People vs. Tasks: Understanding the Difference Between a Team Leader vs. Manager

What’s the difference between a team leader vs. manager? Have you ever had a boss who seemed more focused on achieving tasks than building relationships with their team?

Or perhaps you’ve worked under a leader who prioritized the well-being of their employees over hitting targets? 

These different management styles reflect the varying approaches of task-oriented managers and people-oriented team leaders.

But what sets these two leadership styles apart, and why is it important to understand the difference? 

Let’s dive into the nuances of these two management approaches and explore the role that emotional intelligence plays in effective leadership. 

Task-Oriented Managers Explained: Team Leader vs. Manager

At its core, task-oriented management is focused on achieving goals and completing tasks. This approach tends to be highly structured and efficient, with a strong emphasis on productivity and results. 

Task-oriented managers are often very organized and detail-oriented, with a clear sense of what needs to be done and how to get there.

While this approach can be highly effective in certain situations, it can also have some downsides. 

For example, task-oriented managers may sometimes be perceived as overly focused on results to the point of neglecting the well-being and development of their team members.

Pros and Cons of Task-Oriented Management

Like any leadership style, task-oriented management has its advantages and disadvantages. Here are some of the key pros and cons of this approach:

Advantages of Task-Oriented Management

Increased Efficiency and Productivity

One of the main benefits of task-oriented management is that it can help increase efficiency and productivity. By setting clear goals and expectations, task-oriented managers can help their team members stay focused and on track. This can be especially important in industries where time and resources are limited.

Clear Goals and Objectives

Another advantage of task-oriented management is that it tends to be very goal-focused. Task-oriented managers are often very clear about what they want to achieve, and they work hard to ensure that their team members understand and support those goals. This can help create a sense of purpose and direction within the team.

Disadvantages of Task-Oriented Management

Limited Creativity and Innovation

One of the main downsides of task-oriented management is that it can sometimes stifle creativity and innovation. When the focus is primarily on achieving specific goals, team members may be less likely to take risks or try new things. This can be especially problematic in industries where innovation and adaptation are key.

Reduced Employee Morale and Job Satisfaction

Another disadvantage of task-oriented management is that it can sometimes lead to lower levels of employee morale and job satisfaction. When team members feel like they are only valued for their ability to complete tasks, they may be less engaged and invested in their work. This can lead to higher rates of turnover and lower productivity over time.

Situations Where a Task-Oriented Manager Would Thrive

While task-oriented management is not necessarily the best approach for every situation, there are some environments where it can be particularly effective.

In industries where efficiency and productivity are key, task-oriented management can be a good fit. For example, in manufacturing or construction, where time and resources are limited, a task-oriented approach can help ensure that projects are completed on time and on budget.

Ways for Task-Oriented Managers to Become More People-Oriented

While task-oriented management can be effective in some situations, it’s important for managers to be able to balance efficiency with strong people skills. 

Here are a few tips for task-oriented managers who want to become more people-oriented:

Focus on Building Strong Relationships

One of the key ways for task-oriented managers to become more people-oriented is to focus on building strong relationships with their team members. This means taking the time to get to know each person on the team, listening to their concerns and ideas, and showing that you value their contributions.

Encourage Feedback and Input

Another important way to become more people-oriented is to encourage feedback and input from your team members. This means creating a culture where people feel comfortable sharing their ideas and opinions, and where they know that their contributions are valued.

Focus on Growing Emotional Intelligence

Emotional intelligence is a critical aspect of effective leadership. Leaders who possess emotional intelligence are better able to manage their own emotions and empathize with the emotions of their team members. 

This leads to better communication, increased trust, and improved teamwork. Leaders can develop their emotional intelligence by practicing self-awareness, self-regulation, motivation, empathy, and social skills.

What is a People-Oriented Team Leader?

A people-oriented team leader is a type of leader who prioritizes the well-being, development, and happiness of their team members over task completion. They place a strong emphasis on creating a positive and supportive work environment where employees feel valued, respected, and appreciated. 

This is what sets apart a team leader vs. manager. Unlike task-oriented managers who tend to focus primarily on completing tasks and meeting deadlines, people-oriented leaders prioritize building strong relationships and fostering collaboration among their team members.

