I always kick off my workshops with a question that sparks lively debate:
“What’s the difference between leading and managing?”
Then, I take it a step further:
“Is a Scrum Master a leader or a manager?”
These questions often lead to intriguing discussions, as many people struggle to clearly define the difference and blur the lines between the two. In this blog, I’ll break down these concepts and clarify the distinction once and for all.
If Managers Manage and Leaders Lead, What Sets Them Apart?
Let’s dive in.
Can you manage scope? Absolutely.
Can you manage time? Yes.
Can you manage cost? Of course.
Can you manage people? Well… that’s where things get tricky.
The answer depends on the nature of the work.
When the work is simple, repetitive, and predictable—requiring little creativity—it can be managed like resources on a spreadsheet.
However, when the work becomes more complex—requiring problem-solving, innovation, and creativity—management alone isn’t enough. In these cases, controlling tasks won’t lead to success. What’s truly needed is leadership—enabling knowledge workers to thrive, collaborate, and create innovative solutions to complex challenges.
Here’s the key point: Knowledge workers can’t be managed into greatness. They need to be led.
Leadership vs. Management: The Key Distinction
A manager’s job is to control.
A leader’s job is to inspire.
Managers focus on scope, time, cost, budgets, and processes.
But people? People must be led.
And here’s the thing—you can’t be a leader unless people willingly follow you.
What Makes People Follow a Leader?
Leadership isn’t about job titles or authority. It’s about human connection. People don’t follow a leader because they’re told to—they follow because the leader gives them something to believe in.
Here’s what makes a difference:
A Sense of Belonging: People want to be part of something bigger than themselves—a team, a vision, a shared purpose. A great leader makes them feel like they’re part of something meaningful.
Feeling Valued: Nobody wants to feel like just another cog in the machine. People want to be seen, heard, and appreciated—not just for their work, but for who they are. A great leader recognizes individuals, not just employees.
A Clear Sense of Reward: At the end of the day, people want to know—what’s in it for me? Recognition, incentives, promotions, or even a simple acknowledgment of a job well done can have a huge impact.
A Reason to Be Excited: People don’t just want to do their jobs—they want to feel energized and motivated. Leaders bring passion and enthusiasm, turning ordinary work into something meaningful.
That’s why the best leaders don’t just manage people—they inspire them.
And that brings us back to our original question…
Where Does That Leave a Scrum Master?
Are they simply managing tasks, tracking backlog items, and enforcing processes?
Or are they creating an environment where teams feel empowered, motivated, and driven to do their best work?
The difference is profound.
A Scrum Master can manage work—or lead people.
Which one do you want to be?