We’ve all worked with someone who called the shots from the top of the mountain but never once helped build the path to get there. That’s a boss. And while there’s nothing inherently wrong with being the authority in the room, how that authority is carried makes all the difference. Are you demanding performance or are you guiding and encouraging your team towards real success? Leadership is less about being seen as “in charge” and more about seeing others. Knowing your team, understanding their strengths, and staying aware of what may slow them down or light them up. A true leader knows how to navigate the bigger picture without needing the spotlight. Sometimes the most powerful leadership happens from the back of the line. That perspective gives you a better sense of where your team is thriving and where support is needed. It lets you step in with purpose, not to hover, but to guide. Leading from behind doesn’t mean you’re missing, it means you’re intentionally present, helping everyone move forward together. Now here’s the truth that often gets overlooked: A BOSS AND A LEADER ARE NOT THE SAME PERSON! They may hold the same title or sit in the same role, but how they show up and how they engage with their teams, tackle challenges, and approach their goals creates two very different outcomes. Bosses often chase results through pressure. Leaders create results through people. That difference shapes everything: team morale, retention, creativity, and long-term success. That’s why it matters. Because how you lead doesn’t just affect productivity; it influences who your team becomes along the way and when you’re not in the room. DON’T FALL INTO THE DELEGATION TRAP! One of the biggest differences between bosses and leaders comes down to this: delegation without presence. Bosses tend to hand things off and step away. But without context, support, or visibility, delegation turns into disconnection. It’s not just about what gets done, it’s about how it gets done and who is growing from it. Leaders stay connected. They lead by example, modeling accountability, ownership, and trust. They don’t micromanage, but they don’t disappear either. They show up consistently, quietly, and effectively right where it counts. TPE Strategies to Shift from Boss to Leader Here’s what we help our clients work through regularly: 1. CliftonStrengths and/or DiSC AssessmentsUnderstand your natural leadership tendencies and how they affect team dynamics. Once you know your style, you can adapt to lead each person more effectively. We provide this for your team. 2. Active Listening FrameworksWe teach our leaders how to pause, ask better questions, and listen to understand, not just respond. 3. The Weekly Leadership LensA 15-minute practice to reflect on your leadership presence each week. It includes: 4. Accountability without ControlWe coach on how to delegate outcomes, not just tasks, creating ownership instead of dependency. And we show you how to stay present enough to lead the process without taking it over. Ready for Your A-Ha Moment? If you’re realizing you’ve been managing more than leading, you’re not alone. Most of us were never trained on this, we just repeat what we’ve seen. At TPE Coaching, we work with business owners, executives, and team leads to break that cycle using practical strategies that work. Let’s explore how we can support your growth as a leader, not just a boss. Schedule a discovery call or send us an email info@TPECoaching.com and let’s talk. Because leadership isn’t a title. It’s a way of being. www.TPECoaching.com
Maya Angelou once said, “I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” This quote applies not only to personal interactions but also to the way companies establish company culture. When an employee feels valued and respected, it is more likely for that to leave a positive lasting impression on their experience which then affects the team and the productivity within the company. However, on the flipside of that coin, employees who feel unmotivated, undervalued and working without purpose, are more likely to produce minimal amount of effort, are less interested in engaging in team activities and basically physically clock in, mentally check out and clock watch until their shift is over. For companies, this has become an alarming trend that has become as contagious as if not more than COVID. Some companies feel that the solution sometimes lies in terminating the employees that reflect such behaviors but the reality is that this is just the tip of the iceberg that stems from a much larger problem: a crack in the company’s foundation. Here are some solutions: Prioritize Your Employee’s Needs – Listen more and talk less! Exercising clear communication by enhancing your listening skills is key to great work culture. Offering empathy and support can be a great place to start. You hired humans not robots (yet) so you want to make sure you understand that these human beings undergo a multitude of emotions both personally and professionally while they are sitting at their workspace. Pretending like it isn’t happening hasn’t served to get the elephant out of the room so take charge and face it head up. These simple exercises help both the employee feel seen, heard and valued but also providing a safe space for vulnerability and support that results in loyalty and focused efforts. Reduced Work Overload – Not sure when this started happening but it seems that when companies start losing employees that weren’t necessarily producing to par, they started overloading the loyal employees that decided to stay. When employees leave a company, it can be a difficult and disruptive time for everyone involved but overloading your good employees isn’t the answer. Or cost effective for that matter. Some employees think that one person can do the job of three therefore there’s a cost savings but the reality is you are gambling the health of a great employee that may end up leaving for lack of support. A good company recalibrates their core structure to ensure that the tasks are fairly assigned in order to receive high performance in each department. Remember… being cheap can sometimes be much more expensive!
