Be a Leader Not a Boss: Taking Your Leadership to the Next Level
Everyone has had experiences with good and bad leadership. In the past, managers were the boss. They told you what to do, supervised, and gave feedback. This is changing, and today, people strive to be leaders. There is a distinct difference between a leader and a boss, and many are finding that productive leadership is more effective and produces better results. Take a look at ways to be a leader, not a boss.
1.They Have Different Styles of Communication
The first difference is in communication styles. Bosses tend to use one way communication. They tell employees what to do and expect them to do it. They don’t want to hear suggestions or ideas. The employees in this case listen and do what they are told. They rarely try to go the extra mile, and they may be nervous about making the boss angry.
A leader, on the other hand, has conversations. They want to hear what the employees think, and they understand the value of their feedback. They are good listeners, and the employees feel valued. Leaders manage their emotions and treat people with respect.
2.They Respond to Mistakes Differently
Mistakes are a fact of life, and bosses and leaders react to them differently. Bosses might get angry and make the employee feel bad for making a mistake. They are looking to place blame, and they don’t focus on finding solutions.
A leader knows that mistakes will happen, and they work with people to learn from it. Employees aren’t afraid of making mistakes, which means that they may step outside of their comfort zone in the effort. Leaders get better results in this respect.
3.They Delegate in Different Ways
When it comes to delegating responsibilities, bosses often hand out orders and tell people what to do. They don’t motivate or support the employee, but they expect the task to be done correctly. They might micromanage the employee to make sure that they do the task the way they want it done.
A leader delegates to employees who are best suited for the task. They focus on the strengths of their teams, and they look for input. They may offer flexibility and will help employees if they need it. Employees feel confident asking questions and work harder to complete tasks because they feel good about it.