The “boss” can be an almost cartoonish character in people’s minds. In fact, ask a child what a “boss” is, and they’re likely to describe the virtual enemy they must overcome to advance to a higher level in their favorite video game. This is not to say that a boss is not necessary in some situations. Sometimes at work, things simply must get done, and ruffled feathers can be addressed later on. Not all bosses are leaders, however. Likewise, sometimes leaders must, in tactical measures, behave like a boss. So, is your boss a true leader? And if you’re the boss, are you seen as a leader?
Here are 5 Differences Between a “Boss” and a “Leader”
The stereotypical “boss” may have little in common with a true leader.
1. Leaders Lead, while Bosses Push
A true leader is someone you would willingly follow into battle. They don’t need to push people to get good performance out of them, because they make people want to do what they do to the best of their ability. There may be rare occasions when a leader must be more specific to deal with incidents and deadlines, but they don’t primarily get performance by dragooning their team into completing tasks.
2. Bosses tend to Talk More than They Listen
A boss who is not a true leader tends to talk more than listen, with the attitude being, “Do this, and don’t ask questions, because I know what I’m doing.” Leaders, by contrast, tend to listen more than they talk. A leader wants to know if there’s a bottleneck in the process, or if there’s a better way to accomplish things and is not threatened by suggestions from people “under” them.
3. Leaders Get into the Trenches with their Teams
Leaders are not only willing to get into the trenches with their teams, they find it the experience meaningful and empowering. Maybe the person who inspects the engineering drawings is out of town, so the leader draws on their relevant engineering experience to take over the inspection in the meantime. Or maybe the restaurant is slammed, so the leader plates orders and keeps things moving. Leaders aren’t afraid to roll up their sleeves and do real work.
True leaders know when to get into the metaphorical trenches with their teams.
4. Bosses Get Things Done; Leaders Get Things Done While Empowering and Motivating
A good boss gets things done. Products get made and shipped. Numbers get crunched on time. Objectives get met almost all the time. A leader, however, takes it a step further, by ensuring things get done by a team that is empowered to solve problems and motivated to do their best work. Leaders empower and motivate by listening, by seeking to understand, and by being willing to get their hands dirty when necessary.
5. Bosses Sometimes Need Fear; Leaders Don’t
Fear, unfortunately, is an overused tool by some bosses. They believe it is more straightforward to intimidate people into doing their work with threats of firing or other retaliation than to learn about the people they work with and discover better ways of meeting goals. Leaders, on the other hand, don’t need to use fear as a productivity “stick.” They take the time to get to know their team members and what makes them tick, and they work with people as individuals rather than cogs in a machine.
Leadership coaching sometimes involves teaching someone the difference between being a “boss” and being a “leader.” Particularly if someone rises to a top leadership position based on what they accomplish on paper, they may find that what worked at lower levels of leadership is no longer effective when working with people higher up the corporate food chain.
6. Leaders Show Compassion; Bosses are Often Cold
Often, bosses tend to come off a bit cold and remain locked in their offices throughout the workday with little to no interaction with other team members. This lack of compassion and interaction typically leads to negative feelings within the workplace.
On the other hand, leaders are often both compassionate and approachable. When team members feel like you are an efficient communicator who is open, honest, and transparent, they will be more comfortable approaching you with questions or concerns. This, in turn, leads to a much healthier work environment in terms of productivity and reduced stress.
7. Leaders Focus on Development of Team Members, while Bosses Tend to Focus on Themselves
In many cases, bosses tend to only think of themselves and the rewards that they can reap from the business. This is because bosses are usually focused on how they can climb the corporate ladder to receive more benefits for themselves. This “me first’ mentality is toxic and can turn other team members off.
The opposite is true of leaders – leaders tend to focus on investing in their employees and making sure there is plenty of opportunity for growth and development.
8. Leaders Deliver Praise & Credit; Bosses Usually Take the Credit
One of the most immediate ways to help your employees respect you is to deliver praise and credit when this is deserved.
Many bosses tend to take the credit themselves, even if it is not a result of their own actions and work.
It’s important to go out of your way to let team members know they are doing a great job. Not only will your team members respect and admire you more as a leader, but they will also want to continue to excel in their roles – which, in turn, helps the business grow successfully.
9. Leaders Know How to Delegate, while Bosses Tend to Micromanage
Delegation is one of the keys to running an effective business and being an efficient leader in the workplace.
When a boss micromanages employees, these employees will often feel as though they aren’t trusted. This only instills negative feelings within the workplace and can lead to decreased productivity and passion.
It’s important to learn how to effectively delegate responsibilities within the workplace based on the various skillsets that each team member possesses.
When employees feel that their supervisor believes that they are capable and intelligent, they are more likely to deliver better results in both the short- and long-term.
10. Leaders Believe & Promote Self-Accountability, while Bosses Tend to Push Blame
Self-accountability is an important quality for the business to run effectively and successfully. Leaders are able to instill confidence within their team members and promote accountability for all work that is produced by them.
11. Leaders Want to See Their Team Members be Successful; Bosses Enjoy Their Own Success
Leaders enjoy seeing team members excel in their roles and grow to higher positions within an organization. Whereas a boss enjoys the praise he or she gets from doing a good job, leaders enjoy seeing others succeed.
12. Leaders Command Respect; Bosses Demand Respect
A boss will likely demand respect because of his or her position of power.
On the other hand, a leader may not be a CEO or a founder of a company, but yet employees respect them because they want to – not because they have to.
13. Bosses are Dispensable; Leaders are Indispensable
In many companies, bosses are usually in their positions because of family ties to a company or because they bought a company. It is typically rare that you see bosses hired because of skill or experience. This is why bosses are dispensable.
Leaders, on the other hand, are important parts of an organization that help the business run smoothly. This is why leaders are indispensable to an organization.
14. Leaders are Approachable; Bosses are Unapproachable
A good leader is someone who is easy to approach and easy to communicate with without fearing for job security or unwanted criticism. A boss typically intimidates employees to the point where they feel as if they are unable to speak freely and approach their boss with concerns or questions.
It’s important for employees to feel that their leaders maintain an open door and are always willing to listen.
Leadership coaching sometimes involves teaching someone the difference between being a “boss” and being a “leader.” Particularly if someone rises to a top leadership position based on what they accomplish on paper, they may find that what worked at lower levels of leadership is no longer effective when working with people higher up the corporate food chain.
CEO coaching, in particular, may require helping company leaders to re-envision their role with the understanding that it’s time for others to worry about directing day-to-day operational work while they worry about the longer-term success of the organization. Seeing someone make the transition to being a true leader is perhaps the most rewarding aspect of leadership coaching, and I feel fortunate indeed to have been a part of that process over the years. If you’re interested in what makes businesses work effectively, I invite you to check out my blog, which deals with not only leadership, but also corporate culture, talent management, and creating a lasting legacy.
I really liked your article and the photo is super. Thanks you.
Thank you for your feedback!