Are You a Manager or Leader? Here’s How to Tell and Why It Matters

Leadership and management are terms often used interchangeably, but they’re far from the same. Each requires distinct skills and mindsets that play critical roles in a restaurant’s success.

While managers excel at planning, organizing, and maintaining day-to-day stability, leaders inspire, innovate, and challenge the status quo to drive change. The challenge—and opportunity—lies in blending these roles to fully engage your team and propel your business forward.

Companies that do this well are not only better places to work, but they’re also more operationally sound. According to Gallup, profits can rise by 21 percent, with a 17-percent higher productivity rate when employee engagement is prioritized. 

Let’s explore the key traits of managers and leaders and why strengthening your abilities in each role is a worthwhile goal.

The Role of a Manager

Managers are the backbone of any restaurant or organization, with core responsibilities including: 

• Setting Goals: Collaborating with their team to establish clear objectives and actionable steps.
• Providing Feedback: Monitoring performance and offering constructive feedback to help employees grow.
• Coordinating Resources: Ensuring the right people, tools, and processes are in place to meet goals.
• Enforcing Policies: Upholding company standards with fairness and consistency.

Managers create the structure and accountability needed to maintain order and achieve short-term goals. However, long-term growth requires more than operational expertise. It demands visionary leadership. 

The Role of a Leader

Leaders focus less on tasks and more on the bigger picture. They ignite passion and purpose in their teams, shape the company culture, and empower employees to reach their full potential. 

Outstanding leaders foster a sense of purpose and ownership, showing their teams they are valued.

Key traits of a leader include:

• Inspiring a Vision: Crafting a compelling picture of the future that motivates others.
• Building Trust: Fostering relationships based on authenticity and reliability.
• Encouraging Innovation: Creating an environment where new ideas and calculated risks are welcomed.
• Empowering Others: Supporting team members in discovering and developing their strengths.

Leadership isn’t about wielding authority; it’s about influence.  Outstanding leaders foster a sense of purpose and ownership, showing their teams they are valued. In doing so, they empower others, elevate performance, and pave the way for greater accomplishments.

Can You Be Both?

The best managers often exhibit leadership qualities, and the most effective leaders understand the value of capable management. It’s not about choosing one role over the other—it’s about blending both through practice and intention to amplify your impact.

The key is to identify your strengths and areas for growth. These questions might help:

• Do you excel at organizing and executing tasks or thrive on inspiring and influencing others?
• Are you more comfortable maintaining processes, or do you prefer driving innovation and change?
• How do you handle challenges—through careful planning or rallying your team around a shared purpose?

Let's examine two examples to see how these roles play out in real life.

Real-Life Examples

Take Maria, a general manager I worked with at Potbelly. Maria excelled at scheduling shifts, complying with labor laws, and hitting sales targets. However, her hyperfocus on completing these tasks left her team feeling disconnected. Turnover was high, and morale was low.

One day, after a busy lunch, Maria overheard a crew member say, “It’s just a job. Why should I care if we hit numbers?” She realized she needed a new approach, one that went beyond managing tasks. She began holding team huddles to check on her staff’s needs, celebrate individual contributions, and encourage personal and professional growth.

Within months, the culture transformed. Turnover dropped, engagement rose, and customers noticed the positive energy. Maria’s team began reaching quotas and, more often, exceeding them. Her new blend of operational expertise and leadership principles allowed the team to find its stride. 

Contrast this with James, a district manager with a compelling vision for growth. While James was a natural leader capable of inspiring his team, operational cracks emerged as his region expanded. Scheduling errors and inefficiencies caused unnecessary stress. When James committed to strengthening his management skills—implementing systems, tools, and training—his district and vision scaled with ease.

Developing Your Skills

Maria’s and James’s stories highlight that you don’t have to choose between being a manager and a leader—you can, and should, strive to embrace both. Blending these approaches will elevate the reach of your contributions.

If you’re currently in a managerial role and want to expand your leadership abilities, here are some strategies to consider:

• Cultivate Emotional Intelligence: Manage your emotions and empathize with others.
• Lead by Example: Model integrity, accountability, and enthusiasm.
• Encourage Collaboration: Create a safe space for sharing new ideas, concerns, and teamwork.
• Invest in Personal Growth: Continuously seek opportunities to learn and grow.

For natural leaders, strengthening managerial skills enhances your ability to execute your vision. Here’s how to do that:

• Prioritize Organization: Use tools and systems to streamline workflows and delegate effectively.
• Set Clear Expectations: Define your team's roles, responsibilities, and measurable goals.
• Master Time Management: Balance strategic thinking with daily demands.
• Embrace Accountability: Ensure employees follow processes and meet commitments.

The Road Ahead

Ultimately, the goal isn’t to pick a side. Restaurants need both roles to succeed; individuals who can blend these skills will have the most significant impact. By identifying your strengths, addressing areas for growth, and committing to continuous development, you can become the kind of leader-manager who drives teams and businesses toward lasting success.