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Be A Leader, Not A Boss: The Impact of Leadership Coaching

The notion that “boss” and “leader” are synonymous is a widespread misconception. A simple misunderstanding that could not be further from the truth. A boss, often perched atop the corporate hierarchy, holds a specific job title that commands respect and authority. Climbing the organisational ladder to reach such positions is a testament to their dedication and expertise. However, being a boss doesn't automatically make one a leader.

A leader, in contrast, goes beyond job titles. Instead, they embody qualities such as vision, inspiration, and empowerment. Leaders inspire others to reach their full potential and create a culture of collaboration, trust, and shared purpose within their organisation.

As American pilot E.M. Kelly wisely noted, “Remember the difference between a boss and a leader; a boss says, 'Go!' — a leader says, 'Let's go!'” This great quote from American pilot E.M. Kelly nicely sums up the difference between a leader and a boss by highlighting their contrasting approaches to leadership and team motivation.

In this article, we will explore the disparity between being a leader and a boss and the advantages that these leadership qualities can bring to your organisation. We will also discuss how leadership coaching can help individuals transition from being a boss to becoming an effective leader.

The Distinction Between a Boss and a Leader

A boss is typically associated with a hierarchical, authoritarian style of management. When a boss says, “Go!” it conveys a sense of command and directive authority. In this scenario, employees or team members are often expected to follow orders without much room for discussion or input.

The relationship between a boss and their subordinates can be characterised by a one-way flow of information, where decisions and instructions come from the top down. While this approach may lead to immediate compliance, it may not foster a sense of ownership or engagement among team members. Instead, it can result in a workforce that simply executes tasks without fully understanding or believing in the vision behind those tasks.

On the other hand, a leader operates with a more inclusive and collaborative leadership style. When leaders say, “Let's go!” they invite their team to join them on the journey. It reflects a willingness to work side by side with team members, sharing both the responsibilities and the rewards.

Leaders encourage participation, value diverse perspectives, and prioritise open communication. They inspire and motivate their team by creating a shared sense of purpose and vision. In this environment, employees are more likely to feel engaged, empowered, and motivated to contribute their best efforts because they feel a genuine connection to the goals and values of the organisation.

The differences do not end there:

Micromanagement vs. Autonomy

Bosses often exhibit micromanagement tendencies, which can, in fact, undermine productivity and growth. One study found that 36% of employees have changed jobs as a result of working under a micromanager, while many have experienced this frustration at some point in their careers. Leaders, on the other hand, engage with and inspire their teams, granting them autonomy and agency. Research indicates that employees highly value this autonomy, even willing to trade substantial salary increases for greater control over their work.

Authoritative Behaviour vs. Collaborative Approach

Bosses frequently issue orders and commands as a matter of routine. However, exemplary leaders refrain from exhibiting authoritative behaviour. According to psychologists Kim Peters and Alex Haslam's study, “I Follow, Therefore I Lead,” leaders can improve their effectiveness by demonstrating their willingness to be followers prepared to roll up their sleeves and actively contribute within the group. Peters and Haslam further argue in their Harvard Business Review article that for leaders to connect effectively with their teams, they must be perceived as being “one of us.”

Active Listening vs. Result-Oriented

True leaders prioritise listening to their colleagues' opinions and actively support them in their work. However, there is room for improvement in this area, as only 51% of employees believe their organisations genuinely listen to them, and just 56% of employees feel that their bosses are genuinely attuned to their needs. Bosses often place a higher emphasis on achieving results than their team.

Inspiring More Leaders

Authentic leadership encourages the growth of more leaders. Leaders establish a framework for employees to grow, strengthen their skills, take on leadership roles themselves, and inspire their colleagues to become leaders. This quality is a compelling draw for employees. A recent survey by Docebo found that an overwhelming majority (83%) of employees consider learning and development (L&D) a “vital factor” when choosing an employer.

How Leadership Coaching Can Help You Become A Better Leader

According to a Gallup study, just 10% of the population are natural leaders. However, another 20% of people have the potential to become exceptional leaders with proper training and guidance. This is where leadership coaching becomes invaluable.

1. Self-awareness: Leadership coaching initiates with a thorough exploration of self-awareness. Coaches collaborate with individuals to examine their leadership styles, recognise strengths, pinpoint weaknesses, and identify areas for growth.

2. Communication skills: Effective leadership fundamentally relies on adept communication. Leadership coaches work with individuals in honing their communication abilities, instructing them on how to express their vision clearly, provide constructive feedback, and cultivate open dialogue within their teams.

3. Conflict resolution: Leaders frequently confront challenging situations that demand proficient conflict resolution. Leadership coaching equips individuals with strategies to handle conflicts constructively and diplomatically, thereby fostering a positive work environment and preventing issues from escalating.

4. Empathy and active listening: Genuine leaders prioritise empathy and active listening. Leadership coaches mentor individuals in cultivating these vital skills, which are pivotal for comprehending their team members' perspectives, concerns, and aspirations. Leaders who exhibit empathy contribute to creating a supportive and inclusive workplace culture.

5. Delegation and empowerment: One of the discernible distinctions between bosses and leaders is the ability to delegate tasks and empower team members. Leadership coaching empowers individuals to acquire the proficiency required to delegate tasks effectively, place trust in their team's capabilities, and provide them with the autonomy to make decisions. This approach nurtures a sense of ownership and accountability among team members.

6. Vision and strategic thinking: Leaders must possess a lucid vision and the capacity for strategic thinking. Leadership coaching assists individuals in formulating a compelling vision for their team or organisation while cultivating a strategic mindset.

7. Emotional intelligence: Emotional intelligence constitutes a critical facet of effective leadership. Coaches support individuals in enhancing their emotional intelligence by helping them recognise and manage their emotions, as well as comprehend and empathise with the emotions of others.

8. Continuous learning and development: Leadership is an ongoing journey of personal growth and improvement. Leadership coaching instils a resolute commitment to perpetual learning and development, motivating individuals to actively seek opportunities for self-improvement and remain updated on the latest trends and best practices in leadership.

Ultimately, leadership coaching contributes to creating a new breed of leaders who inspire and empower their teams, leading by example and fostering an environment where everyone can thrive.

As organisations increasingly recognise the importance of leadership qualities in driving success, coaching emerges as a vital tool to cultivate the leaders of tomorrow and ensure a brighter and more collaborative future for all. So, the choice is clear: Be a leader, not a boss, and let leadership coaching be your guide on this transformative journey.

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