Have you used the “F” word recently? If you’re in business in a serious way, you should have. If not, you don’t really know what it is you’re supposed to be doing!

The word(s) I’m referring to have more than four letters, and relate to things that are more complex, and perhaps more fulfilling than whatever else you may have been thinking.

Executive roles in business are often styled as ‘Leadership’ and ‘Management’. While most of us would agree that these are vitally important roles, essential to the ongoing success of the organization and thus a continuing concern in our daily activities, we can’t define either term with any reasonable degree of consensus.

Most of us too, would concur with the proposition that the two functions or roles are different. They are, in effect, separate “tools” in the executive’s briefcase, to be used as appropriate. Still there’s no real clarity.

Here’s a suggested definition for each. A leader is someone who focuses the need for change within others and creates a new reality. A manager is someone who gets results through other people by making them successful.

Please feel free to amend them if you see fit.

Now, in any organization there’s a need for control. This is a complex issue, made up of the combined efforts of those who govern (the directors), those who lead (the executive), and those who implement (the managers). Governance sets the overall direction and impetus for the organization. Leadership establishes plans and organizes resources and standards that will put intended direction into practice. Management implements plans and also monitors activities against set plans. We have control!

Even if we have control, we still need to make it work.

The best way we can do this is through people. It’s people who have the knowledge, skills and motivation to translate intentions into results – if they are properly led and managed. They’ll be ready, willing and able to make a contribution – if the conditions are ‘right’. The organization needs both, control and contribution. Our intention is to lead and manage in such a way that will produce both.

Leaders and managers thus have two quite separate roles to play – one in the organizational domaine (where the need is for control) and another in the individual’s domaine (where the need is for contribution) – a clear distinction, but one which is rarely considered. So, let’s think about the “F” words.

For leaders and managers in the organizational domaine the word is FOCUS. The emphasis for leaders is on focusing ‘what’ it is that has to happen – to focus initial control. For the manager the focus is on ‘how’ to make it happen in the most effective and efficient manner – to focus ongoing control.

In the individual domaine – where the need is for contribution rather than control – leaders and managers need to see their roles differently. People don’t want to be controlled – most can do that for themselves! They want to contribute, each in his/her own way. The purpose of the leader and manager in this domaine therefore, is to FACILITATE.

Leaders can facilitate best by mentoring – translating the organizational goals, priorities and standards to the ‘reality’ of each contributing individual – the initial contribution. This helps each individual to understand ‘what’ is expected. Managers, on the other hand, facilitate results by coaching – refining and enhancing performance and assisting in the achievement of personal mastery – the ‘how’ of performance improvement and the ongoing contribution.

So, who controls individual contribution? The one who is best positioned to monitor activities against intentions and to make instantaneous and ongoing adjustments. The individual himself, that's who!

Obviously, this cannot occur if the individual is not fully aware of what is required. Performance won’t improve either, without support or encouragement. No problem!

This is what leaders and managers do, isn’t it?