“You’re not the boss of me!” That was the phrase my younger sister would frequently yell at me during our youth when I was being the domineering big brother. If you’ve had kids, been around kids, or were a kid (that qualifies all of us), then you’ve probably heard the phrase too. Whether it’s the older sibling who thinks she knows better, the playground bully establishing his dominance, or the teacher’s pet who somehow always gets her way, kids enjoy bossing others around.
Strangely enough, adults seem to like it too. We see it all the time in our workplaces where supervisors or managers create toxic environments because of their need to exert authority and control. The only one who wins in this type of culture is the boss. The people and the organization as a whole suffer.
So how do you know if you’re a boss or a leader? Here are seven simple ways to tell:
Bosses rely on the use of “hard” power / Leaders leverage the use of “soft” power
Bosses use hard power like their title, positional authority, or ability to give/withhold rewards as weapons to control the behavior of others. Leaders use soft power like their interpersonal skills, communication, values, and appeals to common interests as a way to enlist the support of others.
Bosses demand respect / Leaders earn respect
Bosses believe others should respect and follow them because of their position. They believe the title of boss demands instant respect. Leaders, on the other hand, know they have to earn the respect of others. They know their walk has to match their talk and their consistent behavior will garner respect from those they lead.
Bosses require compliance / Leaders invite collaboration
Bosses don’t really care what you think or feel, just as long as you do what you’re told, when you’re told, and how you’re told to do it. Leaders understand you have to manage the whole person; their heart, head, and hands. Leaders invite collaboration by soliciting input, listening to concerns, and incorporating team member feedback into decisions and plans.
Bosses focus only on results / Leaders focus on people and results
Bosses tend to have a win-lose mentality. Nothing else matters except the final score on the scoreboard. Leaders value results just as much as bosses, but they don’t sacrifice their people in order to achieve them. Leaders know people are the path to results and they treat them as valuable resources needed to accomplish the mission.
Bosses are concerned with looking good / Leaders are concerned with giving credit to others
You’ll often hear bosses use “I” or “me” language when describing their team’s accomplishments. They like the spotlight and aren’t afraid to take the credit for their team’s performance. Leaders are the opposite. You’ll hear them say “we” and “us” when referring to the team’s achievements. They deflect the spotlight and shine it on their team members instead.
Bosses push people / Leaders lead
It sounds rather simplistic but it’s true. Bosses stand behind the team, barking out instructions and pushing them to move forward. Bosses say, “Do as I say.” Leaders are out front saying “follow me” as they work together with their team members to achieve the goal. Leaders say, “Do as I do.”
Bosses inspire fear / Leaders cultivate trust
Bosses manage through fear and coercion. If you don’t do what the boss requires then you know some form of punishment will ensue. Leaders inspire trust. They grant people appropriate levels of autonomy and authority and let them do their jobs. If mistakes happen, they treat them as learning moments and coach team members to higher performance. Leaders establish an environment of trust and safety.
If you found yourself identifying more with the characteristics of a boss instead of a leader, don’t lose heart because you can change. It will take time and intentional effort, but you can make the transition. Seeking out leadership training opportunities, finding a mentor, and learning from others are all ways to get started. Being bossed around as a kid wasn’t a pleasant experience and it’s even worse as an adult in the workplace. We need fewer bosses and more leaders.
More From Randy Conley
Randy Conley, Vice President of Client Services & Trust Practice Leader for The Ken Blanchard Companies, offers insights on leadership and trust on his blog, Leading with Trust. You can follow Randy on Twitter @RandyConley.