The difference between a leader and a boss lies in how they think. Leaders think on a deeper level and are more likely to solve problems by looking beneath the surface. Bosses, on the other hand, see their jobs as a paycheck and aren’t interested in their employees’ leadership potential.
Leaders Are Trustworthy
The best leaders have the ability to build trust in others. They demonstrate trustworthiness by sacrificing personal interests in order to serve the group’s interests. Trustworthy leaders are usually competent and have good judgment. They also have excellent interpersonal skills. They can also set high expectations for their followers. They are capable of holding tough conversations and clarifying expectations without losing their followers’ trust.
The most trustworthy leaders are honest, clear, and consistent. They communicate clearly with their teams, define expectations clearly, and always aim to be consistent in their reactions to day-to-day business activities. This consistency ensures that the people working under them know what to expect from them.
They Are Transparent
Transparency in leadership is key to retaining the best employees. This doesn’t mean letting everyone know everything, but it does mean that a company needs to be transparent enough to show its true colors. This type of leadership shows that employees are valued and are involved in decisions affecting the business. In addition, it also attracts better applicants for open positions.
Transparency helps relationships develop faster. It also eliminates preconceived notions about others. When people feel that their leaders are honest and open, they can work together to solve problems and build relationships. Transparency also strengthens leadership because people start to trust them.
They Are Consistent
When leaders and bosses are consistent, their teams know what to expect and how to get there. Inconsistent leaders can make teams waste time, worry about criticism, and change their minds about important decisions. Inconsistent behavior can also hurt the morale of your team. If you are a leader who is inconsistent, you need to think about how it affects your team and how you can improve it.
In order to establish a culture of accountability, leaders must be consistent. In other words, they must follow their own principles. Moreover, they should not shift blame onto others. A good leader will consistently work hard in his or her role. A good leader is consistently productive on the team and willing to pitch in as needed. Moreover, a consistent leader welcomes feedback and corrections.
They Invest Time In Developing Employees
It’s not uncommon to see leaders and bosses invest time in developing their employees. This is important for a variety of reasons. First, it helps promote employees, strengthen the internal talent pipeline, and create a path for upward mobility. Developing employees is also good for the company’s bottom line. Employees who are more engaged with their work are more loyal and productive.
Research shows that investing in developing employees is an excellent way to retain and grow talented employees. In fact, 74 percent of employees say that lack of professional development prevents them from reaching their full potential. Unfortunately, only 29 percent of companies have a formalized plan for employee learning and development. Without an investment in employee development, companies risk a high turnover rate and dissatisfied workers.
They Are Abrasive
Abrasive bosses often yell at their employees when there’s a crisis. They rarely apologize for their outbursts and don’t listen to their employees’ full stories. They also often make snap judgments and assign blame quickly. Abrasive leaders are difficult to work with, but they can be taught how to change.
An abrasive leader is often a “know-it-all.” They won’t listen to employees and will roll their eyes whenever someone makes a suggestion. Their attitude will make their employees feel uncomfortable speaking up. It can also cause them to be defensive when others criticize them.
Abrasive leaders often don’t understand the consequences of their behaviors. This is because they don’t understand the impact of their actions and directives.