As an employer, you want to attract and retain the best talent possible. One of the ways to achieve this is by offering an attractive benefits package. However, simply offering the standard benefits is no longer enough. To maximize the quality of your workforce, you need to ensure that your offerings are creating a competitive edge. Here are some reasons why aligning benefits with employee needs is important: Increases employee satisfaction and loyalty Offering benefits that truly meet employees’ needs shows that you value them as individuals and care about their well-being. This leads to higher employee satisfaction and loyalty. Employees who are satisfied with their benefits are more likely to stay with their employer and contribute to the company’s success and profitability. Attracts top talent In today’s job market, when job seekers are looking for employment, they consider more than just salary. They also look at the benefits offered by the employer. By offering benefits that meet their needs, such as individual coaching, growth mindset culture and motivational learning, you can attract top talent to your organization. This can help you build a strong team that can drive the company forward for the long run. Boosts productivity and engagement Employees who feel that their employer cares about their well-being are more likely to be engaged and productive. They are also more likely to have a positive attitude towards their work. Consider your employees your NUMBER ONE CLIENT. Because a happy employee will more likely represent your business product or service as if they had vested interest in its profitability. This, in turn, can lead to improved customer satisfaction, and better financial performance for the organization. Reduces absenteeism and turnover When employees feel supported by their supervisors and owners of the company they work for, they are less likely to miss work due to illness or stress. Absenteeism is more likely to happen when an employee doesn’t feel motivated to produce and instead is showing up for the paycheck. Unless companies take immediate action to identify the root of the problem and seek assistance to find solutions, ultimately it ends up costing the company more in high turnovers or lack of attendance. Improves employee health and well-being Health and wellness is the conversation on everyone’s mind these days and we have become more and more aware of the consequences of not prioritizing those needs. For example, offering a wellness program, an on call Life Coach or gym membership can encourage employees to adopt healthier lifestyles and improve their mindset. This, in turn, can lead to reduced healthcare costs for the organization and a healthier, more productive workforce. In conclusion, aligning benefits with employee needs is crucial for attracting and retaining top talent, boosting productivity and engagement, reducing absenteeism and turnover, and improving employee health and well-being. As an employer, it is crucial to regularly assess your benefits package and make adjustments based on the evolving needs of your employees. By doing so, you can create a positive work environment that fosters employee satisfaction, engagement, and success.
Employee engagement is a crucial aspect of any successful business. Engaged employees are more productive, have higher job satisfaction, and are more likely to stay with their employer. However, disengaged employees can have the opposite effect, leading to decreased productivity and a negative impact on the company’s bottom line. Coaching is one effective way to help disengaged employees get back on track. Here are some of the benefits of offering life coaching to your employees: Increased Productivity: By working with a coach, employees can identify areas where they can improve their skills and knowledge, and receive support to achieve their goals. This can help them become more efficient in their work, and ultimately contribute more to the company. Improved Job Satisfaction: Disengaged employees may feel demotivated and unfulfilled in their jobs. Coaching can help them identify their strengths and interests, and explore how they can better align these with their work. By finding more meaning and purpose in their work, disengaged employees can experience greater job satisfaction and be more likely to stay with the company. Better Communication: Coaching can help improve employee’s communication skills, both with their colleagues and with their superiors. This can lead to more effective teamwork, better relationships with coworkers, and clearer communication of their needs and expectations. Improved communication can also help employees feel more valued and supported, which can help them become more engaged in their work. Increased Confidence: Employees may lack confidence in their abilities, which can lead to decreased motivation and productivity. Coaching can help them build their confidence by identifying their strengths and areas for improvement, setting achievable goals, and providing support and encouragement along the way. Reduced Turnover: Employees who do not feel that they are contributing effectively or that their individual needs are being met, are more likely to leave their jobs than their engaged counterparts. Coaching can help disengaged employees become more satisfied in their work, which can lead to increased job retention. This can save the company time, resources and money in recruiting and training new employees, and help maintain a stable and productive workforce. In conclusion, coaching disengaged employees can have many benefits for both the employee and the company. By increasing productivity, improving job satisfaction, promoting better communication, building confidence, and reducing turnover, coaching can help disengaged employees become more engaged and productive members of the team.
