Promoting a Listening Culture

💡𝗔𝗿𝗲 𝗬𝗼𝘂𝗿 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗥𝗲𝗮𝗹𝗹𝘆 𝗟𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴, 𝗼𝗿 𝗝𝘂𝘀𝘁 𝗪𝗮𝗶𝘁𝗶𝗻𝗴 𝘁𝗼 𝗦𝗽𝗲𝗮𝗸? As technical experts, leaders are often very skilled at presenting complex information. But communication isn't just about talking—it's about truly hearing what others are saying. As an executive coach and management professor, I've observed that the most transformative leaders are often those who have mastered the art of active listening. Active listening is more than a soft skill—it's a strategic leadership competency that can revolutionize workplace dynamics, boost employee engagement, and drive organizational performance. Let me break down five critical components of active listening that can turn ordinary managers into exceptional leaders: 1️⃣ 𝘼𝙫𝙤𝙞𝙙𝙞𝙣𝙜 𝙅𝙪𝙙𝙜𝙢𝙚𝙣𝙩: Create an open channel for learning and connection - Suspend your preconceptions and personal biases. - Approach conversations with genuine curiosity and openness. - Recognize that your role is to understand, not to immediately evaluate or critique. 2️⃣ 𝘼𝙘𝙠𝙣𝙤𝙬𝙡𝙚𝙙𝙜𝙞𝙣𝙜: Validate the speaker's experience - Use non-verbal cues like maintaining eye contact and nodding. - Provide verbal affirmations that demonstrate you're actively engaged, paying attention, and interested in what they are saying. - Reflect back emotions you're sensing to show deep empathy and understanding. 3️⃣ 𝘼𝙨𝙠𝙞𝙣𝙜 𝙌𝙪𝙚𝙨𝙩𝙞𝙤𝙣𝙨: Dive deeper into understanding - Craft open-ended questions that invite meaningful dialogue. - Use probing questions to uncover underlying motivations and perspectives. - Show genuine interest in the speaker's thought process, not just the surface-level information. 4️⃣ 𝘾𝙝𝙚𝙘𝙠𝙞𝙣𝙜 𝙛𝙤𝙧 𝙐𝙣𝙙𝙚𝙧𝙨𝙩𝙖𝙣𝙙𝙞𝙣𝙜: Ensure you're on the same page - Paraphrase key points to confirm your interpretation. - Ask clarifying questions to eliminate potential misunderstandings. - Demonstrate that you've not just heard, but truly comprehended the message. 5️⃣ 𝙍𝙚𝙨𝙥𝙤𝙣𝙙𝙞𝙣𝙜: Provide thoughtful, constructive feedback - Respond with empathy and respect. - Offer insights that build upon the speaker's perspective. - Create a collaborative dialogue that moves toward solutions. 𝗧𝗵𝗲 𝗕𝗼𝘁𝘁𝗼𝗺 𝗟𝗶𝗻𝗲 Active listening is a powerful leadership skill that can transform organizational culture. It builds trust, enhances collaboration, and creates an environment where employees feel genuinely heard and valued. This week I'm training senior leaders at the World Health Organization how to give and receive feedback skillfully. If you are interested in elevating your organization's communication and performance, let's connect and discuss how we can unlock your team's full potential. 💡 Leadership Development Workshops 🔍 Executive Coaching 📊 Performance Management & Coaching Skills Training #LeadershipDevelopment #ActiveListening #Feedback #ExecutiveCoaching

If listening were money, most organizations would be broke. Yet that’s exactly why it matters: Because when done well, it becomes a quiet force for leadership. Real listening: ↳ Builds trust ↳ Reveals blind spots ↳ And earns you influence, without saying much Here’s how to listen in a way that changes the room: 1. Listen to learn, not to respond ↠ Don’t prepare your reply while they talk ↠ Slow down ↠ Focus on what they say and why they’re saying it 2. Use the “say more” signal ↠ Say: “Tell me more about that” ↠ “What else is on your mind?” ↠ People will go further if they feel safe 3. Notice what’s not being said ↠ Tone. Hesitation. Gaps in logic ↠ Ask: “You paused there, what’s behind that?” ↠ This shows care and sharp awareness 4. Don’t rush to solve ↠ Sometimes people don’t need answers ↠ They need to feel heard ↠ Ask: “Do you want me to listen or help you fix it?” 5. Mirror, don’t hijack ↠ Avoid: “That reminds me of my story...” ↠ Try: “Sounds like that’s been frustrating for you” ↠ Keep the spotlight on them, not you 6. Reflect before you respond ↠ Say: “What I’m hearing is...” ↠ “Let me make sure I got this right...” ↠ This simple move proves you were fully present (And gives space for correction or clarity) 7. Ask one great question before ending ↠ “What’s the one thing you need most right now?” ↠ “What would progress look like for you?” ↠ Leave people with momentum, not confusion The truth is that great leaders don’t talk more. They listen better. Because when people feel heard, they bring their best. ♻️ Share it to help people lead better And follow Andrea Petrone for more.

