“Because I’m the Boss!” – Command and Control or Inspire and Motivate

You won’t hear this phrase very often in today’s contemporary working environment but that does not mean many leaders still don’t feel this way. Yes, it is commonly recognized that a command and control style will get things done quickly. But this style doesn’t inspire anybody and, in the long run, just creates a bunch of robots that react to orders. Not exactly the conditions that build strong teams, stimulate innovation, and drive sustainable business performance.

Recently I was faced with a leader who embodied everything about this style. There was no empowerment, empathy, or concern for his employees. It was his way or the highway and nothing could convince him otherwise. I pulled out every tool and trick I had in an attempt to help this individual recognize that if he continued to treat his employees as he did, he would surely run his employees, and his company, into the ground. It is common for leaders with this mentality to act this way, and even more common for them to resist personal change.

Feeling one way and trying to act another way is almost impossible, especially for those who are in positions of leadership. The spotlight is always tracking y our behavior, good and bad. It is your choice on how you are viewed and what culture you want to nurture.

How you “feel” is about what you believe about yourself, your employees, and your business; and it has a direct impact on your leadership behavior and performance. You can’t fake it – people are too perceptive.

If you want to make a “real” positive impression, consider these three things on why employees want a job. They want…

1. The opportunity to learn and grow
2. To get paid
3. To be inspired by their leaders

Opportunity to Learn

All employees, at all levels, are concerned with the opportunity for learning and development compared to other aspects of their job. This occurs through new challenges, developmental assignments, developmental feedback, conversations, and mentoring; all of which are controlled almost exclusively by the employees’ respective manager. To make this work, the manager must believe that their employees have potential for growth, want to learn, and they are worth the developmental effort.

Get Paid

I have this discussion often regarding money and employee motivators. Money is important to everybody but it inspires very few people – if any. We all want to get paid, and need to get paid, but it is lower on the list of what motivates your employees at work. Employees want to be paid fairly based on their contribution and value to the business. Problems occur when the balance between perceived value and compensation tips too heavily in one direction.

Be Inspired

Putting different leadership styles aside, all inspiring managers act in very similar ways.
They establish clear goals, spend quality time with their people, and foster highly collaborative behavior. Also, to improve on their personal connection they work consistently on effective communication, helping others navigate change, and setting the example for others to follow.

In the event you find yourself staring at your employees thinking, “Because I’m the boss!” perhaps it’s time for a little self-reflection. A little self-reflection never hurt anybody and your employees will surely appreciate the changes in your leadership style.

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