Liz Ryan Leadership

According to contributor, Liz Ryan, within the role of a leader, one needs to remember that, “Responsibility for a team of people and its success -- not to mention each team members' well-being and professional development -- is a big assignment to take on” (Ryan, pg.1). There is a fine line between leader and manager, although sometimes they are considered to have the same qualities. However, it really comes down to how with a leader they not only care about their personal success within the organization, but they are invested in their team’s successes or losses. On the other hand, managers were taught how to manage people rather than to lead their two organizations to success. Managers feel that all their followers are equals and can reach the same goal by working together. When the managers only truly care about the process of planning, organizing, leading and controlling in their organization. Within this article, Ryan breaks down the five different that management and leadership are different to one another. The five different areas she feels that management and leadership are completely different to one another: the mission, self- awareness, risk and trust, two-way learning and finding your voice and speaking your truth. Based on what we have learned about leadership in the class, it’s important that we analyze the

differences presented on this topic. Whether I agree or disagree with Ryan’s point of view of the differences between management and leadership, especially the importance of understanding the differences is so important.
Dr.

Wayne Dyer, states that leaders should, “See the light in others, and treat them as if that is all you see.” One of the important traits that a leader should pull the light out of their followers in the hope of working well together toward the organization’s mission. As a leader, it is extremely important to make sure to always to motivate with their followers, especially when working together toward the mission of the organization. Very motivational leaders have the power of breaking the mission into three key points: beginning, middle and an end. It’s the energy from the team that helps the leader to motivate and to keep the mission

alive.
On the other hand, while looking at mission point of view from the traditional point of view, it has been traditional viewed as that every one of the organization is giving a part as if they are part of a car. Within the article, the point of view of the manger’s role is to keep to organization together by working together like a well-oiled machine. By doing this, everyone who is a part of the organization has a job that specifically designed for them and once everyone works together it will make a huge difference within your organization.
After analyzing the differences between the leader’s and manager’s points of view of how they handle the sections on dealing with the organization’s mission. After hearing Ryan’s premise with how leaders and managers deal with their mission within their organizations, I would say that I agree with her reasoning. The reason why I agree with her premise with the idea of how leaders and managers deal with their mission of the organization such as for leaders for example. Leaders are known to build up their follower’s confidence by communicating with and respecting their viewpoint of the given mission. On the other hand, yes, it’s great that within the manager things are like well-oiled car. However, sometimes under the manager position they are too wrapped up in getting the final product done rather than the wellbeing of their followers.
To continue, Ryan discusses the importance of self-awareness within the manager or leadership position. First, Ryan explains that for anyone under a management position that it’s not necessarily important for them to reflect upon themselves to see where they need improvement on. However, when looking at the point of view of a leader, Ryan strongly feels that as a leader, since they are so busy all the time to reflect upon theirs’ve but the leaders need to physically see it from their followers. By doing this, not only the leaders are able to reflect upon their own self-awareness themselves with the help of their followers, but the leader is more concerned with the ultimate direction of the group and their well-being. As either a leader or manager, you will eventually face the idea of risk and trust. Sometimes when trust a complete random individual that sometimes you don’t even know that well can be at times be a little scary, but allowing the individual to do this will cause you to take a risk on this individual. From the point of view of a manager, Ryan describes, “there is no such risk, because the manager by his or her position had all the authority (Ryan, pg.4).” By doing this, the manager isn’t too worry about the risk because they have all the power in because something gets out of hang. However, while in the view of leadership can be a mixture of a good and bad situation.
Yes, there might come a time when you think you have full trust in one of your followers but then you lose that trust in that person. I feel that both roles, whether the individual is in a leader or manager its considered to be a learning experiences when dealing with risk and trust. When dealing with risk and trust Ryan describes perfectly, “Leadership requires you to rely on someone else without threatening them or offering them rewards if they do what you want them to do. You must trust their instincts and trust yourself to put your faith in someone who isn't you. (Ryan, pg.5).” Although it comes easier to leaders to be more understanding of this process because they learn from their mistakes.
However, for a lot of managers this can be very hard for them to get a well understanding because in their eyes there is more at risk than a life lesson. As mentioned before, leaders and managers face a great amount of high’s and low’s during their time in these positions. It is extremely important that when a leader feels good, their organization will soak up their positivity and spread it through the whole organization. I feel that in a similar idea that as if the leader is in a bad mood, the followers will pick up on that leaders’ vibe and by doing this the organization will not be able to get work done properly. Also, for the manager, there are two ways of learning to what was mentioned to a leadership position. In my opinion, it’s a mixture of both good and bad thing that the followers can notice and begin to question something seems off or something good is about to happen within the organization. By doing this, this will bring on life experiences into the workplace that will be a great way for the followers in the organization.
Lastly, Ryan discusses the difference between managers and leaders with the idea of how they find their voice and how to speak their truth. It has been told that as a manger they should have an old-view where it is not required for them to “find her voice and speak her truth (Ryan, pg.6). While on the other hand, as a leader, it is their responsibility to be able to be fully honest with their followers because if they are not honest with themselves than they are unable to be honest with their followers. I disagree with this approach while looking at the two different approaches of leader and manger because I feel that in regardless of their position they have a huge role to fill. Finding their voices in the beginning can be not be so easy, especially if you are an outsider to the organization. However, although you are an outsider, it is their responsible to make sure that you create a community where all welcomed and you respect them as individuals.