Be a Leader, Not a Boss

It’s an incredibly common interview question regardless of your industry. Often, it causes a pause, an “uh, well,” or a stumbling, rambling response.

“What did you think of your last boss?”

If you work in upper management and you’re reading this article, chances are someone who’s worked under you has been asked this question at an interview. It’s natural to be curious as to what he or she said in response. While you can’t control what your employees say about you, you certainly can control your role as their boss or superior and how it affects them as employees.

The word “boss” brings with it connotations of power and sometimes intimidation. Being called into the boss’s office is rarely a good thing–and even when it is, being told to see your boss in his or her office will strike up fear about your job security quicker than anything else.

That’s why it’s important to stop being a boss, and start being a leader.

Think of the Team

If you’re in charge of a group of people at your business, chances are those people share a common goal. Whether it’s to meet a sales quota, satisfy customer and client needs or correctly inspect airplane parts for flaws, the importance lies not in the job being done, but the end goal of the team. Motivating those employees towards meeting and surpassing that goal shouldn’t come in the form of demanding, individual statements “you need to do this and finish that before Thursday.” Instead, focus on the team aspect including yourself. Use phrases like “we need to hit these benchmarks to accomplish our goal by the end of the term.”

Using inviting language like that can help your employees realize that, like them, you are a person. More importantly, it stresses the common goal among the entire team.

Give Credit and Respect While Shouldering the Blame

This isn’t to say that, when something goes wrong, you should always be the one to fall on the sword for the good of the employee or employees who made the mistake. However, one of the most pivotal means of separating a boss from a leader knows when to accept the blame. Was it a lapse in training? Was it poor guidance on your behalf? Perhaps was the employee who made the mistake too afraid to come to you with a question? These are the exact scenarios in which you, the boss, need to become you, the leader, and accept your role in the hiccup.

Similarly, know when to give credit. Showering your employees with praise for every minute accomplishment like you would a baby taking its first steps will only serve to breed laziness and an air of false accomplishment. However, knowing that landing a big sale or getting a great client review is cause for credit is a quality of a leader.

In short, give credit where credit is due, and don’t be afraid to accept some of the blame when things go south.

Know How to Motivate and Direct

Good bosses (leaders, in this case) know not simply to delegate out tasks, but to motivate as they delegate. Telling an employee to complete a task then hovering over him or her to ensure it’s done to your exact specifications will cultivate an atmosphere of authoritarianism and fear in the office. Instead, fluidly and thoroughly communicate not only the task at hand, but also the bigger picture. Helping your employees to see the end goal of not just one task–but where the business as a whole is heading can help motivate them and the team to reach that goal.

While the words “boss” and “leader” may seem synonymous, they differ in almost innumerable ways. Where bosses instill fear, micromanage and bring an “I vs you” mentality to the table, real leaders motivate, direct and bring a “team-first” way of thinking to their employees.

Real leadership can’t be faked; you can’t expect to lead your team through demands and call yourself a leader. Doing so is doing little more than pulling the wool over the eyes of your employees, allowing yourself to masquerade as a leader while you reap the benefits of a boss’s authoritative style.