All too often do we experience jobs and bosses we dislike. Sometimes we have ones we respect, even love. If you're experiencing an oppressive work culture or feeling when you go into work, see if it's due to your bosses having the opposite of the following.

ASSERTIVE, not pushy.

many people noodle leadership feel as though they're in a position where they have to show their capabilities as a manager. Great leaders manage very little. People who are pushy and testy often fall into micromanagement and mismanagement. Micromanagement assumes that underlings cannot handle themselves. Mismanagement transpires when micromanagement occurs because managers cannot focus and are handling too many things at one time or because they're not focusing enough on the right things. Assertive people make it known theyre forces to be reckoned with only if their underlings cannot manage themselves. An effective assertive person leaves the choice of competence or incompetence in the hands of the person who they have expectations for making it known that choosing incompetence will result in penalty of his or her own making.

CHARISMATIC, not charming.

The difference between charisma and charm is swooning or serenading versus convincing with integrity. Many people are easily charmed by The Wiles of superficial others who present convenient, easy options. Charisma is simple because it's a matter of whether or not your energy is compatible with someone else's. Great leaders choose people to put around them who both share their values and feel empowered by being around each other. A charming leader makes people feel empowered of through him and they may not necessarily share his values.

AUTHENTIC, not disingenuous.

Authentic leaders are respected they are honest as much with themselves as they are with others. They don't try to be something or someone they are not. They only seek to improve who they are by seeking feedback that will help, not hinder. The kind of feedback they seek is open and not closed. In other words it's not opinionated. To be authentic is to choose yourself instead of choosing others who we wish to be. they understand opinions are in direct conflict with who they are if they are fixed which is why they seek out open-ended feedback. They make you feel encouraged to do the same.

CONFIDENT, not cocky.

great leaders are humble and modest and don't feel the need to flex on others. They don't seek assurance of others whereas flexing is a show of insecurity feigning of confidence.the key way to figure out if something cocky or confident is to know whether or not you are intimidated by the way they express themselves. it is possible to find oneself intimidated by confidence so perhaps a better measure might be abrasiveness. if someone's personality is abrasive because of the way they Flex, then they have bigger and deeper problems.

EVALUATIVE, not presumptuous.

great leaders are evaluated for not presumptuous they put their trust in what they know can be pulled off. this means that they do establish metrics to function by so that they can give everyone who works for them or with them the best means to make progress. It also means they don't underestimate or overestimate. They asked questions before making decisions or coming to conclusions.

PATIENT, not tolerant.

Great leaders are patient within themselves and with others. They do not tolerate poor work ethics personalities or behaviors. They understand that taking your time does not mean waiting. give me a slow effort to increase effectiveness over time. It's building momentum and keeping on track. They do not tolerate intentionally destructive behavior personalities or work ethics

DETERMINED, not deterred.

great leaders pay more attention to the potential for progress than the potential for failure because they understand that failure is directly connected to progress. It's a learning experience. so they pay more attention to the pros than the cons. DC all situations as risking winning rather than risking losing. Note that this is only when risking winning can directly correlate to the metrics and evaluations they have established. it means they push through and persist until they persevere. They ever correct knowing they will eventually achieve success and inevitably.

CALM, not frantic or paranoid.

when they're presented with distressing situation or problem they don't worry over it in a panic. They asked what they can do with a solution-oriented mindset. the great leader does this for the problems he faces and the problems you face that you asked him about. if you're afraid about bringing your problems to your superiors ask yourself why and if it's because they won't handle it well then they're probably not very calm people with solution-oriented mindsets. if you're not sure there's only one way to find out. Don't presume the reality.

REALISTIC, not idealistic.

Great leaders are risk-takers because they are optimistic. The risks as I've mentioned they take are calculated. It's about optimization versus idealism and many people confuse optimism for idealism. These are not the same. Idealism doesn't account for roadblocks and inhibitions whereas optimism does. So think of optimism as optimization with the glass both half empty and half full, with the question of how it can become fuller.

EMPOWERING, not punishing.

This is the same as altruistic, not egotistic. The egotist seeks selfish means to achieve more for himself. altruistic people on the other hand ask themselves how they can achieve more with others and how he and they can both get what they need. Altruists empower themselves by empowering everyone whereas egotists empower themselves at the expense of everyone. This is punishment. Sikh leaders to learn from who empower not punish.