Report on Professional Public Health

Leadership and management are used interchangeably in a particular business yet some of the scholars have debated the difference among the two. It is considered that each role for leadership and management has its own responsibilities where leaders and managers work together. Further, it is crucial to articulate the responsibility in power of leadership being an effective leader. In this assessment, the role would be to contrast the leader with that of a manager and differ it with the Public Health Industry from other industry. However, the paper also describes two leaders that are being interviewed by Public health industry by explaining their roles and applying this to the response made from Leadership theories. Rather, the self-assessment guide for leadership is applied with the results of the Leadership Skills Inventory in Northouse and with Rowitz’s Public Health Principles.

According to Brownson et al. (2017), the main difference between managers and leaders is that leaders have people to follow whereas managers have people to work for them. Besides, a business owner needs to be a strong manager and leader to get a team on board and follow them towards the vision of success. As argued by Czabanowska et al. (2013), while managers lay down the structure and delegate responsibility, the leaders provide direction by developing an organizational vision and communicating it with employees. In case, if managers follow organizational policies, the leaders also follow own instinct. Thus, it is considered that if management is reactive, then leadership is certainly proactive (Apha.org. 2009). However, the leaders take deliberate risks whereas managers control the risk. Hence, they seek to control or avoid the problems rather embracing them.

From the concept of Northouse (2017), it provides Skills inventory that will assess leadership with technical skills, human skills, and conceptual skills. From the observations of Katz, technical skills include skill about the specific work or the proficiency developed with the analytical skills. Besides, the technical skills are needed for the lower executive level so that they can offer guidance to employees. In order, as argued by Santilli & Vogenberg (2015), the human skills are where the leaders are capable to adapt their ideas to build trust among employees, peers, and higher organization. Lastly, conceptual skills include the leader’s ability to work on his concepts and ideas to help workers get the job done. Hence, my score was 25 on Technical, 24 on Human and 18 on Conceptual, which suggested me to take a secretarial role due to lack of conceptual skills.