Key Differences in Managing People vs Managing Managers

Managing people and managing managers involve distinct approaches and skills due to the different roles and responsibilities associated with each level of management. This article delves into the key differences between these two critical aspects of leadership.

Scope of Responsibility

The scope of responsibility for managing people and managing managers differs significantly.

Managing People

Primarily focuses on individual team members or frontline employees. The manager is responsible for day-to-day operations, performance management, and direct oversight of tasks. This role involves a hands-on approach to problem-solving and direct feedback.

Managing Managers

Involves overseeing other managers and includes a broader scope of responsibility. The focus is on aligning multiple teams, ensuring that managers are effectively leading their teams, and fostering a cohesive organizational strategy.

Skills Required

The skills required for each role differ substantially.

Managing People

Requires strong interpersonal skills, empathy, and the ability to motivate and develop individuals. This role often involves hands-on problem-solving and direct feedback.

Managing Managers

Requires strategic thinking, leadership, and the ability to mentor and coach other leaders. It involves higher-level decision-making and understanding complex organizational dynamics.

Communication Style

The communication style between managing people and managing managers also varies.

Managing People

Communication is often more directive and supportive, providing clear instructions and feedback to team members.

Managing Managers

Communication is typically more collaborative and strategic, focusing on enabling managers to lead their teams effectively and aligning their goals with organizational objectives.

Decision-Making

The decision-making process differs significantly between the two roles.

Managing People

Decisions are often tactical and operational, addressing immediate issues and team needs. This role requires a detailed understanding of work processes and immediate outcomes.

Managing Managers

Decisions are more strategic, involving resource allocation, performance metrics, and long-term planning across departments or divisions. This role requires a broader perspective and foresight.

Performance Metrics

Performance metrics also vary between the two roles.

Managing People

Success is measured through individual performance, team dynamics, and immediate outputs. This role focuses on the outcomes of individual work.

Managing Managers

Success is evaluated based on the overall performance of teams, the effectiveness of management practices, and the achievement of broader organizational goals. This role focuses on the impact on the organization as a whole.

Focus on Development

The focus on development differs between the two roles.

Managing People

Emphasis is on individual development, skill enhancement, and career progression of team members. This role focuses on personal growth and professional development.

Managing Managers

Focus shifts to developing managerial skills, leadership capabilities, and fostering a culture of accountability among managers. This role focuses on building a resilient and cohesive team.

Conclusion

In essence, managing people centers on individual contributions and team dynamics, while managing managers involves a higher-level perspective that encompasses strategic alignment, leadership development, and organizational effectiveness. Each role requires a unique set of skills and approaches tailored to the specific challenges and responsibilities at that level.