Mentioned in this module was Kotter’s central argument, "Managers focus on promoting stability and leaders press for change,” which leads me to realize that managers maintain a prescribed order and consistency in their work, whereas leaders inspire and align people while setting the direction, which may move in a new course in the future.  There is a balance between the two separate entities that reminds me of a performance of the Tango where both partners meld into a well-orchestrated and choreographed movement across the dance floor as they adapt to new environments.

Leaders have their eye on the horizon (future), whereas managers are focused on the here and now (present).  In both instances, leaders and managers may gain insights from the organization's former unfolding events (past) and apply their new-found wisdom for the benefit of the teams and the organization as a whole.

The element of inspiring or influencing others is characteristic in leaders, whereas, managers are intentional in focusing on controlling resources (i.e., employees who are a high-value asset), and managers are on a mission to fulfill the vision set forth by the leader.   

Both roles are valuable for a company. 

A company needs not only strong leaders but strong management.

I enjoyed how this course explained that you can be a leader at any stage of your employment. That is uplifting, and I want to encourage this to our staff.

This has been a good reminder a manager and a leader are two completely different roles.

Self awareness is key to understanding your team in a more effective way. 

Managers assign work to a team member and hold the decision-making power with a short-term goal, while a leader has a clear direction and long-term goals, accepts consequences and actions, inspires and motivates others, and understands and supports team members.

I realized I am a leader, not a manager. I have long-range vision and am not good at the day-to-day operations. 

This module reminded me that managers are made, not born.