As I do more and more work with leaders in the social impact space, I often find myself distinguishing the differences between a manager, a leader, and a changemaker. Even though I sometimes use these terms interchangeably, and they’re not mutually exclusive, I think there’s a nuance to each that’s worth exploring.
If you’re dedicated to social justice and making a tangible difference in the world, some idea of the subtle differences between them and what’s needed in the moment can amplify your impact, and drive meaningful change more effectively. Here are some of my thoughts on the distinctions – and this is my first attempt at this so I’d love to hear your thoughts too!
Managers: The Backbone of Execution
Let’s start with managers—picture them as conductors orchestrating day-to-day delivery. They keep the whole operation running smoothly, focusing on enabling people, projects, and organizational goals. Managers solve problems, adapt, foster culture, develop and harmonize diverse talent, allocate resources, make decisions, and mobilize a cohesive and successful performance towards a desired outcome. Good managers, while still having that spark of inspiration and a knack for leading, are mostly about making things happen, about execution and getting the job done.
In essence, management is the linchpin that transforms aspirations into achievements. It is the force that turns plans into reality, providing the structure and guidance necessary for organizations to thrive.
Leaders: The Compass of Vision
Leadership is a dynamic and transformative force that goes beyond the realm of execution: it serves as the compass of a grand adventure. A true leader serves as the visionary architect, crafting a compelling narrative of a desired destination and inspiring others to join in the journey towards that shared vision and purpose. Picture a leader as the catalyst for change, steering the ship of progress with a steadfast commitment to a brighter horizon.
Leaders are present in all facets of life – they could be the VP navigating a corporate boardroom or the 7-year old on a playground leading peers towards kindness and inclusivity. Effective leaders question the status quo, and propel others towards the best version of themselves and a better future. Leaders guide, challenge, inspire, and empower, ensuring that the path taken is not just traversed but embraced with enthusiasm and purpose.
Changemakers: The Unrecognized Force for Positive Change
And then, there’s the concept of being a changemaker, which I see as the unsung heroes of positive transformation. A changemaker is anyone who sparks significant change for the greater good. Their contribution is not necessarily about managing systems or providing leadership in a traditional sense — although it might be, or it might turn out to be eventually.
Most of the time, they are simply everyday individuals (who may or may not already have a platform for change), who through their passions and convictions, and often their frustrations, become the voice of something that affects the collective, at the right timing for that issue to capture others’ hearts too. In my experience, changemakers often don’t have a formal plan, but instead speak up for issues and causes they believe need changing, issues like social justice and equity, addressing climate change, anti-bullying, the need for community gardens — anything really — and are determined to do something even if they don’t really know what they’re doing or if it will make a difference. I’ve noticed that they don’t even realize they’re stepping into a changemaker role at first. Think about 15-year old Greta Thunberg before anyone knew her name sitting in front of the Swedish parliament by herself with a sign. Or Harvey Milk a shopkeeper who was fed up with the anti-gay sentiment in The Castro and started a movement (see the video below to find out more).
Changemakers are so committed to the cause (even if they haven’t even realized it yet) that they’re willing to take initial steps and actions even without knowing whether it will make a difference. It’s those first lonely and ambiguous steps that are the hardest. And the most important.
But here’s the kicker—these roles of manager, leader, or changemaker aren’t exclusive. They dance around each other, and I find myself using “leader” and “changemaker” interchangeably at times. In the end, the world needs all of them. We need the managers to keep things running smoothly, the leaders to guide us toward brighter horizons, and the changemakers to shake things up when the status quo needs a good shake. The diverse blend of these roles is what propels us collectively toward positive change.
I’d love to hear your perspective! What do you think? Which one do you gravitate to more easily? Do you have a bigger hunger or desire you want to follow? What’s standing in your way?
