Managing People vs Leading People series Part 16 of 17. Managers of people transfer responsibility, blame others, and create distrust among their team. Leaders of people take responsibility, blame themselves, and build trust with their team.

Managing People vs Leading People series Part 15 of 17. All of our growth happens outside of our comfort zone. Managers of people seek to remain in their comfort zone while leaders of people seek to move beyond their comfort zone.

Managing People vs Leading People series Part 14 of 17. Managers of people want to travel existing roads where everything is familiar. Their goal is to maintain the status quo. Leaders of people want to explore and create new paths. They prefer and expect things to change and seek continuous improvement.

Managing People vs Leading People series Part 13 of 17. When things go wrong, managers of people are quick to "look out the window" for someone to blame and create distrust with others. However, when things go wrong, leaders of people are quick to "look in the mirror" and take the blame which builds trust with others.

Managing People vs Leading People series Part 12 of 17. Managers of people look for opportunities to take the credit and create distrust with others. Leaders of people look for opportunities to give credit to others and build trust with others.

Managing People vs Leading People series Part 11 of 17. Managers of people grow slowly and accidentally while avoiding growth beyond what is required. Leaders of people grow quickly and intentionally while growing far beyond what is required.

Managing People vs Leading People series Part 10 of 17. Managers of people are concerned with being right and allow their pride and ego to guide them. Leaders of people are concerned with doing what is right and allow their humility to strengthen them.

Managing People vs Leading People series Part 9 of 17. Managers of people avoid conflict and hope it goes away without intervention. Leaders of people use conflict to strengthen relationships while growing and developing the character of those on their team in an effort to minimize and eliminate conflict before it becomes an issue.

Managing People vs Leading People series Part 8 of 17. Managers of people avoid risk and attempt to maintain the status quo. They don't rock the boat and don't want others rocking the boat. They seek comfort. Leaders of people take smart risks. They know growth occurs outside of their comfort zone. As a result, leaders become comfortable being uncomfortable. Leaders understand embracing risk is simply another part of the journey. Taking a risk is often the next step.

Managing People vs Leading People series Part 7 of 17. Managers of people thrive on controlling people and attempt to manipulate their team. Leaders of people exhibit passion, focus on releasing people, and attempt to motivate and inspire their team.