Ever feel like your team meetings are just a bunch of talking heads? You're not alone… But what if I told you the key to unlocking better collaboration, higher engagement, and stronger results lies in something often overlooked? Active listening is more than just keeping quiet while someone speaks… It's about truly paying attention, understanding the speaker's intent, showing the speaker you understand them, and responding thoughtfully I recently coached an David (an engineering manager) on this His team was brimming with talent, but constantly missing deadlines, struggling to collaborate, and fixing mistakes that were caused by misunderstandings David noticed frustration and a lack of engagement, and after digging a little deeper, we identified a core problem… Team members weren't actively listening to each other! Ideas were interrupted, and some felt their voices weren't valued, which created a culture of hesitation and hindered creative problem-solving But changing a team culture starts at the top… Through coaching, David honed his active listening skills and implemented these practices with his team: **Give Full Attention:** David learned to silence distractions, make eye contact, and truly focus on the speaker. This simple act communicated respect and encouraged open communication **Practice Reflection and Paraphrasing:** David began summarizing key points to ensure everyone was on the same page, which clarified understanding and fostered trust **Ask Clarifying Questions:** David encouraged questions to delve deeper into ideas and build upon each other's thoughts, which fostered a more collaborative environment **Embrace Silence:** David created space for thoughtful responses instead of jumping in to fill pauses, which allowed for deeper reflection and richer discussions **Active Listening for All:** David encouraged team members to practice active listening with each other, which fostered a culture of mutual respect and understanding These simple practices produced remarkable results! Communication improved dramatically, deadlines were met, innovation soared, and the team thrived on collaboration because everyone felt empowered to share ideas freely, knowing they would be heard Implement these active listening techniques in your next team meeting and see the difference! #Leadership #CivilEngineering #SoftwareEngineering

Can we truly call ourselves inclusive if we don’t listen to those we disagree with? When we talk about inclusion, the focus is often on individual backgrounds and characteristics — such as culture and race, gender, religion, sexual orientation, disabilities — and creating spaces where everyone feels a sense of belonging. These are critical components of inclusion, but they are just the beginning. A deeper, often overlooked layer of inclusion is how we engage with people whose ideas, values, or perspectives differ from our own. This includes listening to people who may disagree with current approaches to diversity and inclusion. While difficult to do in practice, ‘cancelling’ and not engaging with opposing views only adds fuel to the fire of dissenting voices. For organisations to benefit from diversity and inclusion, not just make progress, being able to listen to and work through differences is a critical skill. For leaders, the answer to this question is pivotal. Listening—particularly to those who challenge us—is the key to a ‘speak up’ culture, collaboration, innovation, and the ability to navigate complexity. It is not easy, however, as it requires humility, openness, and courage. Read more about the costs of not listening to people you disagree with and why it’s so important for leaders, even though it’s not easy to do. #listening #labelling #stereotyping #assumption #biases #inclusion __________________________________________ Leaders Who Listen is co-founded by Anna Reeve, Dr Leigh Gassner APM and Megumi Miki, and helps leaders to have the conversations they need to have but don’t. When they do, organisations improve their listening cultures to navigate complexity, innovate, manage risks, become more collaborative and inclusive for greater impact. See the new LwL website https://lnkd.in/gJbTT-fW or contact info@leaderswholisten.com.au to learn more.

We invest millions in employee listening platforms, yet engagement is at a decade-low and 44% of the workforce is experiencing performance-draining "angst". Why the disconnect? Perhaps we've confused data collection with genuine listening. The principles that make a one-on-one conversation transformational are the same ones that make an organizational listening strategy succeed. It starts with understanding the difference between listening to respond and listening to understand. In psychology, high-quality listening is shown to create a powerful state of "togetherness"—a mutual sense of being seen, heard, and valued that strengthens relationships and unlocks creative thought. What if we applied this lens to our organizations? We can think of listening on three levels: Level 1: Internal Listening. The organization hears, but only through its own lens. "Did we hit our survey target? Are we compliant?" This is listening to check a box. It’s transactional, focused on what we need, and often where organizations get stuck. Level 2: Focused Listening. The organization pays close attention to what employees are saying. We analyze the data, identify themes, and understand the "what." This is better, but it's still primarily a one-way analysis of information. Level 3: Global Listening. The organization senses the entire system. We hear what's not being said. We notice the energy, the context, the undercurrents. This is listening to build trust and anticipate the future. It’s relational. When we operate at Level 1, we risk creating a culture of "inauthentic listening"—a performative act that breeds more cynicism than silence ever could. We fail to meet the fundamental human need for significance, creating the very angst that undermines innovation and drives away talent. Moving toward Level 3 is an act of intentional design. It's about building systems of "psychological ergonomics"—systems designed not just for data extraction, but for genuine human dialogue. It requires closing the listen-act loop to build trust, which research proves is a direct driver of performance, well-being, and retention. The question for leaders isn't just "Are we listening?" It's "At what level are we listening?" Are we building systems to win a debate, or to create the "togetherness" that moves the entire organization forward? (Picture of my favorite person to talk with about listening and champion listener, Brodie Riordan, PhD, PCC)

