Tips for Embracing Open-Mindedness in Leadership

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

Everyone Talks About Psychological Safety, But Here is How to Make it Happen. 6 proven ways to foster psychological safety at work: 1️⃣ Encourage open communication: Actively solicit your team's feedback, opinions, and ideas. This will create a culture where everyone feels comfortable speaking up. Speak last in group settings. ↳Example: "Thank you for the presentation, Rashmi. Before I share my thoughts, I'd like to hear feedback from the rest of the team first." 2️⃣ Be inclusive: Embrace diversity and ensure all voices are heard, regardless of their role or background. By valuing everyone's input, you create a sense of belonging and encourage diverse perspectives. ↳Example: "Jill, I know you have extensive experience in customer research. We haven't heard your perspective yet. What impact do you think this change can have on client retention?" 3️⃣ Show vulnerability: Admit when you don't know something or have made a mistake. This humility sets the tone for open communication, where team members feel safe discussing their mistakes and doubts. ↳Example: If you set an incorrect timeline: "You know what team, I clearly underestimated the effort needed here. My projections on the timeline were off. Let's re-baseline basis what we've learned." 4️⃣ Establish clear expectations: Clearly define roles, responsibilities, and goals, so team members understand their part in the organization's success. This clarity helps create a safe space for them to contribute and take risks. ↳Example: "Given that we are approaching launch, Mark will lead the overall readiness and cutover plan. He will send weekly updates and coordinate with each function on their expected deliverables." 5️⃣ Foster a learning mindset: Emphasize the importance of learning from mistakes and seeing failures as part of innovation. By doing so, you create a culture where employees feel safe to experiment and invent. ↳Example: "I wanted to recognize the team's willingness to experiment, even though the feature delivered did not reduce customer contacts. Let's deep dive into the current response model and adjust it based on learnings." 6️⃣ Celebrate curiosity: Encourage team members to ask questions, challenge assumptions, and think creatively. By fostering curiosity, you unleash the team's diversity of thought. ↳Example: "Great question, Simon! I actually never thought of it from this angle of customer preferences. What next steps can we take to validate this?" These insights are inspired by "The Fearless Organization" by Amy C. Edmondson - and brought to you by Omar's Desk. PS: When your team feels safe being who they are, learning, contributing, and challenging the status quo to drive improvement, you know you've created a truly safe environment for them to deliver their best work. Image Credit: psychsafety. co. uk ----- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

Each week, I coach leaders at Fortune 500 companies. Here are 9 underrated traits I see in successful ones: These leaders: 1. Integrate 2 opposing views with creativity and calm. 2. Ask others what they want before giving advice. 3. Learn with curiosity and teach with generosity. 4. Focus on what matters, not on being right. 5. Allow serendipity and embrace surprise. 6. Let go gracefully and pass the baton. 7. Story-listen, not only story-tell. 8. Reframe criticism as insight. 9. Lean into the discomfort. How do you put these into action? Here are some tips: 1. Integrate Opposing Inputs When faced with different viewpoints, think creatively. Find a way to blend these ideas into a new solution. 2. Ask Before Advising When someone shares a problem, ask what they need. Do they want advice, help, or just someone to listen? 3. Learn and Teach Regularly learn new things about your field. Then, share with your team to grow their skills too. 4. Focus on What Matters Don't get caught up in always being right. Finding a solution matters more than assigning blame. 5. Embrace Serendipity Be open to unplanned events or ideas. They can lead to valuable and unexpected outcomes. 6. Let Go Gracefully Know when to delegate tasks to others. Trust your team to take the lead. You both gain from it. 7. Story-Listen Pay attention to others' stories and experiences. Invite team members to share. Learn from each other. 8. Reframe Criticism View all feedback as an opportunity to learn. Ask for specific examples and how you can improve. 9. Lean into Discomfort Step out of your comfort zone. Embrace the new. This helps you grow and gain new perspectives. Great leaders are always learning. Embrace these traits to transform your leadership. It's about growing with your team, not just leading. In successful leaders, these traits aren't just habits. They're the foundation of impact and effectiveness. Keep learning, keep growing. __________ Find this helpful? Repost to share with your network ♻️. And follow Nihar Chhaya, MBA, MCC for more leadership tips. Thanks!

