often hear the phrase “natural-born leader” and mistakenly link leadership with top-level management. While some individuals may naturally exhibit characteristics that make them suited for leadership roles, leadership itself can be developed through education, experience, and intentional practice. Leadership is not about the exercise of power or making decisions that highlight the leader’s singular abilities. Instead, it involves tapping into collective potential through a shared sense of responsibility and effort.
Leadership is not only about individual prowess, but also about unlocking the collective potential within a team.
Building Shared Responsibility
A great example of leadership in action is the life of a Portuguese self-made entrepreneur and owner of Delta Cafes, a company worth €460 million, who pioneered a form of “solidarity capitalism.” He became profitable while prioritizing the well-being of his workforce, creating not just a business but a community where each individual felt valued and supported.
Today’s leaders must be equipped to handle adaptive challenges in an increasingly complex environment. They must avoid relying solely on their expertise to solve technical problems and stay open to new concepts and perspectives. It’s time to shift the focus from creating heroic leaders to developing those who embrace shared responsibility and continuous learning.