Key Traits and Characteristics of a People-Oriented Team Leader

• Strong communication skills
• Empathy and emotional intelligence
• Collaborative mindset
• Focus on employee development and growth
• Ability to build and maintain strong relationships
• Prioritization of team well-being and happiness

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What are the Pros and Cons of a People-Oriented Team Leader

As with any leadership style, there are both advantages and disadvantages to being a people-oriented team leader. Here are a few to consider:

Pros

• Increased employee engagement and motivation
• Higher job satisfaction and retention rates among employees
• Improved team collaboration and communication
• Higher levels of trust and respect among team members
• Better problem-solving and decision-making through collaborative efforts

Cons

• Potential for decreased productivity if tasks and deadlines are not prioritized
• Difficulty making tough decisions that may negatively impact team members
• Tendency to avoid conflict, which can lead to unresolved issues
• Risk of becoming too emotionally invested in team members, leading to burnout or favoritism

Where Do People-Oriented Leaders Thrive?

People-oriented team leaders tend to excel in situations where teamwork and collaboration are essential, and where the team members require more support and guidance. 

They thrive in environments where trust and open communication are valued, and where employees are encouraged to share their ideas and opinions freely. 

People-oriented team leaders can also be particularly effective in situations where employee morale is low, and where there is a need to rebuild trust and improve team dynamics.

What are Ways that a People-Oriented Team Leader Would be Able to Grow to be More Task-Oriented?

Set Clear Goals and Expectations

One way for a people-oriented leader to become more task-oriented is to set clear goals and expectations for team members and hold them accountable. This can involve breaking down large tasks into smaller, more manageable goals, and ensuring that each team member understands what is expected of them. 

Develop a System for Tracking Progress and Ensuring Deadlines are Met

Another way to become more task-oriented is to develop a system for tracking progress and ensuring deadlines are met. This can involve using project management tools or scheduling regular check-ins with team members to review progress and identify any roadblocks. 

Prioritize Tasks Based on Importance and Urgency

To be more effective at task management, a people-oriented leader can work on prioritizing tasks based on their importance and urgency. This can involve assessing which tasks are most critical to the success of the project and ensuring that those tasks are completed first. 

Delegate Tasks Effectively

Delegating tasks effectively is another important skill for a people-oriented leader to develop. This involves assigning tasks to team members based on their skills and strengths, and ensuring an even distribution of workload among team members. 

Seek Feedback to Identify Areas of Improvement

People-oriented leaders can seek feedback from team members and supervisors to identify areas of improvement in their task management skills. This can help them continue to grow and develop as a leader, and ensure that they are able to effectively balance the needs of their team with the demands of the project.

Balancing People-Oriented and Task-Oriented Natures: The Perfect Leader

The perfect leader is one who can strike a balance between being task-oriented and people-oriented. This is the difference between a team leader vs. manager.

While being focused on tasks is important to ensure that goals are met and projects are completed, it is equally important to have a strong focus on people. 

This means being able to understand the needs and emotions of team members, communicating effectively, and building strong relationships. Leaders who are able to balance these tendencies are better able to inspire and motivate their team members to perform at their best, while also ensuring that work is completed to a high standard.

Successful Leaders Who Have Balanced Both Managerial and Leadership Responsibilities

Howard Schultz, the former CEO of Starbucks, was known for his ability to inspire and motivate his team members while also achieving the company’s financial goals. 

He accomplished this by creating a culture of inclusivity and diversity, while also implementing strategies to increase profitability and growth.

His focus to improve the work environment and benefits for his employees resulted in employees who cared about the company’s bottom line and worked toward meeting goals and working above and beyond their expectations. 

Final Thoughts: Team Leader vs. Manager

One key takeaway from all of this is the importance of understanding the distinction between these two roles in order to be an effective leader. While managing tasks is important, it’s equally important to support and motivate your team members.

So, if you’re looking to improve your leadership skills, focus on developing your emotional intelligence. Keep working to find a balance between managing tasks and supporting your team members. Remember, becoming a great leader is a continuous process of growth and development.