Knowledge, Skills and Behaviours required for Leadership and Management

The responsibilities associated with management and leadership are distinct and require an array of skills, perspectives, and personalities. Hussein (2021) observes that while leadership focuses on encouraging and directing individuals toward a common goal, management mostly focuses on operational responsibilities. The talents, knowledge, and behaviors needed for organizational leadership and management can be compared and contrasted in the following table (Hussein, 2021).

Skills, Knowledge and Behaviors Required for Managers

Ethical, moral, and value-driven governance refers to the incorporation of moral and ethical concepts into business practices. Hussein (2021) claims that charismatic behavior is the capacity to inspire and influence others through one’s own charm and persuasion. Cultural and championing ethical compliance (Skills) entails creating and maintaining an ethical organizational culture and championing compliance with ethical standards.

Skills, Knowledge and Behaviors Required for Leaders

Understanding and controlling one’s own and other people’s emotions are aspects of emotional intelligence (skills). According to Meiners (2019), “Awareness and promotion of resilient well-being approaches” (Knowledge) refers to understanding the value of wellbeing and resilience for both individuals and the organization as a whole. “Attribution theory and cognitive biases” (Behavior) refers to identifying and minimizing the effects of cognitive biases and attribution errors.

Similarities between Managers and Leaders

A strong moral compass and the capacity to make moral decisions are necessary for ethical, moral, and value-driven governance; Establishing a favorable organizational culture is essential to promoting resilient well-being, ethical compliance, and cultural awareness; Influencing and convincing people are necessary for charisma, attribution theory, and cognitive biases (Meiners, 2019).

Differences between Managers and Leaders

Ethical, moral, and value-driven governance focuses on making ethical decisions, whereas emotional intelligence focuses on comprehending and controlling emotions (Hussein, 2021). Cultural and championing ethical compliance involve fostering a positive ethical culture, while awareness and promoting resilient well-being approaches concentrate on enhancing employee wellbeing. Charismatic behavior entails motivating and influencing others, while attribution theory and cognitive biases concentrate on identifying and minimizing cognitive biases (Meiners, 2019).