Anyone within an organization has the potential to become a    leader, but managers must be leaders. In schools and in    our organizations we have been taught and conditioned to    believe that managers and leaders are two separate people which    is quite a harmful assumption. As a result we have managers who    cannot lead and leaders who cannot manage. A leader who cannot    manage has a vision of where they want to go but no idea of how    to get there. A manager who cannot lead is not able to build    trust and create engagement within an organization to get to    where they need to go. Neither of these scenarios are practical    or effective.  
    Management and    managers are human inventions that were designed with a single    purpose in mind, to enforce controls and protocols. The role of    a manager was to make sure that employees showed up on time,    did their jobs, didnt cause any problems, and showed up the    next day to repeat the process. There was no emphasis on    creativity, innovation, engagement, empowerment, or the like;    nor was there a need for any of these things. However today we    live and work in a very different world where all of these    things are essential. This means that managers must be    leaders.I believe we have reached an important tipping    point which is forcing us to rethink managers    andmanagementaltogether  
    I have been exploring this in a series of posts which you can    find here (with much more on the way):  
    The stereotypical manager focuses on control, delegation,    productivity, the bottom line, process, and efficiency. The    leader focuses on vision, engagement, big ideas, empowerment,    innovation, and transformation. One without the other is    meaningless. Jeff Bezos and    Steve Jobs are    of course considered to be great leaders in the world of    business, but do you think that they didnt know how to build a    team, look at the bottom line, execute strategies, and improve    productivity? Of course they did. We dont need to look to the    likes of Bezos or Jobs, any manager regardless of how junior or    senior needs to be able to come up with big ideas, inspire    employees, take on a certain degree of risk, or engage team    members. We spend a lot of time taking people in    positions of power and trying to train them to be leaders when    we should be finding the leaders inside of our organizations    and training them to be managers. The only thing worse than    working for a manager that cant lead is missing out on the    opportunity to turn our existing leaders into managers. We need    to stop assuming that managers is a dirty word, if managers    must be leaders then they should be looked at with a positive    lens.  
    Greg Schott, the CEO of Mulesoft is a managerthat    personally interviews every candidate that applies to work    there.  
    Todd Etter, the chief collaboration officer of The Motley Fool    is a managerwho uses games to inspire and engage his    employees.  
    Lynanne Kunkel, the VP of Global Talent Development at Whirlpool Whirlpool is a    managerthat recently helped introduce a program across    the company that instills the values of leadership and    innovation across all employees.  
    Bob Chapman, the CEO of Barry-Wehmiller Companies, is a    managerwho measures heart count at his company to look    at how engaged and happy the employees are.  
    Scott Abel, the CEO of Spiceworks, is a managerwho has    something called slices with Scott where he orders pizzas for    the whole company who then get to spend hours asking Scott any    questions they want whether it be whats our company strategy    going forward to how come you dont have kids?  
Excerpt from: 
Why All Managers Must Be Leaders