![]() Everyone has a different perspective and valuable input, and it's worth talking to people who might not commonly cross your path. It's critical to take time to talk to people at every level of your organization. Listen at every level.Īt an executive level, it's easy to listen to the people who surround you every day, especially direct reports. ![]() Provide a wide range of ways for people to share so you can hear from as many people as possible. Some people enjoy town hall forums with open discussions, while others need an anonymous option to open up. In order to hear from all team members, you'll need to think about how people with varying comfort levels can share their thoughts and ideas. Here are five tips on how to integrate listening into your leadership strategy. I simply listened and then empowered him to enact the solutions he already knew were best. I didn’t come up with a single answer or even talk much at all. ![]() I recently sat with a team member who was frustrated with a project he oversaw. Often, when people share a problem, they’re also usually willing to share the solution. You might also find you're able to reduce turnover, improve productivity and drive innovation. If you can pause and truly listen to your team, you’ll understand what drives them, you’ll learn from them and you’ll be a better company. If you aren’t willing to listen, those problems can fester and trickle down to all layers of the organization and-worse-to customers and the marketplace. Our most recent data found that 95% of our team says they are highly engaged and satisfied with their work, 91% agree the organization is committed to creating an inclusive environment and 90% agree they can bring tough problems to leadership. I talked a little but mostly just let the team’s ideas and brilliance shine through.Ī year later, we’ve taken dozens of big and small steps to transform our business lines, cultural narrative, benefits, team structure and much more. I ended every session by asking what else each person wanted to add, and I was blown away by the depth of what they were willing to share. I asked how I could be a better leader to people with neurodivergent brains and learned about the experiences that had shaped their lives. ![]() I asked what they loved about the organization and the opportunities they saw. I spent my first three weeks talking to every one of our 120 employees, some for 15 minutes and some for well over an hour. I was nervous for myriad reasons, so I leaned on the one thing that never failed me: the power of listening. About a year ago, I took my first role as CEO of a unique tech services company with a mission of hiring people on the autism spectrum. Listening was an important lesson I took with me to every leadership position I held. I listened to what people wanted for their own careers and paired their passion with a business purpose-a crucial element in the recipe for success. I listened to what obstacles might stand in their way and worked to remove them. ![]()
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