As business leaders, we are also technically managers, right? We manage people, we manage tasks, we manage projects. But most of us much prefer the title of a business leader to a manager. And rightfully so, as the roles really don't involve the same responsibilities, approaches or mind sets.

WHEREAS strong management is critical to the success of any organization, the function is quite different from that of business leadership.

The leaders they are visionaries who inspire and motivate their team towards a common future goal. They have a clear sense of direction and purpose and see the bigger picture. Managers, on the other hand, focus on executing the vision set by leaders.

The leaders prioritize innovation and are open to exploring new ideas and approaches. They encourage creativity and are willing to take risks to drive change and progress. Managers work within established guidelines to maintain uniformity and consistency.

Related: What makes a great leader versus a great manager? Here's why you need to understand the difference.

The leaders empower their teams delegating authority and encouraging autonomy. They trust their team members to make decisions and take ownership of their work, fostering a sense of accountability and growth. Managers tend to exercise more direct control over team activities, closely monitoring performance and maintaining a one-on-one approach to compliance.

The leaders inspire and promote culturechallenging the status quo and motivating their team to adapt and grow. Managers handle the complexities of day-to-day operations and supervision of employees that most managers don't want to touch.

There are many other significant differences between leadership and management, but you get the idea. At their core, leaders are orchestrators, while managers are implementers. However, the two share a symbiotic relationship. To successfully lead their teams, managers require structure, vision and goals set by leadership, while business leaders rely on managers to translate their objectives into action across the organization.

While managers are important and necessary, the title sometimes carries a stigma. Essentially regarded as intermediaries or corporate enforcers, managers do not possess the authority or influence of a business executive. But what they lack in gravitas, managers undoubtedly make up for in opportunity – both for themselves and for the organization. It turns out that great managers can often grow into fantastic future leaders.

Six ways to develop today's managers into tomorrow's leaders

Another critical function of a business leader is to cultivate the organization's future leaders. And there is no better pool of candidates than the leadership team. Of a manager leadership potential often discovered organically due to their natural confidence, advanced communication style and ability to connect with leadership and their teams.

After identifying a great manager with the right leadership skills, the next step is to cultivate their potential and develop their executive skills.

Below are some effective strategies that can help cultivate quality managers into successful leaders:

1. Encourage them to think like a leader

Managers tend to focus only on tasks, but as future leaders, they must learn how to look beyond those operational tasks. become forward thinkers and possess a great perspective. Start by allowing them to make decisions with several levels of consequence and require depth of insight. Give them autonomy and let them own large projects or deliverables that fall outside their managerial duties. Let them do the closing review.

2. Raise their emotional intelligence

Two important characteristics of a strong leader are the ability to regulate one's emotions and the ability to empathize with others, especially in high-stress or high-risk scenarios. Train your managers in active listening skills, effective communication and compassionate conflict resolution.

Emphasize the importance of connection. Advanced emotional intelligence builds trust, loyalty and positive relationships.

Related: How to be a multiplier and uplift the people around you

3. Be the leader you want to be

As the leader of your business, you are always the center of attention and your team is your audience. Whether you realize it or not, your communication style, how you overcome challenges or losses, and how you make them feel, are constantly being watched and internalized. So it is important to walk. Be sure to unwaveringly model integrity, respect and tRANSPARENCY.

4. Teach them to think strategically

Again, managers tend to be more administrative thinkers. They must develop a tactical, strategic mindset to move into a leadership role. You can start by sharing data points or predictions with them and then brainstorm ways to use that information for future goals. Challenge them to come up with more ideas on their own.

Related: How to Strategically Plan for 2025 as a Business Owner

5. Offer learning and leadership development programs

Invest in formal leadership training, including workshops, executive coaching and mentoring opportunities. Give your managers access to leadership books, webinars and conferences. By promoting lifelong learning, your managers will not only be better informed, but also more innovative thinkers.

6. Open communication channels

Business leaders must be able to give constructive feedback that encourages rather than punishes. Create an environment where managers feel comfortable talking to key players, including employees, customers and you. The better managers are at communicating and handling sometimes difficult discussions, the stronger they will be as future leaders in your business.

Remember, developing managers into leaders is not just about filling a future role within the executive group, but also about creating a culture of personal growth, empowerment and excellence. This is a formula for success that every leader should aspire to.