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10 Signs Your Managers Are Controllers But Not Leaders

10 Signs Your Managers Are Controllers But Not Leaders

Whether you are the CEO or the most junior person in the organization, we all have managers who exert power over us. A controlling boss makes you dread going into the office. On the other hand, working for a leader is often inspiring (and challenging). Here are 10 clues that managers may be controllers in an unhealthy way instead of leaders.

1. They Use Fear To Achieve Their Goals

A controlling boss or manager tends to use their role power (i.e. the power to fire or discipline employees) to achieve their goals. While power matters, effective leaders understand that it is a tool to be use sparingly. Instead, modern leaders influence their staff and persuade them.

Tip: Learn how to leaders master the tools of influence by reading 6 Ways To Influence Others.

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2. They Think They Know Everything

A controlling boss often or always assumes that they know everything. They never ask for opinions from their staff and they do not believe in doing research before making important decisions. In contrast, leaders understand how to be humble at work. For example, a leader may realize that she has a weakness in accounting knowledge or software development. As a result, a leader will seek the advice and recommendations of others in those areas.

3. They Treat People As Pawns

The boss who is fixated on control soon starts to view their staff as pawns. If your manager simply views you as a “pair of hands” to get work done, you are probably working for a controlling manager. Leaders take a different approach. They realize the value in drawing on the full creative powers of people around them. Leaders recognize that treating staff as valuable contributors is a key way to win their respect and improve productivity.

4. They Dominate Meetings

Meetings are an important tool for getting work done in modern organizations. Unfortunately, some managers never learned effective meeting skills. Instead, they simply yell to make a point and issue orders to staff. In contrast, a true leader understand that meetings are concerned with drawing on the wisdom and experience of everyone attending the meeting.

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Tip: Learn the 7 habits of highly effective meetings to become more effective in meetings, even if you have a controlling manager.

5. They Take A “My Way Or The Highway” Approach To Conflict

Conflict is a reality that we deal with in our daily work. Unfortunately, a controlling manager assumes that aggression is only sure path to resolving conflict. This kind of boss views every disagreement as a conflict to be won by them, no matter the cost. In cost, modern leaders use a variety of conflict resolution techniques such as collaborating to find better solutions.

6. They Ignore The Competition

A controlling manager has a hard time with competing companies. At the worst, a controlling manager will resort to immoral efforts to undermine the competition. Other controlling bosses take pride in ignoring the competition. Successful leaders maintain focus on their goals while monitoring the competition. Leaders know that observing competitors gives them new ideas including joint ventures and other forms of cooperation.

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7. They Never Practice Active Listening

Arrogance is one of the hallmarks of a controlling manager and this means they have a lot of room to go when it comes to listening. There’s nothing worse than suggesting ideas and improvements to your boss only to have those ideas ignored. Leaders understand than listening is a skill that requires practice and study. Fortunately, everyone can become better at listening. Use these resources to improve your listening skills:

5 Ways for Leaders To Listen Harder by Michael Hyatt

Active Listening – A Skill That Everyone Should Master

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8. They Focus on The Short Term

The controlling manager is often concerned with the short term. They have little interest in anything beyond this week. Their need for control undermines their ability to plan and think about the long term needs of their department and the organization. Leaders take a completely different perspective. They start with long term goals first and then they ask their staff to help them achieve their goals. The long term perspective means a greater interest in new ideas and less interest in micro-managing the details.

9. They Never Inspire People With Their Own Example

Managers driven by the need to control rarely look for ways to lead by example. In contrast, let’s consider the inspiring example of Winston Churchill. During the First World War, he had a senior leadership role in the British government. When he was forced out of office, he decided to return to the field. He actually went to the front line and led soldiers in battle. His willingness to lead by example in war and expose himself to danger shows one way to inspire people by your example.

Tip: Read about Winston Churchill’s approach to life: The Churchill School of Adulthood – Lesson #7: Work Like a Slave; Command Like a King; Create Like a God.

10. They Are Unable To Work Through A Crisis

A boss who focuses on control is rarely able to work through a crisis. They have little ability to manage the unexpected in life. In fact, some controlling managers simply freeze in a crisis. It’s a sad state of affairs that hurts them and the rest of the organization. Leaders, on the other hand, know that life is full of unpredictable challenges and situations (10 Challenges Leaders Always Face And How To Deal With Them). They stay focused on taking care of their people and coming up with solutions. All in all, working with a leader gives you a greater sense of confidence.

Featured photo credit: Hand Thumb / Geralt via pixabay.com

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Bruce Harpham

Bruce Harpham is a Project Management Professional and Founder and CEO of Project Management Hacks.

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Last Updated on August 16, 2018

10 Huge Differences Between A Boss And A Leader

10 Huge Differences Between A Boss And A Leader

When you try to think of a leader at your place of work, you might think of your boss – you know, the supervisor in the tasteful office down the hall.

However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

You see, a boss’ main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

1. Leaders are compassionate human beings; bosses are cold.

It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

Does acting human at the office sound silly? It’s not.

A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

If people feel that you are being open, honest and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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2. Leaders say “we”; bosses say “I”.

Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

Let me explain:

A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

A “we” mentality allows for the accountability and community that is essential in the modern day workplace.

3. Leaders develop and invest in people; bosses use people.

Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

Instead of using others or focusing on your needs, think about how you can help other people grow.

Use your building blocks of compassion and team-mentality to stay attuned to the needs of others note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

4. Leaders respect people; bosses are fear-mongering.

Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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What’s the bottom line?

Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

5. Leaders give credit where it’s due; bosses only take credits.

Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

You might be wondering how you can get started:

  • Begin by simply noticing which team member contributes what during your next project at work.
  • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
  • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

6. Leaders see delegation as their best friend; bosses see it as an enemy.

If delegation is a leader’s best friend, then micromanagement is the enemy.

Delegation equates to trust and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called a self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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Learn how to delegate in my other article:

How to Delegate Work (the Definitive Guide for Successful Leaders)

7. Leaders work hard; bosses let others do the work.

Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the hardest work of all when the need arises.

Here’s the deal:

Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

The next time you catch yourself telling someone to “go”, a.k.a accomplish a difficult task alone, change your phrasing to “let’s go”, showing that you are totally willing to help and support.

8. Leaders think long-term; bosses think short-term.

A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

9. Leaders are like your colleagues; bosses are just bosses.

Another word for colleague is collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

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Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

10. Leaders put people first; bosses put results first.

Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook even when employees voice new ideas or concerns.

Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

Here’s what I mean by process over people:

Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

Learning to be a leader is an ongoing adventure.

This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

Featured photo credit: Unsplash via unsplash.com

Reference

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