The Value of Listening and Observing

The Quiet Revolution: Why Great Leaders Close Their Mouths "The most powerful person in the room isn't the loudest. It's the one who listens." I learned this the hard way. Early in my leadership journey, I thought my job was to have all the answers. To speak first. To fill silences. What I didn't realize? Every time I rushed to speak, I shut down possibility. Last year, during a tense strategy meeting at a client organization, I watched a CEO transform her entire team dynamic with one simple phrase: "I need to hear from everyone before I share my thoughts." The ideas that emerged changed their entire product roadmap. When leaders don't listen: 🚫 Innovation dies quietly 🚫 Diverse perspectives remain unshared 🚫 Psychological safety evaporates 🚫 The most vulnerable team members disappear Recent research reveals the business impact: ✅ Teams with high psychological safety are 76% more engaged  ✅ Active listening can increase collaboration by up to 25% ✅ Organizations with psychologically safe environments see 27% lower turnover But here's what nobody tells you about real listening: It's uncomfortable. It requires you to: 👂 Hold space for emotions you didn't expect 👂 Hear feedback you might not like 👂 Sit with silence instead of filling it 👂 Change your mind when the data demands it The most inclusive cultures aren't built with grand announcements or policies. They're built in small moments of genuine attention. For my LGBTQ+ colleagues, being truly heard might be the first time they've ever felt safe bringing their whole selves to work. For your team members from underrepresented groups, your listening might be the first time they've felt their expertise valued over their identity. Try this tomorrow: 1. In your next meeting, ask a question and count to 7 before speaking again 2. When someone shares an idea, respond with "Tell me more" instead of immediate judgment 3. Notice who never speaks, and create space specifically for their voice Real listening isn't passive. It's one of the most active, purposeful things a leader can do. It's not just kindness. It's strategy. 💬 When did someone's listening change the trajectory of your career? Share below. I'm listening. In Community and Conversation, Jim

