I am a leadership expert and the president of Nspired Ascensions Inc., where we mentor youth, facilitate workshops and consult clients.
getty
For years, the prevailing idea has been that if you are placed in a position of leadership, you are a leader. But if there’s anything we’ve learned in recent years, it’s that a title or position alone does not make you a leader.
What does make you a leader, then?
There are five common, identifiable traits that distinguish leaders from managers. Think back to a time when you had the opportunity to give instructions to your peers or subordinates. Which approach did you take?
1. Do you tell them what needs to be done, or do you coach them through what needs to be done?
A manager’s first priority is to establish what is best for the company and to hold their employees accountable for meeting that goal. A leader shows the value in the mission at hand and motivates their employees to accomplish that same goal or task, but with pride and a sense of satisfaction.
2. When you give instructions or assign tasks, do you use the word ‘I’ or ‘we?’
A manager is always going to tell you what they need for you to do (e.g., “I need for you to turn in that project,” “I will be expecting to see your results by the end of the day,” etc.). A leader takes the approach of inclusivity, so an employee does not feel targeted, threatened or uncomfortable.
A leader uses the word “we” to incorporate themselves in a task or goal so as to emphasize teamwork. (e.g., “We need to turn in that project,” “We are expected to have our results available by the end of the day,” “Where are we, and how can I best assist?”)
3. Are your expectations clear or unclear to others?
When you assign a task, do you assume the employee understands the job because you know the mission? A manager understands how things need to be done and expects the outcome to be the way they expected, but a leader shows how things need to be done so that the employee understands the method, process and expectation. That same employee is now on the same page as their leader and is moving in sync.
4. What do your tone and language say about you?
Do you take a manager’s approach by commanding your employees to do this or do that? Or are you taking the leader’s approach by asking? (e.g., “Would you take care of this?” “Are you available?” “Is this something you can do?”) A leader is reaching for the same goal, however, the delivery is more accepted and appreciated.
5. Is your vision long-term or short-term?
When it comes to making decisions, a manager is a short-term thinker who is only trying to meet the bottom line. A leader has a long-term thought process and considers next steps while seeing the big-picture vision.
Why does it matter? Employee retention is just as crucial as maintaining new and old customers. If a manager is driving away staff, they are not only costing the company money and time but lost talent.
Employees are a company’s greatest asset next to their products or services. If you treat or talk to them in a way that says otherwise, they won’t see their place of work as pleasant and are undoubtedly going to look for the next opportunity.
When employees feel included, respected and appreciated, they are sure to give you their best work and encourage others that their company is the best place to work.
Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?
