Anyone who’s ever had a bad boss aspires to do better. It’s fine to be a good boss, but honing your leadership skills can make you a great boss.
I recently asked on Inc.com: “Are you going to be the boss or are you going to be the leader?”
Most of you said you’d choose to be a leader rather than a boss. But in truth, you don’t have to choose, because great bosses tend to also be great leaders.
If you’re already a good boss, you know how much work goes into that role. With a few adjustments, you can rocket past good to great–and take your employees and organization with you.
Good bosses accumulate power and use it well.
Great bosses give that power away.
A great boss understands that it’s the sharing of power that gets things done. They don’t control people, but rather inspire them to believe in themselves.
Good bosses use their position to get what they want–for themselves and their employees.
Great bosses empower others to get what they want for themselves.
A great boss empowers people to make decisions, initiate actions, solve problems, and meet challenges.
Good bosses make sure things are getting done well.
Great bosses inspire an attitude of enthusiasm.
A great boss knows that a great attitude is contagious, and starts the ball rolling with genuine belief in every team member.
Good bosses believe in staying out of the way.
Great bosses are accessible and available.
A great boss always has time, and is quick to share experience and insights.
Good bosses want information so they know what is going on.
Great bosses want to know what you think.
A great boss is interested in all points of view.
Good bosses delegate.
Great bosses delegate with coaching and guidance.
A great boss leaves you empowered, but you’re never on your own.
Good bosses want you to know what you need to know.
Great bosses want you to know more.
A great boss is always encouraging you to know more, learn more, and be more.
Good bosses provide regular feedback.
Great bosses provide feedback for development and growth.
A great boss will give honest and positive feedback publicly and, when necessary, coach you privately on mistakes and misjudgments. They know that every opportunity is a learning lesson for growth.
Good bosses don’t undermine trust.
Great bosses understand that trust is the most important element of their team.
A great boss devotes significant time and energy to cultivating, building, and earning trust, and encourages others to do the same.
Good bosses are in charge.
Great bosses roll up their sleeves and do their part.
A great boss doesn’t expect anyone to do something he or she would not do himself or herself.
It’s very likely that you already care about being a good boss, or you wouldn’t be reading this. From there, it’s just a bit more of a stretch to greatness for yourself and your team. Get started!
By Lolly Daskal
Rising polarization is unlikely to disappear anytime soon, and it can have severe ramifications for businesses, whether they take a public stance or not. However, by taking a selective and strategic approach, CEOs can reduce the harm of polarization first within their own companies.
The marketplace for talent has shifted. You need to think of your employees like customers and put thoughtful attention into retaining them. This is the first step to slow attrition and regain your growth curve. And this does not happen when they feel ignored in the fever to hire new people or underappreciated for the effort they make to keep business moving forward. They need to be seen for who they are and what they are contributing, and leadership needs to ensure this is happening. The authors offer four steps for leaders to take.
Better doesn’t always mean more money; more often, it means a better benefits package. Employees are increasingly seeking a new set of perks to match their actual needs, and bargaining for the things that really matter to them, like improved leave policies and flexible working.