𝗧𝗵𝗲 𝗣𝗼𝘄𝗲𝗿 𝗼𝗳 𝗟𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴 𝗺𝗼𝗿𝗲 & 𝘀𝗽𝗲𝗮𝗸𝗶𝗻𝗴 𝗹𝗲𝘀𝘀  🎧💡 In a world where everyone is eager to speak, few take the time to truly listen. Listening is not about agreeing; it’s about understanding. A while back, during a strategy meeting across one of our business ventures, different teams had conflicting ideas, each convinced their solution was the best. Instead of jumping in with a decision, I chose to listen - really listen. I asked more questions, encouraged every viewpoint, and let the conversation unfold. 𝗧𝗵𝗲 𝗿𝗲𝘀𝘂𝗹𝘁? A breakthrough idea emerged, combining the strengths of all perspectives. Had I spoken first, we might have missed it. When people feel unheard, they become defensive. When they feel understood, they become open to discussion. This is true in leadership, business, and even everyday conversations. 𝗪𝗵𝘆 𝗟𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴 𝗠𝗮𝘁𝘁𝗲𝗿𝘀 𝗠𝗼𝗿𝗲 𝗧𝗵𝗮𝗻 𝗦𝗽𝗲𝗮𝗸𝗶𝗻𝗴 ✅ 𝗕𝘂𝗶𝗹𝗱𝘀 𝗧𝗿𝘂𝘀𝘁 & 𝗦𝘁𝗿𝗼𝗻𝗴𝗲𝗿 𝗖𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻𝘀 When leaders genuinely listen, employees and colleagues feel valued and respected. This fosters trust and strengthens relationships. ✅ 𝗟𝗲𝗮𝗱𝘀 𝘁𝗼 𝗦𝗺𝗮𝗿𝘁𝗲𝗿 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻-𝗠𝗮𝗸𝗶𝗻𝗴 Great ideas don’t come from one person alone. By listening to your team, you gain diverse perspectives, leading to better solutions and strategies. ✅ 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲𝘀 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻 & 𝗖𝗿𝗲𝗮𝘁𝗶𝘃𝗶𝘁𝘆 When employees feel heard, they are more willing to share ideas and take initiative, driving innovation in the workplace. ✅ 𝗥𝗲𝘀𝗼𝗹𝘃𝗲𝘀 𝗖𝗼𝗻𝗳𝗹𝗶𝗰𝘁𝘀 𝗠𝗼𝗿𝗲 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲𝗹𝘆 Listening allows leaders to understand different viewpoints, helping them mediate disputes with empathy and clarity. ✅ 𝗘𝗻𝗵𝗮𝗻𝗰𝗲𝘀 𝗧𝗲𝗮𝗺 𝗠𝗼𝗿𝗮𝗹𝗲 & 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗣𝗲𝗼𝗽𝗹𝗲 𝗱𝗼𝗻’𝘁 𝗷𝘂𝘀𝘁 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗯𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗱—they want to be heard and understood. A leader who listens creates a culture where employees feel motivated and engaged. This video perfectly illustrates how active listening can change the way we connect with others. Instead of reacting, dismissing, or arguing, we should: ✔️𝗣𝗮𝘂𝘀𝗲 𝗮𝗻𝗱 𝗹𝗶𝘀𝘁𝗲𝗻—Not to reply, but to understand. ✔️ 𝗔𝗰𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝘁𝗵𝗲𝗶𝗿 𝗰𝗼𝗻𝗰𝗲𝗿𝗻𝘀—Validation doesn’t mean agreement, it means respect. ✔️𝗥𝗲𝘀𝗽𝗼𝗻𝗱 𝘄𝗶𝘁𝗵 𝗲𝗺𝗽𝗮𝘁𝗵𝘆—When people feel heard, they are more open to dialogue. ✔️𝗔𝘀𝗸 𝗠𝗼𝗿𝗲 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 – Encourage deeper conversations and better insights by being curious. 𝗙𝗶𝗻𝗮𝗹 𝗧𝗵𝗼𝘂𝗴𝗵𝘁 Speaking less doesn’t mean being silent—it means choosing your words wisely while ensuring every voice is heard. 💬 Have you ever changed someone’s mind simply by listening? #Leadership #ActiveListening #Empathy #TrustBuilding #CommunicationMatters #ActiveListening #BusinessGrowth #TeamSuccess

What If I Told You Your Pride Is Silently Sabotaging Your Influence? I learned this the hard way. Last year, I sat in a meeting where someone presented an idea that clashed with everything I believed was the right direction. Instead of listening with intent, I mentally dismissed them before they even finished. Why? Because I was too focused on being right instead of being open. That moment cost us time, team trust, and missed opportunities. Here’s the truth: You can’t grow influence, build leadership trust, or create real connection if your pride is doing the listening for you. Why This Matters: In a world where active listening is now a top leadership skill (Forbes reports it’s linked to 40% higher team engagement), tuning people out—especially when you disagree—isn’t just unwise, it’s unsustainable. People can feel when they’re being dismissed. And leaders who don’t listen, lose followers. Are You Making This Mistake? Ask yourself: • Do I only fully listen when I already agree with the speaker? • Do I interrupt, correct, or internally argue before someone finishes their thought? • Have I stopped being curious? If you said “yes” to even one, keep reading. Next time you feel that internal pushback, try this: 1. Pause. Take a breath before you react. 2. Repeat. Summarize what they said back to them. 3. Reflect. Ask, “What if they’re right about part of this?” Not only will this rewire your listening habits, it’ll earn you real trust and credibility—the kind that builds long-term influence. If you do this consistently for just 7 days, you’ll start seeing better conversations, stronger connections, and more creative outcomes. Guaranteed. If you’re a leader, manager, or someone who wants to grow in influence—whether you’re a CEO or just stepping into your first team lead role—this message is for you. And yes, it’s hard—but it’s worth it. If this hit home for you, drop a “Listening > Pride” in the comments, and let’s talk. Or better yet—tag someone who models active listening well and let them know they’ve made an impact. You don’t have to agree to listen. But you do have to listen if you want to lead. #LeadershipDevelopment #ExecutiveCoaching #ActiveListening

