Are You Leading or Dictating?

One of the greatest measures of leadership is the level of compliance and engagement from your people. However, many leaders misinterpret compliance and resort to force, coercion, or fear to achieve results. This approach may work in the short term, but it doesn’t foster loyalty, innovation, or long-term success. True leadership inspires people to follow because they believe in the direction, not because they are afraid of the consequences.

Leading vs. Dictating

When I first started working as a manager, I was often asked, “What do you want me to do?” My response was always, “What I want is not important. What do you think you need to do to create the product or service your client desires and wants?” This simple shift in perspective helps employees take ownership of their work and fosters independent thinking.

Dictating leadership imposes the leader’s will on employees, leaving no room for personal responsibility or creative problem-solving. Employees may comply out of fear, but this leads to disengagement, dependency, and a stifling of innovation. Over time, this limits not just the employee’s growth but also the company’s progress.

In contrast, true leadership focuses on guiding employees to think for themselves and make decisions that align with the long-term goals of the client, company, and society. It’s important that leaders avoid judging what is “good” or “bad” or “right” or “wrong” for their staff, but instead cultivate a culture where employees are encouraged to create positive effects. This approach enables everyone to contribute to long-term survival and success.

The Role of Understanding and Growth

It’s crucial to understand that when leaders make judgments for their employees, they often cause them to doubt their own abilities. This can make employees feel small, dependent, and afraid to take initiative. Instead of pushing people to take risks, I believe in building their competence and confidence to make sound judgments, so they don’t need to take risks at all. Risks often imply a lack of understanding or preparedness.

By fostering an environment where employees are empowered to think and solve problems for themselves, companies can encourage growth without forcing risks. Leaders should focus on increasing their team’s competence through guidance, open communication, and support, allowing employees to thrive in decision-making roles.

Good vs. Bad Compliance

Not all compliance is created equal. Bad compliance occurs when employees agree outwardly with an order but don’t truly understand or agree with it. They may say “yes” to avoid conflict or repercussions, but their actions reflect a lack of genuine alignment. These employees may fail to deliver or do the opposite of what’s required.

On the other hand, good compliance comes from employees who question an order not out of defiance but out of a desire to understand or improve the outcome. A staff member might say, “I don’t understand, can you help me understand why we’re doing this?” or, “I don’t agree because I have additional data that supports a different course of action.” This kind of dialogue is crucial for growth and is a form of deeper compliance. It shows the employee is actively engaging with the task and wants to achieve the best result.

Leaders must be able to distinguish between bad compliance, which is surface-level, and good compliance, which comes from a desire to align with the best possible outcome. Blindly trusting those who always say “yes” can lead to misunderstandings and poor execution, while encouraging critical thinking and feedback builds a stronger, more resilient team.

Inspiring Compliance through Purpose

The most effective leaders inspire compliance by creating a shared sense of purpose. When employees understand how their work contributes to the greater good of the client, company, and society, they are naturally motivated to follow through. Compliance isn’t about fear of losing a job, but about wanting to contribute meaningfully.

Leaders who cultivate an environment where employees are encouraged to think independently, solve problems, and make informed decisions based on a shared vision will see stronger engagement and better results. This is how true compliance and long-term growth are achieved.

Conclusion

Are you leading, or are you dictating? True leadership isn’t about commanding compliance or controlling employees—it’s about empowering them to think for themselves and contribute to a shared purpose. By fostering a culture of understanding, encouraging independent problem-solving, and distinguishing between good and bad compliance, leaders can create teams that are deeply engaged, innovative, and committed to the organization’s success. This is the essence of true leadership, and it is the foundation for sustainable growth.