A Leader vs. A “Boss”
When you hear the word “manager” what do you picture?
Based on stereotypes in media, you might conjure up an image of an overbearing, micromanaging “boss.” This person likely brings up feelings of frustration, stress, and worry – not someone you want managing you, let alone someone you want to emulate. You may have direct experience with a manager like this outside the stereotypes in media, too. We have plenty of examples of what an ineffective manager looks like. So where do we look for examples of managers that help their employees grow and thrive?
As a consultant much of my career has been in the corporate and government sector. I’ve seen and worked with managers that cover the entire spectrum of effective to damaging, and I believe the difference lies in an understanding of what makes a “boss” vs. what makes a “leader.” For example, Chris Donnelly offers this interpretation of the two:
My personal view on how a boss differs from a leader has similarities to Donnelly’s, but also considers that the boss approach isn’t inherently negative:
Bosses command and direct; leaders inspire.
Bosses assign tasks to get the job done; leaders create a vision.
Bosses rely on authority to create structure and discipline; leaders build trust.
Bosses oversee to ensure the quality and timeliness of task is done to standards; leaders empower.
Bosses call out mistakes and failures and turn them into learning opportunities to mentor; leaders reward no-fear-to-fail work environment.
While a boss may approach management in an ineffective manner, there are ways to take these tactics and refine them for a more empathetic, empowering framework. I believe a boss needs to strive to lead with their expertise, clear thinking, authenticity, and inclusiveness. To be a leader managers need to strive to lead with an external focus, a vision with imagination and courage, and integrity. With the right mindset, there’s space for both kinds of managers in an organization.
Consultants play an important role in this conversation. We need to be strong leaders ourselves, and often serve as a guide to blending the attributes of a boss and leader for managers at the organization we’re supporting.
A consultant’s “new kind of leader” approach to leading in the workplace
As a consultant I have found success in utilizing both boss and leader attributes and practices. Consultants are parachuted in on projects and expected to drive results immediately whether we are there to solve a problem or staff augmentation. A consultant must have the versatility to adapt their work approach based on the organizational needs. The success of this style is combining the differing practices of a boss and leader and knowing when to manage and when to lead.
Let’s look at some specific boss vs. leader attributes, including a guide to what not to do. These attributes and practices were instilled in me from my years at GE and on-the-job learning opportunities at MRC. The following characteristics can be put into practice to help a consultant lead and be successful in the workplace.
Not all job sites may require you to lean in and use both boss and leader attributes/practices, but I believe the awareness and ability to know when to use them will make a big difference in developing your leadership qualities in the workplace.
Boss vs. Leader - qualities and attributes
As a consultant, I utilize these boss vs. leader practices daily. It’s a continuous learning experience as I grow and further develop as a professional. I am grateful MRC has created a No-Fear-To-Fail work environment which allows me to learn from my successes and failures.