Lesson 2: Leadership vs. Management

‍“Leadership is not about being in charge.It’s about taking care of those in your charge.” — Simon Sinek

When you first became a director, chances are nobody handed you a leadership manual.
You were probably handed keys. A schedule. A staffing binder. A stack of licensing requirements.

And the unspoken expectation: Keep it all together.

So, you got to work. You fixed what broke.Filled in when staff called out. Solved parent complaints. Rearranged the schedule. Put out fires. Picked up the slack.

In other words: you managed.

And while managing is necessary, it’s not the same as leading.

As a director, you wear two hats: manager and leader.

But these roles are not the same.

Both are important—and both are necessary for your center to thrive.  

But when you lead with management alone, you risk becoming reactive, overwhelmed, and disconnected from your team.  

The key is knowing when to manage, when to lead, and how to blend the two intentionally.

What’s the Difference?

Imagine your center as a bus. Management keeps the wheels turning—it fuels the bus, keeps it maintained, and makes sure it’s on time.

But leadership is the driver—and we all know what it is like to be in the backseat of a bad driver!  Driving too fast, too slow, too close, too erratic.  Even if you are sitting in the backseat of a Rolls Royce, a bad driver can make the experience terrible.

Here is what the two look like:

Leading Only Through Management

Many directors stay in "manager mode" because it's familiar. It's measurable. It's safe.

• The schedule is printed
• Licensing binder is updated
• Classroom counts are turned in

These are all important—but they don’t grow your team.

Staff don’t follow systems. They follow people. They follow you.

If you only manage tasks without inspiring people, you'll find yourself constantly fixing, reminding, and repeating.

Shifting and Balancing

You don’t have to choose between being a great manager or a great leader.

In fact, your team needs both.

Leadership without management is chaos.Management without leadership is control.

The most effective directors bring structure and heart. Clarity and vision. Accountability and support.

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Ask Yourself:

• Are you solving problems for your team—or teaching them how to solve problems themselves?
• Are you constantly in “fix-it” mode—or building systems that prevent fires?
• Are you focused on compliance—or creating a culture where excellence is the norm?

The Shift Begins Here True leadership starts when you:

• Step back from doing it all yourself
• Start developing others instead of just directing them
• Lead with presence, not pressure

Management That Still Matters

Leadership is your long game—but good management keeps the day running.  Even if you delegate, you will still need to ensure over site on essential aspects of your program(s).

Even as you grow your leadership, there are essential management areas you can’t ignore.  For example:

·       Staffing & Schedules – Making sure classrooms are covered, breaksare protected, and ratios are met.

·       Compliance & Safety – Ensuring child and staff safety andstaying on top of licensing, health, and documentation requirements.

·       Operations – Ensuring smooth drop-offs, clean and safe environments,and organized transitions.

·       Communication Systems – Keeping staff informed through clear,consistent channels.

You don’t need to do everything yourself—butyou do need to ensure these things are done well. Remember,management keeps the wheels turning. Leadership sets the direction.

How Leadership Transforms Management

As your leadership grows, you may find yourself needing to manageless—because people who feel inspired, valued, and trusted rise to meetexpectations without constant oversight.

In leadership:

·       You don’t just enforce policies—you explaintheir purpose.

·       You don’t just assign tasks—you coach peopletoward growth.

·       You don’t just correct behavior—you inspirebetter choices.

·       You don’t just fill shifts—you build a team.

Reflection Prompt:

Where do you naturally lean—leadership ormanagement?

Ask yourself:

·       Am I spending more time on paperwork orpeople?

·       Am I correcting behavior—or coaching skill?

·       Am I holding others accountable—or justpicking up the slack?

If your days feel reactive, it’s time tobring more leadership into the mix.

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