Listen… The Leadership Skill Most Undervalue Over the years, I’ve come to understand that what distinguishes truly great leaders isn’t just their ability to cast a vision or drive measurable outcomes, it’s their ability to listen. Not just to words spoken aloud, but to the silence between them. To the blank stares, the subtle frowns, the quiet disengagement. To the unwavering commitment, the spark of enthusiasm, the quiet resilience. In leading high-performing teams across demanding industries, I’ve seen firsthand how listening becomes a strategic imperative. When the margin for error is razor-thin and excellence is non-negotiable, leaders must create environments where people can show up fully. That begins with intentional, active listening. Here’s what that looks like in practice: - You notice the fatigue in someone’s eyes and encourage rest before burnout sets in. - You observe when a once engaged team member grows quiet and you lean in to understand why. - You recognize when your top performers are coasting, and you ask the hard questions to reignite their drive. - You create space for every voice, not just your own, to be heard, valued, and respected. - You listen to ask better questions, sparking creativity and deeper insight. - You speak last, not to dominate, but to elevate others. - You read between the lines because wisdom often lives in what’s left unsaid. In a world that rewards volume and visibility, listening is a radical act of leadership. It’s not passive, it’s powerful. And it’s time we made it our most practiced skill. #Leadership #TeamBuilding #EmotionalIntelligence #CyberLeadership #WomenInLeadership #GrowthMindset #ActiveListening #LeadWithImpact

🏢 Architects: Listening is free, ignoring your team is expensive. Let’s talk about a leadership skill that gets far less attention than it deserves: listening. Not the kind where you nod through a meeting while mentally reviewing your to-do list. Not the kind where you ask for “feedback” but already have your decision made. And definitely not the kind where you send out a survey and do… absolutely nothing with the results. I mean the kind of listening that builds trust, strengthens culture, and keeps your best people from walking out the door. Many architecture firms say they value communication. But what they really mean is they value people doing what they’re told without asking questions. And when team members start to disengage, it’s easy to assume they’re checked out or unmotivated. More often, they’re exhausted from trying to be heard in an environment that doesn’t listen. Every time someone shares an idea and gets dismissed… Every time someone voices a concern and nothing happens… Every time someone speaks up and gets labeled “difficult”… 💥 Trust breaks a little more. 💥 Culture slips a little further. 💥 Your most thoughtful employees quietly start planning their exit. Listening is a muscle. And in too many firms, it’s badly out of shape. Here’s what practicing it looks like: ✅ Making space for candid conversations—and staying curious, not defensive ✅ Following through with real action, not lip service ✅ Asking questions without rushing to answer ✅ Reading between the lines for what’s not being said Because when your people don’t feel heard, they stop offering their best thinking. And when that happens, creativity suffers, culture erodes, and innovation stalls. The cost of not listening? It’s not just emotional, it’s operational. What’s one habit you’ve built (or want to build) to make listening part of your firm’s culture? _____________________ Hi, 👋🏻 I'm Evelyn Lee, FAIA | NOMA I've been on the client side for over a decade and have spent the last five years in tech, helping create exceptional employee experiences while growing the business. Now, I help architects: ⇒ Think Differently ⇒ Redefine Processes ⇒ Create Opportunities

