One question I direct at authority figures often makes them visibly uncomfortable.
The question is pretty simple— What is your definition of leadership?
The answers are often as diverse as the reactions the question elicits.
“To take the flack!”
“Jeez man, that’s a curveball.”

These four reactions were responses from a recent crusade where I carried the question into perceived Leadership Territory.
I agree that a leader should listen— among other things.
Then I redirect to another question— Do some managers also listen?
The answer is mostly a resounding “yes!”
And that’s where the problem arises, differentiating between leaders, bosses, and managers.
One respondent— a person in a senior managerial position insisted the three titles or positions are intrinsically the same.
That was an eye-opener!

Do you work for a boss, a manager, or a leader?
Do your colleagues know the difference?
Your experience of satisfying and safe work environments could depend on your superior’s understanding of the differences.

This post is not about providing an answer to the question— but rather introducing another one— Are those in charge evolving towards potentially opening a dialogue around this question?

Moving towards more powerful linguistic constructs implies that you are gearing up for a more satisfying work experience.
Weak language has brushed too many travesties under the carpet for too long— because not everyone bothered to rephrase old and jaded ideas that have been preached as gospel for way too long.


And if you truly want to hear my definition of L then— >
Fear not!
Part 2… Coming soon!


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