When we started hiring for more management positions at Lemonlight, I didn't understand the difference between a manager, a director, and a VP. I thought leaders were leaders and the right people would figure out how to make things work.

It's safe to say I was wrong! Because I didn't understand exactly what I needed, our team made some early hires that weren't quite right for what we needed. It turns out that different types of leaders have different types of strengths, and it's important to understand exactly what you need so you can hire accordingly.

Not quite sure how this applies to your employment? Here's my favorite piece of advice I've been given about the difference between a manager and a leader.

Related: What is the real difference between leadership and management?

Hiring leaders using the “evolution vs. revolution” framework.

When you're hiring for leadership, the first thing you need to determine is whether you're hiring for “evolution” or “revolution.” One leader will help you grow and expand on your current path, and the other will help you chart new territory entirely.

If you're looking for evolution, you likely have the ea foundation great team or process but need someone to make incremental changes and help take you to the next level.

If you're hiring for revolution, you'll likely need to overhaul an entire team or initiative or start a new one from scratch. You need someone who has the vision, leadership skills and experience to create something new or innovate.

Why the difference matters

If you've assumed that all leaders are created equal, it's worth giving some thought to why managers and leaders have such distinct roles in your company. The two titles are different for a reason!

manager tend to be younger in leadership roles, so they are often still learning what it takes to lead a high-achieving team. They may encounter situations they don't yet know how to handle from experience, so they may need more guidance from senior leaders along the way.

Managers also tend to have more recent experience as individual contributors, so they are often more familiar with the work the team is doing.

LEADERSon the other hand, have more experience under their belt – more wins AND more failures. They know how to think about the big picture, project future outcomes and come up with the right plans to move the business forward.

Because they have more senior-level experience, they may be less aware of the details involved in the job, but they are also less likely to need hands-on support from you on a day-to-day basis.

There are many talented managers and leaders out there, but the reality is that not all of them will help you take your company where it needs to go. It's worth thinking from this perspective to make sure you find the right background AND the right leadership potential to meet your needs.

Here's what this looks like in practice.

Related: The importance of developing effective managers and how to improve their performance

How to hire for evolution

If you're hiring for evolution, you're looking for a manager. Managers are great for teams that need direction and some change, but are generally on the right track to success. These teams need a leader who is prepared to provide guidance AND a leader that can be in the weeds doing the work.

A great manager can evolve existing processes, make them better, hold the team accountable, and improve things over time. They often excel at optimizing workflows, improving team morale, and making sure everyone is aligned with company goals.

Managers focus on day-to-day operations and make sure the team is running smoothly, addressing small issues before they become big problems.

How to hire for revolution

If you're hiring for revolution, you're looking for an executive. Leaders are great for teams that need to do things differently or teams that don't have a precedent for success. These teams need a leader who is comfortable with a blank slate and prepared to bring their ideas to life with little supervision.

or great executive can figure out exactly what isn't working, get to the root of the real problem, and figure out how to fix it. They often bring a strategic vision and the ability to implement large-scale change that can transform an organization.

Executives are adept at navigating complex challenges and can inspire a team to rally behind a new direction.

Importantly, not all great leaders are also great managers – and vice versa. It may seem like executives are more skilled than managers because their purpose tends to be more complex, but that's not always the case. Some people's abilities are better suited to one path rather than another, and both are incredibly powerful under the right circumstances.

Related: How to spot the perfect executive for your company

Hiring leadership positions can be challenging, especially if you are expanding your organization for the first time. If you're caught up in the distinction here, remember that a growing organization will eventually need it both types of leaders, so you'll benefit from both skill sets in the long run.

However, for each hire, keep in mind the specific needs of your company and the type of change you want to drive. Learning to think in terms of evolution versus revolution will help you take the next best step toward growth and organize your teams for success with the right leader in place. Learn from my mistakes – difference matters!