Leadership isn’t about having all the answers, It’s about asking better questions. Fighting to get heard in the workplace can be exhausting. I’m sure we’ve all experienced: - Drifting off mid-sentence - Realizing no one was listening - Wanting desperately to be heard And the harsh truth is... As leaders, we often create those moments for our teams, without even realizing it. Active listening isn’t just about being polite. It’s about understanding, absorbing, and responding. Yet it’s a skill that often gets overlooked because of: ❌ Time pressure ❌ Mental distractions ❌ The urge to 'fix' things These are real hurdles, but they can be overcome. Here’s how to turn active listening into your superpower: 1. Turn silence into your secret weapon After someone finishes speaking, pause for a few seconds. That silence often encourages them to share more. 2. Echo what you’ve heard Paraphrase: "So what I’m hearing is..." This shows you're engaged and ensures mutual understanding. 3. Ask better follow-up questions A simple 'Why' to explore the question behind the question.  Try: "What options did you consider and reject?" Listening isn’t passive. It’s a choice: ✅ that strengthens decision-making ✅ that improves team dynamics ✅ that builds trust So next time you’re in a conversation, ask yourself: Am I truly listening? Or just waiting for my turn to talk? ♻️ Repost to help your network become better listeners. 🔔 Follow Dave Kline for more.

It’s fun when a post takes off, right?!?! Recently one of my posts gained more traction than usual and a friend said something that really stuck with me. “It feels good to be heard and taken seriously.” Yes! It feels great to be heard and taken seriously. It’s validating. It reminds us that what we share matters. This got me thinking though, not about LinkedIn engagement, but about our employees. Not everyone is comfortable speaking up, whether in a meeting or even in a one-on-one setting. The quietest person in the room often has some of the most valuable, innovative ideas, but no one benefits if those ideas are kept quiet. On the flip side, some employees do speak up only to feel dismissed or ignored. Overtime, that dismissal silences them, leading to disengagement, frustration and ultimately turnover. As leaders, we have a responsibility to do better. Making employees feel heard isn’t just “nice to have”; it’s a cornerstone of engagement, innovation, and trust. So, how do we create a culture where every voice matters? Here are a few simple ways to start: ✅ Model active listening - Put down your phone, stop multi-tasking, make eye contact, and show you’re fully present. A small act, but it makes a big impact. ✅ Ask open-ended questions - Encourage employees to share their thoughts by asking questions like, “What’s your perspective on this?” or “How would you approach it differently?” ✅ Acknowledge ideas, even the 'silly' ones - Every idea has potential. Sometimes a seemingly off-the-wall suggestion lightens the room and sparks the brainstorming that leads to brilliant solutions. ✅ Follow up: If someone shares an idea or concern, circle back to show them you took it seriously. Even if it’s not feasible, explain why. It will build trust and reinforce that their input matters. When employees feel heard and taken seriously, you create an environment where they feel safe to innovate, engage, and truly invest in the organization’s success. As for my LinkedIn post? It’s just another reminder of the power of being heard, regardless of the workplace or a social platform. When we listen and value each other’s voices, amazing things happen. How do you help your team members feel heard? I’d love to hear your thoughts. And if you’re reading this—thank you for hearing me. ❤️ #fractionalhr #leadership

I once facilitated a leadership offsite where the CEO thought he had all the answers. He was convinced that topdown directives would solve the company's cultural issues. But the employees thought otherwise. The real turning point came not from the CEO's plans but from simply listening to the team. Here’s why listening is so crucial when building a strong, effective organization: 1️⃣ Empowerment: When employees feel heard, they feel valued. 2️⃣ Innovation: The best ideas often come from the ground up. 3️⃣ Trust: Listening builds mutual respect and trust. 4️⃣Engagement: Engaged employees are more productive and committed. 5️⃣Alignment: Understanding different perspectives helps align goals. → Practical steps to start listening: 🎯 Employee Surveys: Use tools like Culture Amp to gauge sentiments. 🎯 Regular Checkins: One-on-ones and team meetings are gold mines. 🎯 Open Forums: Create safe spaces for open dialogue. 🎯 Feedback Loops: Ensure feedback leads to action. 🎯 Anonymous Channels: Sometimes anonymity brings out the truth. In a recent project, we implemented these steps. The result? A dramatic increase in employee engagement and innovation. The CEO who once doubted the power of listening is now its biggest advocate. If you want to build a culture that thrives, start by lending an ear. What’s one way you’ve successfully listened to your team? Share your experience below.

