We all know that every leader is a boss, but not every boss is a leader.

We can break down the fundamental differences between a boss and a true leader in terms of opposites. Do you talk, or listen? Do you demand, or motivate? If you are a boss, you are followed because of authority. If you are a leader, you are followed because of respect and admiration. Exceptional leadership begins with a positive view of people and ends with remarkable accomplishments. Consider the differences between a boss and a leader in the following areas. Three Reasons Why Leaders Succeed and Bosses Fail :: My Boss is a Jerk! A boss demands, a leader consults. A boss says, in a very loud and demanding voice, I need you to get this done now! In most cases, such a command is probably met with disdain and frustration. Did this approach because the employees to deliver a sloppy and sub-par an outcome? It most likely did. We should all be wary of barking out orders to workers who hope to be treated with respect and kindness. When a boss demands results and places stringent expectations upon an employee without asking for perspective, his or her credibility suffers. On the other hand, a thoughtful leader will politely ask, Can you, based upon your current workload, focus your time and attention on this important project? Even in a flurry of stress, great leaders know that getting top results from their team means being aware of and sensitive to what employees have on their plates. Highly praised leaders recognize that their workers are not slaves but wonderful human beings who appreciate an opportunity to express their opinions and feelings in any discussion that might impact their assignments. This sound approach will always generate excellent performance by an appreciative workforce. A boss dictates, a leader empowers. A lame boss proclaims Do it this way, or else! Just as teenagers turn a deaf ear to parental lectures, employees will quickly tire of your way. If your organization is not exceeding expectations, it could be your fault. Do

you dictate which processes and resources should be used? Do you micromanage their daily tasks because you know best? A boss who declares its my way or the highway will be left with a near-empty parking lot; and the few who remain will be running out of gas. A terrible boss will say This is the way we do things around here. The clear message to an employee is dont think, I will do that for you. A narrow minded boss limits the creative process and self expression. He, in effect, kills innovation and increased productivity. In time, employees who fall under this management style cease to care or try. They see no value in making suggestions to improve lack luster performance. In fact, some undervalued employees find ways to sabotage a despot manager and the company. A genuine leader gives his people authority and responsibility to act and will ask How do you plan to solve this situation and how can I help you? Such an approach demonstrates to employees that they are trusted are talented and possess good judgment. Just as teens crave independence, employees seek to own their assignments. Individuals who are given the opportunity to evaluate and implement various problem solving approaches will always surprise and delight their peers and customers. Leaders know when employees are empowered great things happen; productivity soars, motivation is high and retention increases. A boss talks, a leader listens. Bosses like to hear themselves talk. They are wildly impressed with their own knowledge, skills and experience. They have all the answers and every problem solving solution. Being so bright, they have no need to understand whats on the minds of customers and employees. They are described as pompous and arrogant by associates and workers. Personnel may try to get a word in edge wise but soon cease trying; its too frustrating. Since this know it all boss lords over everything, employees soon close their ears and minds to incessant babble. Sadly these self-declared geniuses dont understand why their departments never receive acclaim and recognition. Effective leaders have huge ears and use to them to carefully listen to the voices of their people. They are anxious to know whats on the minds of their teammates and actively seek their views and thoughts on every critical and important topic. Such leaders spend time getting to know the workforce and encourage one and all to speak from their hearts and minds.

