How to Tell If You're a Boss or a True Leader: 8 Signs
If your team respects you only because of your title, you're probably just a boss.
What do you think makes you a leader: your title or what you do?
The answer is obvious. If your team respects you because of your title or your position in the hierarchy, then you are probably just a “boss” and less of a “leader.”
I remember when I first stepped into a leadership role back in 2008, and I was excited (and nervous) about what it would entail. I felt like I needed to prove my ‘authority’, so I started getting involved in everything: every decision, every meeting, and started asserting myself even when it wasn’t really needed.
It is important for leaders to be aware of the signs that they may be slipping into boss territory. In this article, I will discuss eight such signs and strategies for dealing with them.
Sign 1: You Empower Your Team, Not Just Delegate
“Leadership is not about being in charge. It’s about taking care of those in your charge.” — Simon Sinek
There’s a big difference between delegating tasks and empowering your team. A boss might hand out assignments and call it a day, but true leaders do much more.
When you’re operating like a boss, it might look like this:
You delegate tasks but still make all the key decisions yourself, keeping full control.
You assign work without clarifying how it contributes to the bigger picture, leaving your team just ticking boxes.
You expect them to follow instructions but step in quickly if something seems off, offering little space for autonomy.
But when you’re a leader, the approach is different:
You empower your team to make decisions, trusting them to figure out how to get things done and offering guidance when needed.
You connect their tasks to the larger goals, helping them see how their work matters and giving them the ownership to deliver.
You give them air cover — meaning you provide support and protection if things go wrong, but let them lead the way, knowing mistakes are part of the learning process.
Empowering your team isn’t about micromanaging or dictating every move; it’s about creating an environment where people feel confident and trusted to make decisions, innovate, and grow.
Sign 2: You Seek Feedback, Not Just Give It
“To handle yourself, use your head; to handle others, use your heart.” — Eleanor Roosevelt
It’s easy to fall into the trap of thinking leadership is all about giving instructions and feedback. I used to think my role was just to steer the ship and tell people where they needed to improve.
But real leadership is a two-way street — you need to ask for feedback just as much as you give it.
When you’re operating like a boss, it might look like this:
You give feedback but rarely ask your team for theirs. Your direction is a one-way street.
You assume you have all the answers, so you don’t actively seek input on your leadership style.
You view feedback as something you “deliver” rather than something you also receive.
But when you’re a leader, the approach is different:
You regularly ask your team for feedback on how you can improve and create a culture of open dialogue.
You listen to your team’s insights and perspectives, recognizing that they often see things you don’t.
You use feedback not just as a tool for improvement but as a way to empower your team to voice their thoughts.
True leaders understand that they’re not perfect and are willing to learn from their teams just as much as they teach.
Sign 3: You Lead by Example, Not by Authority
“The most powerful leadership tool you have is your own personal example.” — John Wooden
People don’t follow titles — they follow people. If your team only respects you because of your title or authority, you’re probably more of a boss than a leader. Leadership is about setting the right example through your actions, not demanding respect based on your position.
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