“You have two ears and one mouth; you should use them in that proportion.” It’s an old adage, but it’s not just sage advice for engaging with your significant other, coworkers or friends. I believe it is a key to unlocking a high-performance team. Still, too many of us spend too little time focused on the critical skill of listening. Personally, I wasn’t always the best listener, and I often approached listening in a very binary manner: you make a point? I make a counterpoint. You present a fact? I evaluate whether it is infused with fiction or hyperbole. The act of listening is more complex, rich and nuanced than that, because every member of your team has a different speaking style. For a leader, listening is important because it allows you to individualize your approach to each team member and maximize their contributions to the team. If yours is anything like mine, you probably have all kinds of communicators on your team. Some may be extraordinarily detailed. Some prefer to present ideas in large concepts. Others may have exemplary command of individual facts but may be less adept at weaving them together. The art of listening in large part is figuring out how to knit all of the styles of sharing together so you can arrive at an outcome that is better than the sum of the parts. The best insight I have for effective listening as a leadership discipline is to practice. There is no other way to improve your listening than just doing it and focus on doing it better next time. But here are a few other helpful tips: 1) Be in the moment. In a world of constant distraction and ubiquitous devices, this can be hard. Be present. Don’t multitask. The other actions will be there when you are ready to move on to what is next. 2) After hearing a complete idea from the person you’re listening to, engage in responsive verbal inquiry. To ensure you’re on the same page, don’t listen until it is your turn to make a new point. Instead, follow up with a question to ensure you’re on the same page. Something like: “I heard you say X, Y and Z. Is that what you meant?” It allows the other party to confirm your understanding of their message, provide additional detail or offer clarification to ensure you are aligned. 3) Amplify and attenuate the voices of various colleagues in the room based off your observations of how they are communicating. This helps ensure all are being heard, challenges are considered, and ideas can be built upon. Most leaders have heard these tips before, but how often do we REALLY follow them? How do you practice listening for leadership impact?

Do you want to know one of the most powerful tools a leader can have? It's not a fancy title, a million-dollar budget, or even the gift of gab. It's the ability to truly listen. There is something called deep listening – it has many definitions but it’s basically being present, attentive, and open to what someone else is saying. I like the definition coined by Mindful – “Deep Listening is an ongoing practice of suspending self-oriented, reactive thinking, and opening one's awareness to the unknown and unexpected.”   Gary Burnison, CEO of Korn Ferry, puts it this way – “When people know we’re listening, they’re seen. And when they’re seen, they feel part of something bigger than themselves.” Gary here is echoing insights shared about 2000 years earlier by James in the Bible (James 1:19) which I reflected on recently: “Remember this, my dear friends! Everyone must be quick to listen, but slow to speak and slow to become angry.” It’s a lot harder to be a good listener. It’s a skill, a discipline that comes with practice.   Great leaders are active listeners with the ability to observe not just the words, but the body language, the tone, and the space between them. It's about creating a safe space for open communication, where people feel comfortable sharing even the difficult truths.   Here are some questions I ask when listening: ✔️ Am I truly listening, or am I simply waiting for my turn to speak? ✔️ Do I actively seek out diverse viewpoints and perspectives? ✔️ Am I creating an environment where people feel comfortable challenging the status quo? How do you practice active and intentional listening? Honing this skill will help foster more meaningful relationships and ultimately drive better decision-making. I plan to keep working on it.