1. Managers promote stability while leaders press for change, and only organizations that embrace both sides of that contradiction can thrive in turbulent times. --John P. Kotter, “What Leaders Really Do”
Outline:
3 Dimensions
Analysis of examples
When we talk about leadership at universities, we frequently use the metaphor of the big ship – powerful, but takes time to change direction.  
Ship analogy fits well with Kotter’s view of leadership and management:
We need complementary strategies to keep the ship in top condition and moving in the right direction.
Management to cope with complexity and promote stability; Leadership promotes change.
Both are necessary for success in a complex and volatile environment.
We’re going to talk about the activities that distinguish management and leadership in each of three dimensions
Steven and Rhonda are going to take us through some examples.

2. 1: Orientation to the Future
Management
Leadership
Planning and Budgeting 
Goal: Managing complexity
Setting goals for the short-term future
Setting a Direction
Goal: Leading to constructive change
Developing vision for more-distant future, along with strategies for producing changes
First dimension is about charting our ship’s course for the future
Managers set short-term goals to manage complexity. Activities like planning and budgeting move things forward.
Leaders, however, set a direction that is further on the horizon. Their goal is to lead change and develop strategies to achieve the vision.

3. 2: Developing Capacity to Achieve Plans
Management
Leadership
Organizing and staffing
Creating an organizational structure, set of jobs, staffing, communicating and delegating
Aligning people
Communicating direction to those who can create coalitions committed to achievement of vision
second dimension is developing capacity to achieve plans.
Managers focus on organizing and staffing: on a ship, hiring the captain, first mate, engineers, and cooks; communicating and delegating to keep the ship running smoothly.
Leaders, however, focus on aligning people. Communicating direction to leaders who can motivate groups to work in the right direction to slowly turn the ship.

4. 3: Assuring Plan Accomplishment
Management
Leadership
Controlling and Problem-Solving:
Monitoring results 
Identifying deviations
Problem-solving
Motivating and Inspiring: 
Keeping people moving in right direction
Appealing to human needs, values, emotions
The third dimension is assuring progress:
Managers do so by checking the gages, identifying and fixing problems that crop up.
Leaders, however, assure accomplishment by motivating and inspiring their crew to keep them moving in the right direction.
SO, complementary activities of management and leadership along these three dimensions keep the ship in tip-top shape and moving in the right direction. Both are essential.

5. Example 1: Focus on Management
Planning and Budgeting
Organizing and Staffing
Controlling and Problem- Solving

6. Example 2: Focus on Leadership
Setting a Direction
Aligning People
Motivating and Inspiring