An open door policy is their standard. They celebrate and reward great ideas that emanate from an appreciated and highly regarded workforce. This leader and his team are seen as best in class and constantly in the lime light. To work for such a leader is a privilege and joy. In my life time in business, I have seen both types of managers; a few miserable bosses and happily, a handful of highly remarkable leaders. Without a doubt, I always did my best work, in thought and deed, for the men and women who were esteemed leaders. Today, I look back on these great mentors with unbound gratefulness and appreciation. As to the bosses I served, they are a long forgotten and unpleasant memory. In its simplest form, the basis of exceptional leadership is a manager who cares deeply about his or her peers and subordinates and treats them all with kindness, respect and genuine appreciation. Those managers who follow this approach will always find a loyal, engaged, happy and highly productive workforce. Are there other great differences between bosses and leaders? I look forward to learning from you what these other characteristics might be, and as always, I welcome your ideas and thoughts. You can contact me at @AskAlanEHall 10 Warning signals
Working for a jerk of a boss can be a miserable experience. From blaming subordinates for a failed project to constantly talking about themselves, the traits of a bad manager are usually revealed early in the relationship - sometimes, even in your job interview. Once on the job, however, it's usually too late to do anything about it. That's why job seekers must use the interview process not just to learn more about what their job would entail, but also to gauge what their would-be boss might be like as a supervisor. Here are 10 things job seekers can do during an interview to determine whether their new boss is going to be a jerk. Taking calls and allowing interruptions during an interview could be a red flag, said business consultant Dianne Sikel. "That's a sign that they don't value you or your time very much," Sikel told BusinessNewsDaily. "This says a lot about how the communication level is going to be later, especially when facing workplace issues and challenges that need his or her assistance." They aren't nice to other employees Watching how a would-be boss interacts with other employees before and after an interview is an excellent way to gauge how they might treat a new hire, said Paul Freiberger, president of Shimmering Resumes and author of "When Can You Start: How to Ace the Interview and Win the Job" (Career Upshift Productions, 2013).

"It's a firsthand look at the state of office relationships and, while every company is different, this is one time to trust your gut," Freiberger said. "If those interactions make you wonder, take that doubt seriously." They don't give direct answers Roy Cohen, career coach and author of "The Wall Street Professional's Survival Guide" (FT Press, 2010), said a bad boss is one that talks around an awkward or uncomfortable question during the interview instead of answering it directly. "If you have done your homework and know of issues and challenges facing the department or company, then you have reason to believe that your future boss is either hiding them or unaware that they are indeed a problem," Cohen said. "Sneaky or dumb are both undesirable character flaws in a boss." They do all the talking Bosses that spend the majority of the interview time running their own mouth might be the type of supervisor that job seekers want to avoid, said Katie Karlovitz, business communications coach and founder of On Speaking Terms. "For whose benefit are they talking, yours or their own?" Karlovitz asked. "If they are dominating the conversation, that tells you something." They take all the credit Mary Greenwood, human resources expert and author of "How to Interview Like a Pro: 43 Rules For Getting Your Next Job" (iUniverse, 2012), said prospective employees should take note of whether the interviewer says things such as "I did this and I did that" or puts more of an emphasis on the collective effort, with phrases like "We did this or we did that." "This helps determine whether he or she considers himself or herself a member of a team, or takes credit for everything the team does," Greenwood said. They aren't flexible Phases such as "my way or the highway," "if you follow my rules you will do OK" or "I have my own way of doing things" can mean the employer ismore interested in his own system and not other peoples ideas, said career adviser Chris Delaney. "If you like to contribute, give ideas or if youre the creative type, then this boss may not be for you," said Delaney, author of "The 73 Rules for Influencing the Interview using Psychology, NLP and Hypnotic Persuasion Techniques" (MX Publishing, 2012). They don't answer questions Leigh Steere, co-founder of Managing People Better, said when interviewing directly with a would-be boss, ask how he or she handles various scenarios, such as whether employees' work is reviewed on a daily basis or if the boss is personally involved in helping employees plan their career path. "The answers can tell you a lot about whether the manager is task-oriented or peopleoriented, involved or hands-off, caring or somewhat aloof," Steere said. They are too nice While everyone wants to work for a great boss, coming off too charming or flattering during an interview might be cause for concern, said Janet Scarborough Civitelli, a workplace psychologist and career coach. "If you feel like you are walking on air after an interview because a prospective boss made you feellike the most special person on the planet, that's a bad sign," Civitelli said. "Authenticpeople are more likely to connect with you without the hardcore wooing." They bash co-workers Vijay Ingam, founder and CEO of Interview SOS, said job seekers might want to steer clear of bosses who bash or talk negatively about a co-worker during an interview.

"I'm not sure if I would call these hiring managers 'jerks,' but I personally would not want to work for one of them," Ingam said. They micromanage If you don't want to work for a micromanager, job seekers should tailor a question around the type of communication the would-be boss expects when handing out tasks, said Vincent O'Connell, the Asia regional director for the consulting firm Globecon Institute and the co-author of "9 Powerful Practices Of Really Great Bosses" (Career Press, March 2013). "If the boss states that he or she expects frequent updates and is always wanting to know the exact details of what you are doing, then he or she is demonstrating a penchant for micromanagement," O'Connell said.