Average Manager vs. Great Manager: 10 Key Differences Explained

Discover the 10 key differences between an average manager and a great manager, explained through storytelling and visuals.

Introduction: The Power of Leadership

Leadership is not just about holding a title; it’s about the ability to inspire, guide, and transform a team. The difference between an average manager and a great manager can drastically impact employee morale, productivity, and even a company’s bottom line.

Imagine this: You walk into a meeting where one manager’s approach leaves the team feeling frustrated and disoriented. Meanwhile, another leader fosters clarity, collaboration, and enthusiasm. What makes one leader flourish while the other falters? This article breaks it down with 10 easy-to-understand sketches and real-life examples, showing you how great managers elevate their teams.

Whether you’re a seasoned leader or an aspiring one, these insights will help you bridge the gap from being an average manager to becoming an exceptional leader.

(Insert Featured Image: A side-by-side comparison of an "Average Manager" versus a "Great Manager" in an engaging visual.)

1. Assigning Tasks: Delegation vs. Empowerment

Average Manager:

An average manager assigns tasks without much explanation. “Do this,” they say, focusing solely on execution. This leaves employees feeling like cogs in a machine with little understanding of the bigger picture.

Sketch 1: A manager pointing to a task list, while employees look confused.

Great Manager:

A great manager explains the “why” behind the task. They align assignments with the team’s strengths and goals, empowering employees to take ownership.

Example:Instead of saying, “Finish this report by EOD,” a great manager says, “This report will help our team secure new funding. I trust your expertise to make it stand out.”

(Insert Sketch 1 here: A manager engaging with the team, explaining a task's purpose, and employees nodding confidently.)

2. Delivering News: Transparency vs. Avoidance

Average Manager:

Average managers often sugarcoat bad news or avoid delivering it altogether. This creates mistrust and blindsides employees when reality sets in.

Sketch 2: A manager hiding behind their desk, with employees looking worried and confused.

Great Manager:

Great managers approach difficult conversations with honesty and empathy. They explain the situation, acknowledge concerns, and focus on solutions.

Example:“Team, the project’s budget has been cut. Let’s discuss how we can adjust and still deliver results.”

(Insert Sketch 2 here: A manager addressing the team with open body language, fostering trust.)

3. Conducting 1:1s: Checking Boxes vs. Building Relationships

Average Manager:

For an average manager, 1:1 meetings are transactional. They focus on task updates and rarely dive into the employee’s personal growth or challenges.

Sketch 3: A bored manager staring at a laptop during a 1:1, while the employee looks disengaged.

Great Manager:

A great manager uses 1:1s to connect on a deeper level. They ask meaningful questions, provide guidance, and show genuine interest in the employee’s aspirations.

Example Questions:

• What skills would you like to develop?
• Are there any challenges you’re facing that I can help with?

(Insert Sketch 3 here: A manager actively listening during a 1:1, with thoughtful expressions from both parties.)

4. Giving Feedback: Criticism vs. Coaching

Average Manager:

Feedback from an average manager often feels like criticism. It focuses on what went wrong, leaving employees defensive or demoralized.

Sketch 4: A manager pointing at mistakes on a document, while the employee shrinks in their seat.

Great Manager:

Great managers frame feedback as coaching opportunities. They highlight what went well and suggest actionable ways to improve.

Example:“I loved your creativity in this presentation. To make it even better, consider organizing your points more clearly for maximum impact.”

(Insert Sketch 4 here: A manager and employee collaborating over feedback with positive body language.)

5. Dealing with Turbulence: Panic vs. Poise

Average Manager:

When challenges arise, average managers react with stress and urgency, creating a chaotic environment.

Sketch 5: A frazzled manager with stacks of papers, employees running around aimlessly.

Great Manager:

Great managers stay calm under pressure. They assess the situation, communicate clearly, and lead the team toward solutions.

Example:“Here’s the issue we’re facing. Let’s brainstorm solutions together and divide the work to tackle it efficiently.”

(Insert Sketch 5 here: A manager leading a team calmly during a crisis, with employees confidently contributing ideas.)

6. Recognizing Effort: Ignoring vs. Celebrating

Average Manager:

Recognition isn’t a priority for average managers. They assume good work speaks for itself.

Sketch 6: A manager walking past an employee’s desk with no acknowledgment of their hard work.

Great Manager:

Great managers make recognition a habit. They celebrate achievements, both big and small, fostering motivation and morale.

Example:“Shoutout to Alex for meeting the tight deadline on our campaign. Your dedication didn’t go unnoticed!”

(Insert Sketch 6 here: A manager applauding an employee in front of the team, with smiles all around.)

7. Decision-Making: Dictating vs. Collaborating

Average Manager:

Decisions from an average manager are top-down, often made in isolation.

Sketch 7: A manager behind a closed door, writing on a whiteboard alone.

Great Manager:

Great managers involve their team in decision-making, valuing diverse perspectives and fostering ownership.

Example:“We need to decide on the campaign’s direction. Let’s brainstorm together and finalize a plan.”

(Insert Sketch 7 here: A team gathered around a table, brainstorming collaboratively with their manager.)

8. Supporting Growth: Stagnation vs. Development

Average Manager:

Average managers focus on immediate tasks, neglecting long-term employee development.

Sketch 8: An employee stuck at a desk with cobwebs forming around them.

Great Manager:

Great managers prioritize growth by offering training, mentorship, and opportunities for advancement.

Example:“I noticed your interest in data analytics. Let’s enroll you in a relevant workshop to build those skills.”

(Insert Sketch 8 here: A manager handing an employee a training opportunity brochure.)

9. Communication: Directing vs. Connecting

Average Manager:

Communication from an average manager feels transactional and impersonal.

Sketch 9: A manager giving instructions with a megaphone, while employees look disinterested.

Great Manager:

Great managers communicate with empathy, ensuring their message resonates and fosters collaboration.

Example:“Here’s what we need to achieve and why it’s important. Let’s discuss how we can tackle it together.”

(Insert Sketch 9 here: A manager using approachable body language while engaging with the team.)

10. Managing Conflict: Avoidance vs. Resolution

Average Manager:

Conflicts are swept under the rug, leading to unresolved tension.

Sketch 10: Two employees arguing while the manager looks the other way.

Great Manager:

Great managers address conflicts head-on with fairness and active listening, fostering a harmonious work environment.

Example:“I noticed some tension between you two. Let’s sit down and resolve this together.”

(Insert Sketch 10 here: A manager mediating a productive conversation between two employees.)

Conclusion: Strive for Greatness

The transition from an average manager to a great manager requires intentional effort and self-awareness. By empowering your team, communicating effectively, and prioritizing growth, you can foster a positive and productive workplace.

Call to Action: Are you ready to elevate your leadership skills? Start by implementing one of these practices today and watch your team thrive. Share this article with fellow managers to spread the message of impactful leadership.

Leadership, Management, Effective Teams, Team Building. Category: Leadership Insights.