Wrong Way, Right Way

The wrong way is the easy way, and lots of people choose the easy way. That about sums up my opinion of bosses. Note I said bosses, not leaders. The job title can be the same, the responsibilities in the organization can be the same, but someone who is just a boss has chosen the easy way. Leaders have a harder row to hoe.

The operational brief of a boss at the simplest level is to just give orders – do this or do that. He, or she, metes out rewards or punishments based on achievement or lack thereof. Many organizations like having bosses. It makes awards, punishments, and promotions easier. But you might have heard of the Peter Principle. The Peter Principle simply states that people in an organization tend to rise to a “level of respective incompetence.” The boss will eventually be promoted to a level where more is required than simply issuing orders. Things get a bit murky, even serpentine, when more is required, planning, strategy, or diplomacy.

Have you worked for people like that? I have. Leaders don’t come in a one-size-fits-all package. Why? Because you may appoint a boss, but you grow and develop a leader. It’s a learning process requiring mentoring, education, and experience. Oh, right! The desire to grow and develop is central to creating a leader.

Now, to be fair to bosses, many can grow into leaders. It takes desire, encouragement, and perhaps some native talent. Also, it requires experience and the ability to retain the lessons of experience.

So if you work with a boss who shows a bit of flair and potential to grow encourage them. You may be improving your own work experience in the long run.