Managers vs. Specialists

Managing managers and managing specialists (employees) require different approaches because the roles and responsibilities at each level are distinct. While both involve leadership, communication, and goal alignment, the way you approach these elements changes depending on whether you’re working with managers or specialists. Here are the key differences:

Focus on Development

When leading specialists, your role often involves providing direct guidance on tasks, ensuring they have the skills and resources to perform their work effectively. Specialists typically focus on specific tasks, so your leadership might lean toward technical advice, clarity of instructions, and monitoring results closely.

When leading managers, your focus shifts to enabling them to lead their own teams. You need to help them think strategically, develop leadership skills, and align their team’s work with broader organizational goals. The goal is not just to ensure their individual success but to amplify their impact through their teams.

Communication Style

Specialists benefit from clear, direct, and frequent communication. They often need detailed instructions, updates, and immediate feedback to complete their tasks effectively.

Managers, on the other hand, require higher-level communication. You’ll discuss broader goals, strategies, and outcomes, trusting them to break down the details for their teams. The conversations often center around decision-making, delegation, and how to handle challenges within their teams.

Decision-Making and Autonomy

With specialists, decisions are often more centralized. You, as a leader, might be deeply involved in setting priorities and resolving specific issues.

Leading managers requires you to give more autonomy. You guide them on making decisions rather than making the decisions for them. This includes trusting their judgment while providing them with a framework to ensure alignment with the organization’s goals.

Performance Management

For specialists, performance management often focuses on the individual’s outputs. Are they meeting deadlines? Is their work meeting quality standards?

For managers, the evaluation is broader. You assess not just their own performance but also the performance and health of their team. A successful manager leads a motivated, productive team that meets its goals.

Challenges

Managing specialists requires attention to detail and a hands-on approach. You may need to solve technical problems and provide mentorship to build their expertise.

Managing managers is more complex. You’re addressing leadership challenges, helping them navigate interpersonal issues within their teams, and ensuring they’re equipped to inspire and lead effectively. It also means balancing the needs of their team with organizational priorities.

Your Leadership Style

To specialists, you are a guide and often an expert. To managers, you’re a coach and a strategic partner. Adapting your leadership style to fit these roles is essential for success.

Both types of leadership are rewarding but require different skills and approaches. While specialists need clarity and direction, managers need empowerment and strategic alignment. Recognizing these differences will help you lead both groups effectively.