Businesses are living organisms given life by the team that tirelessly works towards a goal. With creative people being at the helm of such a venture, new changes in ideas, choices, and actions are given shape each day. This makes each business enterprise as complex as a life: growing, changing, learning and prospering. This characteristic also makes businesses unpredictable. Therefore, success in business always depends on the mutual efforts of the team behind the business, and a leader’s capability to understand his/her teammates.
In such a scenario, a leader is often torn between the ideologies of pushing the team to do more and inspiring the team to excel.
‘Leader’ and ‘Manager’ are both very commonly used words in the world of organizations, sometimes interchangeably. In a way it makes sense to call managers ‘leaders’ and not other way around, as managers do lead their respective teams towards identified goals. However, if we are to make a closer inspection to determine the subtle difference between a leader and a manager, we need to highlight that ‘identified goals’ are only a part of the mechanism that works towards completing the ‘bigger picture’. This ‘bigger picture’ is the business vision or long term goals that A leader ideates. A leader is the keeper of these long term goals and he/she leads the teams to meet them.
However, what is interesting is- the journey from a start up to a successful business enterprise leads to changing of the status quo. Which means- a leader must manage his/her teams (like a manager) and managers must lead the teams through solving problems and aligning team efforts towards achievement of bigger goals.
So, does it means that leaders and managers are the same? Well, Not really. To identify the difference, we need to know how managers operate or how they contribute in an organization.
Every successful leader understands that success in business comes from team effort. And leaders bear the responsibility to steer the team towards the right path. But how? Is it just instructions, planning, and great speeches that maintain a team’s resolve and keep them focused through elaborate plans to meet gigantic goals? Or there is something else that makes or breaks a team, determining the future of a business organization? Well, actually there are lot of things that play a major role in a company’s ascension, and ‘recognizing/celebrating small victories’ is one of them. Let us see why.
It may sound childish, but we all are to an extent wired to search for meaning in our work at every step. Finding meaning is what fuels our curiosity in things, it makes us more attentive, and to reach for more. Therefore, it is easy to glean from the context that, absence of meaning eventually leads people out of commitment, distorts attention, and takes away curiosity, throwing the team into confusion, leading to failure.
So, it seems that helping your team to find meaning in their work is very helpful for you as a leader to boost the motivation quotient. And the best way to do that is through recognizing and celebrating small victories. Let us discuss on how celebrating small victories can help your business win big in the long run.
We are generally more interested in what business leaders do, than what they do not. We try to structure their dos into our habits and ideologies and follow them to reap success of our own. However, we seem to forget that knowing what they do is just half of the map, while the other half lies in understanding what they actively avoid doing. This is actually a set of safety measures gathered from experiences deriving from their business careers or knowledge extracted from other business entities. So, learning about what they avoid doing can complete your business operation method and make you better at leading businesses.