The hidden cost of poor listening is crippling your organization, but most leaders don't see it. You're in a high-stakes planning meeting. A junior team member musters the courage to question your approach. You've been in the industry for years, so you quickly dismiss them: "We've tried that before" or "Let's stay focused on the plan." The room falls silent. What just happened? You didn't just shut down one idea. You: ↳ Sent a clear signal that dissenting voices aren't welcome ↳ Lost potential insights that could have improved your solution ↳ Taught everyone in the room to keep their ideas to themselves ↳ Damaged your credibility as a leader who values diverse thinking In our recent Supra Insider podcast, Randhir Vieira (CPO at Omada Health, former VP of Product at Headspace) shared a profound insight: "There's a huge organizational cost to not creating spaces for listening well." The best ideas often emerge from diverse opinions. Even seemingly "crazy" ideas can become the seed of breakthrough solutions. But if people don't feel safe to speak up, those ideas never see the light of day. The real tragedy? This isn't just about missing one idea. It's about creating a culture where: ↳ Innovation is stifled before it begins ↳ Critical blind spots remain hidden ↳ Top talent eventually walks out the door ↳ Your competitive edge slowly erodes As leaders, we must recognize the signals that indicate listening problems: ↳ Meetings where the same few people dominate ↳ Decisions that encounter unexpected resistance during implementation ↳ Team members who become increasingly quiet over time ↳ Challenges that keep resurfacing despite "solutions" The solution isn't complicated, but it requires intention: 1. Ask more questions than you answer 2. Make it explicit that you value diverse thinking ("I'm curious, what other approaches should we consider?") 3. Acknowledge and build on others' ideas 4. Create structured space for dissenting views What signals have you noticed that indicate listening problems in organizations? ---  Our full episode with Randhir covers:  ↳ The art of listening well in leadership roles  ↳ Creating safe spaces for team communication  ↳ The three H's: when people want to be heard vs. helped  ↳ Balancing appreciation and coaching feedback  ↳ Building relationships in remote work environments  ↳ Practical techniques for leading more effective discussions Link to episode coming soon!

Every leader needs to hear this: In the leadership whirlwind, it's easy to get caught up in the never-ending to-do list. But here's something I can't stress enough: Being "too busy" to listen to your team is not an option.   When you listen, you not only show them respect. ➟ You connect with them. ➟ You build trust. ➟ You lead. 6 tips to be a leader who always listens: 1. Make Time for Conversations Don't wait for formal reviews. Ask for their perspectives often. It shows you're there not just when issues arise. 2. Hold Regular 1:1s Make it a non-negotiable part of your calendar. They're not just another meeting. They're a time to hear their challenges & achievements. 3. Encourage Open Dialogue Let your team know their thoughts are welcome. Any time. About anything. It's these conversations that spark innovation. 4. Listen More Than You Speak Sometimes, just being there to listen is more powerful than any advice you could give. 5. Act on What You Hear Listening is good. But acting on what you learn is what really matters. It shows you take their words seriously. 6. Create a Culture of Listening Lead by example. When your team sees you listening, they'll do the same. With you, and with each other. Leadership isn't about having all the answers. It's about listening for them, together with your team. When you show your team they're heard, you not only affirm their value, you empower them to contribute and grow. That's the mark of a true leader. P.S. Have you ever had a leader who didn't listen? ___________ If you found this helpful, repost ♻️ to share with others. Thanks! And follow Nihar Chhaya, MBA, MCC for more leadership tips.

Most people hear to reply. Few listen to understand. How to reshape your communication style: Weak listening skills impact 70% of employees. (University of Southern California) The negative consequences are serious: ❌ Lost business opportunities ❌ Broken relationships ❌ Misunderstandings ❌ More mistakes Without truly listening,  Genuine relationships can’t be built. And powerful interactions will never grow. Active listening is not just hearing words. It’s about understanding meaning. And it doesn't take much to shift gears: ✅ Slow down to tune in ✅ Validate before you evaluate ✅ Listen to connect, not correct ✅ Drop your agenda, stay with theirs Take these 7 steps to unlock the power of true listening: (+ situations & phrases in the carousel attached) 1️⃣ Show up with an open heart ↳ You nurture their courage to share. ↳ Calm your emotions to resist interrupting. 2️⃣ Give your full, undivided attention ↳ Your presence tells them they matter. ↳ Eliminate distractions and look them in the eyes. 3️⃣ Show you're truly present ↳ Tiny signals, massive impact. ↳ Nod, smile, and say “I hear you” or “I understand.” 4️⃣ Hold back judgment ↳ Safety grows when judgment goes. ↳ Let their story finish before forming opinions or jumping in. 5️⃣ Step into their shoes ↳ Feel *with* them, not just *for* them. ↳ Honor their feelings and respect their view. 6️⃣ Share honest, heartfelt feedback ↳ Only real talk can create a real connection. ↳ Affirm their voice and invite more sharing. 7️⃣ Respond with kindness and truth ↳ Words hit deeper, wrapped in care. ↳ Speak openly, respectfully, and real. Listening isn't just waiting to reply. It’s creating space  where people feel seen, valued, and deeply understood. What’s your power move to spark better dialogue? Drop it in the comments ⬇️ ♻️ Share to inspire better listening at work and beyond. ➕ Follow Mike Leber for more.