9/18/2023 0 Comments Importance of effective listening![]() ![]() Instead of judging someone, they could be learning from them (like my boss did early on in my career). Too many times leaders make harsh criticisms about those with a different style or approach. Leaders that judge others are not listening. Great leaders know how to balance the head and the heart. Bill Clinton and Ronald Reagan were masters of showing empathy towards others. I realize that many leaders avoid emotional interactions, but the best leaders know how to empathize and make themselves approachable to those who need attention. If you are an old-school leader, don’t be afraid to express sentiment or feel that it will weaken your stature or authority as a leader.Įmpathy is a powerful display of listening. Because every employee manages stress and pressure differently, it is important that you are empathetic to how these distractors impact employee performance.Įxpress your concern and show your employees that you feel their frustrations. The workplace is fueled with the stress and pressure of each day. ![]() To this day, I am extremely grateful for having such a compassionate leader as a boss – as he gave me the extra incentive to be my authentic self. He made me feel that he was listening because he valued and applied what he interpreted about my style into action. Many times he asked me to lead meetings when he was pulled away by the executive team. Instead of trying to mold me into being someone I wasn’t, he embraced my style and learned to use it to help stimulate team meetings. I once had a boss who told me that I had a unique way of expressing myself in meetings. When you engage yourself more actively, hold yourself accountable and follow-up with your employees, they will know that you are listening, paying attention and attempting to understand what matters most to them. When they share their opinions, ask questions and encourage them to elaborate and expand upon their perspectives. Employees want leaders who care about their general well-being and who can be depended upon during times of professional and personal hardships.īeyond caring, engage yourself in matters important to your employees. Many leaders have told me that their employee relationships end at work. Don’t just view your employees as tools and resources for your own success – but as people and valuable assets who bring unique capabilities and aptitudes not necessarily limited to their job functions. Employees want to be led by those who genuinely care about who they are and what they represent to the team and organization at-large. When you care about your employees, they tend to work harder and aim to exceed your expectations. Fortunately, this experience awakened me to become a better overall listener a more compassionate leader. Instead, I waited until her performance started to wane. I could have been a more compassionate leader, had I sensed the early warning signs and taken more immediate action. Needless to say, it was obvious that I hadn’t been “listening” to her. ![]() Since she had only been on the job for 8 months, she didn’t want to share her personal problems with me (nor did she have to) fearing that it would change my perception of her – especially since I was the one who had hired her. ![]() She responded by telling me that she had some personal problems at home impacting her ability to stay focused during her steep learning curve. When her performance started to negatively impact the bottom-line, I asked her if there was something I could do to help. But over time, her demeanor changed and I noticed that she wasn’t as engaged and enthusiastic about her work. At first, our relationship was solid we communicated effectively and she quickly created impact. Listening should be a full-time job when you consider the uncertainty embedded in the workplace and the on-going changes taking place.ĭuring the early stages of my corporate career, I hired an employee ten years my senior. It requires you to be aware of body language, facial expressions, mood, and natural behavioral tendencies. Listening goes well beyond being quiet and giving someone your full attention. You know the leaders who have their employees’ best interests at heart because they truly listen to them.Īs a leader, it’s difficult to really know what your employees are thinking about, what’s troubling them or how to help them get out of a performance slump –unless you take the time listen to them. Leaders who listen are able to create trustworthy relationships that are transparent and breed loyalty. As employees seek more attention, feedback and support, leaders must become more mindful of individual needs in order to more effectively inspire professional development and overall performance. When employees say they want their voices to be heard, they are really saying they want leaders who will not just hear them, but really listen to them. ![]()
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