It goes without saying that there are distinct differences between a leader and a boss. However, it must still be addressed that these aren’t always the same thing. Confident leaders carry themselves with humility and do not succumb to feelings of superiority. Confidence does not equate to arrogance. When workers and peers have a leader with toxic behavior, it makes the work environment much more challenging for employees. Thus, worker performance begins to lack, and interpersonal relationships start to dwindle. To promote a healthy work atmosphere and improve worker productivity, confident leaders should avoid these behaviors:
Superiority Complex
As previously stated, confidence doesn’t equate to arrogance. Nothing is wrong with a person having pride. However, pride can blind a person from seeing things objectively. Confident leaders should not take on a superiority complex, seeing themselves as more significant to a project or company than others. Being power hungry can get to some people’s heads once they reach a particular tier or position. Leaders are no exception. Confident leaders should avoid coming across as aggressive or being viewed as bullies.
No Micromanaging
Confident leaders avoid leading from a place of fear; micromanaging shows that a leader fears their colleagues will make a mistake. This lack of trust sends a message that the leader doesn’t believe they are competent or qualified enough to do a task. Confident leaders are not only confident when it comes to their leadership style, but they also have high expectations for colleagues as well.
They Don’t Seek Praise
As it may feel nice to have one’s work acknowledged, a confident leader isn’t looking for attention or seeking Praise from others. They do the job simply to get the job done. Confident leaders already feel as though their contribution is valid. Therefore, there isn’t a need for external validation. Instead, confident leaders are more focused on motivating and praising their workers and raising their esteem.
Feedback is an Asset, Not a Liability
Constructive feedback should be encouraged. A confident leader should not mind if their management style or approach is questioned respectfully. One should try to see where others are coming from and make needed adjustments.