Are You A Boss Or A Leader? 11 Qualities That Makes Them Different

When it comes to leadership, there is always the comparison between the key qualities of a boss versus leader or manager versus leader. Recognising the boss and leader difference is a big deal, as it can make individual performance and team dynamics better or worse.

As your career progresses, a question may also linger in your mind: am I a manager or a leader? What makes each role different? What ideal leadership qualities do I need to improve for my growth and success and my team members’?

As performance reviews happen and you receive feedback from your members and reporting manager, you need to think about this. You need to evaluate your mindset and actions and align them with your career goals.

The boss versus leader comparison can be more complex in specific contexts. Comparing them with assessments can be overwhelming, so here is a guide for you to easily identify if you are a boss or a leader.

Boss versus Leader: What is the Difference?

A boss and a leader have distinct qualities in handling their work and team. This boss versus leader infographic compares what makes them different.

1. A boss tells you what to do; a leader will guide and coach you.

How they assign work to their team can set them apart from each other. You may be a boss or a manager if you give tasks without considering your employees’ familiarity and understanding of the project. While members may know something about the new work, leaders do not assume they know everything.

You are more of a leader if you consider your team’s current workload, how well-acquainted they are in the process, and when you set clear expectations. A boss usually focuses on the work now, but a leader thinks long-term in teaching members to handle work they will do in the long run or the future.

2. A boss is goal-oriented, a leader is people-oriented.

The goal always is to get things done. But the difference between a manager and a leader is that the former may not be as mindful as the latter, especially when considering what constitutes achieving quality results. Bosses may know the goal by heart; leaders think about the crucial role of the people and process as much as the goal.

A boss may look at their members as workers required to do the job; a leader recognises them as valuable partners whose progress and success matter as much as finishing a job.

3. A boss expects respect; a leader gives and earns respect.

Your team will show a certain level of respect just by knowing your position or title. However, their willingness and sincerity depend on their experience under your leadership. 

You may be a boss if you use your title to get and even force out courteous behaviour, especially when you are in front of them. Employees who have seen you as an effective leader who values your work and know you deserve respect regardless of the title. 

An ideal leader knows to treat others the way they want to be treated. They take it upon themselves to show they are worthy of being trusted and respected.

4. A boss holds others accountable; a leader takes and teaches self-accountability.

Whether the work is going well or there are problems, owning up to one's work is crucial as a leader. Bosses may automatically look for someone responsible for the mistake, with less consideration of their part in the problem. 

As a leader, you take responsibility and guide others to be confident in their work even through errors and failures. Bosses can build fear in recognising faults, while leaders know the value of finding where you are wrong to make things right.

5. A boss does things their way; a leader is open to suggestions and feedback.

Another disparity is how a boss does their work versus how a leader handles the job. Like what is on top of their minds, bosses consider only a few factors — mostly only coming from their side — while leaders look at various perspectives. 

A boss can be a linear thinker who assumes what works for them before will work every time and for everyone. While that is possible, they fail to get inputs from their team members, who may have more efficient approaches. They expect them to follow.

Leaders never miss the opportunity to try new things. They consider their experience while being aware that creating strategies should be a collaborative effort. Leaders encourage members to share. They know when and how to listen.

6. A boss wants others to work for their sake; a leader lets others work for their success.

While you can pride yourself in your others’ success, you are a leader when you remind members that giving their best also matters despite setbacks. You would want others to be proud of their contributions and team effort. You teach them to put themselves first in every work they do.

Self-interest can be a more dominant trait for bosses. They expect excellent performance to avoid any damage to their name and image. A boss might remind their employees that their work is only as valuable as the significantly good impact it creates for them.

7. A boss holds authority; a leader influences.

One significant leadership difference between a boss versus leader and a manager versus leader is their purpose for their role. If your drive to stay in the position is power, you are more of a boss. 

Bosses wield their authority as the only tool to push people and ensure they obey. What gives leaders a sense of purpose and fulfilment is seeing people work together to reach a common goal. They guide others to find and pursue their passion at work. They set a good example, build trust within the team, uplift with inspiring stories of their success and failures, offer support, and empathise.

8. A boss controls; a leader empowers

Do you always have the urge to control and monitor every single work your team does? Assess if you are a boss with micromanaging tendencies or a leader who gives their members the right amount of autonomy.

How they delegate tasks may be simple, but bosses can show some paradoxical traits when letting their people do their work. They let their employees figure out the particulars of their tasks but would watch their work closely. A boss would require constant updates and allow little to no independence in decision-making.

A leader, who communicates the purpose and goal effectively, would trust their members to form other strategies and help decide which option is the best. They are confident in their people's strengths. Leaders give enough freedom but still keep accountability and are ready to help when there are mishaps. They set a proper time for providing updates and identify areas where their approval is needed.

9. A boss wants credits; a leader gives credits.

The importance of giving and receiving credit can show if you are a boss or a leader. Being the representative of the team, bosses value earning credits as these highlight their position and offer opportunities for promotion. If you have a habit of taking credits even for work you did not do, that is a sign of bad boss behaviour. 

Some bosses may be unaware they are taking credits and not giving members the chance to shine. But a good leader takes note of achievements and the indispensable people who made them possible. They know being in charge does not mean they should always take the spotlight. It is not about one, but all. Leaders want acknowledgement for the entire team.

10. A boss intimidates; a leader encourages.

You are a leader if you help bring out the best in their people. You establish an open space that promotes trust and confidence for expressing thoughts — even conflicting ideas and criticisms. 

Leaders take on the problems and teach others not to fear them. They perceive challenges as a part of the learning process to create better, efficient systems. 

Bosses can be the opposite when they build one-sided, limited areas for exchanges. There may be a lack of conflict due to less employee engagement. People may be afraid and hesitant to voice concerns when their boss constantly refuses to listen to them. 

11. A boss wants followers; a leader wants to see future leaders.

Every employee should be given the opportunity for career progression. What you aspire to build for your people tells your skills as a leader or a boss.

Preferring your members as followers makes for unhealthy boss behaviour. It is even worse when you hinder any chances of career growth and development. Some bosses use manipulation to talk their members out of exploring new opportunities. They can make you feel that you do not have enough skills and experience to venture into something new. Some may even manipulate you to stay, suddenly professing how valuable you are and how you can achieve more even by staying under their leadership.

However, when you are a good leader, you aim to see your team grow — in their career and as part of the team. Moving up is where you want them to go. All the opportunities you gave them is meant to discover their strength, hone their skills, and be ready to fulfil leadership roles. If you let them be followers knowing they are capable of more, you fail to make a difference in your role.

So, are you a manager or a leader?

What makes bosses or managers and leaders different is their mindset and actions towards work and people. Not all leaders are the same. Being in a leadership position may not automatically mean you are a good leader, but it requires you to be one. It provides a challenge and an opportunity for bosses to acquire and improve critical leadership qualities that promote a healthier working environment. 

A leader can make a good boss, but it can take more than being a boss to become a good leader. You can be a boss with ideal leadership qualities, and it can start with having a growth mindset. Learn the benefits of having one here.

If you are ready to apply for managerial roles, sign up or update your JobStreet profile and search for #JobsThatMatter. Read more expert advice on becoming the best leader you can be through our Career Resources.