Business community worldwide tries to identify the social HR role – leader or manager. The question rises even nowadays, where in most of the cases HR specialist in the company needs to distinguish himself as a leader or manager to provide own approach for team orientation.
Human resource management describes different methodologies for different company types and diverse team members. Even nowadays, where progressive human-to-human business model is trending, all you need to know is how to inspire people in different situations.
Workly produced 17 traits that will help you set apart what HR specialist social type is behind you in working area.
1. Tell or sell
Manager is trying to tell you what to do and how you will do it. Leader identifies idea behind action to provide inspiration in the team.
2. Plan details or set direction
Manager provides details by a memo to everyone and set deadlines for tasks. Leader gets everyone together with plans to build a belief for planning.
3. Minimize or take risks
Manager tries to minimize risks for the company because of time value. Leader takes own responsibility in failures his team could possibly make, providing payoff for stretches.
4. Instruct or encourage
Manager provides all job instructions to employees to ensure performance. Leader listens to ideas of employees on how to increase performance.
5. Objectives or vision
Manager sets objectives to the team and allocates planning marks. Leader observes talents and abilities of the employees to aim for the future.
6. Expectations or growth
Manager seeks for goal achievement by period of his employees. Leader charts new growth for goals with unlimited achievement aims from a starting point.
7. Bottom line or the horizon
Manager gets everything done under budget allocation. Leader provides overworked assets for the next working period.
8. Accept or challenge the status quo
Manager finds all resources enough for performance if the situation is satisfactory. Leader tries to motivate employees to provide use more resources to increase productivity.
9. Problem or opportunity
Manager finds a problem to fix it in planning not to be blamed further. Leader finds an opportunity to get experience from the problem to make it work for the team.
10. Short-term or long-term
Manager shows ability only to think for short-term tasks for his employees. Leader provides long-term planning and prescribes future expectations.
11. Follow the map or carve a new road
Manager sticks himself to traditional planning approach to lead employees through it. Leader identifies gaps in traditional approaches and carves new ways not to finish in the same place.
12. Approve or motivate
Manager sets motivational policies only based for achievements and performance matters. Leader tries to motivate team by social improvement and fair compensations.
13. Establish or break rules
Manager sticks to the script of job description and policies to meet the required performance indicators. Leader identifies problems of traditional policies that do not satisfy employees and tries to meet the team demands.
14. Assign duties or foster ideas
Manager only sets required task completion by duties of the employees. Leader tries to motivate team by social approves of achievements of each team member.
15. Head or heart votes
Manager analyzes ideas by sense of data driven and physical results. Leader finds passion and interest behind the idea to vote for it.
16. Control or trust
Manager shows interest in controlling employees’ performance by setting policies. Leader inspires trust in performance management to ensure his team is the best it could be.
17. Things right or right thing
Manager applies rules without any exceptions in company’s policies. Leader tries to break the rules sometimes if the result is more positive.
This checklist is helpful for you to separate your social role by the requirements of your company in human resource management. So, who you are? A manager? A leader? Our advice is – try not to stick yourself to any of it – be a progressive lead manager or management leader.