The distinction between managers vs. leaders often sparks lively debates and a flood of opinions. But at its core, this comparison can be misleading. Managers and leaders are not inherently opposing forces or mutually exclusive. Both managers and leaders work within structures, have responsibilities, and are interested in accomplishing goals and meeting the needs of their jobs. In a world that often pits these two against each other, it’s essential to step back and consider the nuances: a manager can be a leader, and a leader doesn’t always need to be a manager. This article explores both, debunks common misconceptions, and explains how these skill sets complement rather than contradict each other.
People
Self-Organizing Teams vs. Self-Managing Teams
Are self-organizing teams better or the same as self-managing teams? What about self-directing teams? Working with teams can be challenging due to change and complexity. So, the idea that we could have self-organizing teams or self-managing teams can sound valuable, scary, or both!
What do these terms mean, and where can they be confusing? Let’s dig into each one.
The Tiger Team Trap: Why Special Teams Aren’t the Answer (and What to Do Instead)
Have you ever been in a situation where your organization suddenly faces an urgent, high-priority task? If so, you’ve probably heard someone suggest forming a “Tiger Team” to tackle it. It sounds great in theory, right? “A special team of top performers laser-focused on solving the big problem.” But here’s the thing – Tiger Teams often create more problems than they solve. Let’s dive into why this approach can be problematic and explore better alternatives.