Management, Leadership and Leadership Styles

Summary: Leadership vs. Management and Keys to Organizational Success

Based on: David McEntire’s “Management, Leadership and Leadership Styles” (2023)

Watch the video

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Distinction Between Leaders and Managers

David McEntire explores the differences between managers and leaders, emphasizing that while both roles are essential, they serve different purposes within an organization:

Managers	Leaders
Focus on counting things (e.g., employees, output, profit)	Focus on counting value and impact
Influence those who report to them	Inspire broader groups, regardless of direct authority
Control processes and ensure order	Motivate others toward a shared vision
Rely on authority from a formal position	Build trust and develop power through influence
Short-term, task-focused	Long-term, visionary and change-oriented
Accept and manage the status quo	Challenge and transform it
Excel at processes and systems	Excel at people and relationships

McEntire underscores that excellent leaders often incorporate management skills, and effective managers can demonstrate leadership—yet the mindset and goals diverge significantly.

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Key Principles of Leadership Success

McEntire introduces four leadership styles, each suited to different contexts, with examples and pros/cons:

1. Transactional Leadership

• Core Idea: Clear expectations tied to rewards or punishments.

• Strength: Provides structure, clarity, and measurable goals.

• Limitation: Stifles creativity and relies on extrinsic motivation.

• Best for: Stable environments with clear outcomes.

2. Situational Leadership

• Core Idea: Adapt style based on employee needs and circumstances.

• Strength: Flexible and responsive.

• Limitation: Can cause confusion if approaches shift too frequently.

• Best for: Complex or changing environments requiring empathy and awareness.

3. Transformative Leadership

• Core Idea: Inspire innovation and long-term change through vision and collaboration.

• Strength: Encourages intrinsic motivation and high-level engagement.

• Limitation: Risk of burnout from constant change.

• Best for: Organizations seeking cultural or strategic transformation.

4. Servant Leadership

• Core Idea: Prioritize the needs and development of employees.

• Strength: Builds trust, buy-in, and a positive work culture.

• Limitation: Can cause mission drift if employee comfort outweighs organizational goals.

• Best for: Environments needing morale boosts and stronger interpersonal bonds.

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Real-World Application

McEntire shares personal examples from his time as a college dean:

• When dealing with a struggling aviation department, he used situational leadership to rebuild trust and culture.

• To retain flight instructors, he implemented a transformational strategy involving performance-based bonuses.

• He applied servant leadership by redesigning a hangar workspace for efficiency and employee comfort.

• Over time, with systems in place, he shifted to transactional leadership to reward outcomes and enforce standards.

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Conclusion

McEntire concludes that successful leaders must:

• Recognize when to lead and when to manage,

• Select the right leadership style for the context,

• Balance vision with practicality,

• Empower others while maintaining accountability.

Effective leadership is not rigid—it is adaptive, empathetic, and strategic.

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Keywords: leadership styles, leadership vs. management, organizational behavior, situational leadership, transformational leadership

Hashtags: #LeadershipMatters #ManagementSkills #TransformativeLeadership #OrganizationalSuccess #ServantLeadership