How can you lead with empathy when managing teams? ✏️ Leading teams with empathy is pivotal for nuturing trust, understanding, and collaboration. Empathy is the capacity to understand and share the feelings of another. When it comes to leadership, here are steps and guidelines to leading with empathy: Active Listening: Make an effort to really hear what team members are saying without immediately jumping to solutions or judgments (pretty hard for me). Open Communication: Create an environment where team members feel safe to express their feelings, concerns, and ideas. This can be achieved through regular one-on-one check-ins and open-door policies. I highly recommend regular feedback sessions. Understand Individual Needs: Every team member is unique. Some may value freedom, while others may prioritize professional development. By recognizing and accommodating these needs, you show you care and show you know leadership is connecting to each team members unique needs. Walk in Their Shoes: Try to see things from the perspective of your team members. This could involve spending a day working in their role or regularly asking for feedback. The great Kevin Glaser recently bought everyone on the team Amcor shoes to remind them to walk in the shoes of customers. Show Vulnerability: Admit when you're wrong or don't have all the answers. This can make you more relatable and trustworthy. Provide Feedback Compassionately: While it's essential to provide constructive feedback, it should be done in a way that's supportive and understanding, rather than punitive. Support Their Growth: Invest in the personal and professional growth of your team members. This can be in the form of courses, workshops, or simply providing opportunities for new experiences and challenges. Acknowledge and Celebrate: Regularly acknowledge the hard work of your team members and celebrate milestones, both big and small. When the occasion allows for it you should not be afraid to be loud and when an introvert prefers more 1:1 recognition then do it that way. Empower Decision Making: Trust your team by giving them the autonomy to make decisions. This can boost their confidence and demonstrate that you value their expertise. Address Conflicts Head-On: If there are disagreements or tensions, address them directly and with an open mind. Avoiding conflicts can create a toxic environment. Practice Self-awareness: Reflect on your behavior and actions. Be open to feedback about your leadership style and be willing to make adjustments if necessary. Empathy in leadership is more than just a soft skill—it's a vital component of effective team management. Leaders who lead with empathy often find their teams are more engaged, loyal, productive and collaborative. #empathy #leadership #leadershipcoaching #teamcelebration

I loved this quote in "Supercommunicators"...a fabulous book written by Charles Duhigg... When I'm training, the Dominant (extrovert, task-focused) and Conscientious (introvert, task-focused) types on the Everything DiSC: A Wiley Brand profile tend to get a little antsy about "becoming more vulnerable." I get asked often...How do you become vulnerable? What does that even look like? Here's a few examples that'll help. 👇 👉 Steer away from simple Yes/No questions and focus on open-ended questions that allows others to give you more than a one-word response. These types of questions help you understand how someone may be feeling. 🔶 Instead of asking someone if a meeting was good or met their expectations, ask "What was your biggest takeaway from the meeting?" or "How did you feel that meeting was handled?" 🔶 After having a hard conversation with a subordinate on your team, instead of asking "Do you have any questions for me?" (which will likely give you a yes/no response), ask "How do you feel about where things stand now? What do you feel like your nexts should be?" Even when you have to have a difficult conversation, you can STILL connect with others by asking them how they feel. This helps to keep lines of communication open...and when that happens, others feel like they can trust you. 💥 I'd love to see some other ideas and examples of open-ended questions! Anyone have one to share in the comments below?!?! 👇 #communicationtips #executivecoaching #learninganddevelopment

Next week marks 25 years since I founded Mongabay out of my passion for nature (https://mongabay.cc/pazNOU). I never imagined that a personal effort to raise awareness about tropical forests would evolve into a global network of dedicated journalists reporting from nature’s frontlines (https://mongabay.cc/9v8f9C). It’s been incredible to see the contributions of these talented individuals making a real-world impact, from halting destructive projects to inspiring meaningful action. Reflecting on this journey, here are a few lessons that have guided my approach at Mongabay: 🌿 Recognize when success is due to circumstances or good fortune, rather than solely talent or insight. Acknowledging the role of luck and external factors is crucial for understanding the true reasons behind why something has worked. 🌿 Model the behavior and values you wish to see in your team. Leading by example fosters a culture of integrity. 🌿 Invest your time and energy where it counts. Focus on areas where you can make the most significant impact, even if it means making tough choices. 🌿 Respect people and their ideas, other species and the ecological systems that sustain us. A holistic view of respect fosters a deeper connection to your mission and to each other. 🌿 Believe in the goodwill of others. This builds a foundation of trust. 🌿 Listen. Truly listening can reveal insights and perspectives that might otherwise be overlooked. 🌿 Encourage open communication. Dialogue is key to fostering innovation and resolving conflicts. 🌿 Limit assumptions, especially when it comes to people. Keeping an open mind reduces misunderstandings and promotes inclusivity. 🌿 Minimize micromanagement. Trust your team and give them the autonomy to thrive. 🌿 Find passionate people and offer them opportunities to pursue purposeful work. 🌿 Position people to succeed. 🌿 Ensure that people have the flexibility and support to maintain a healthy work-life balance 🌿 Foster a “no blame” culture. Learning from mistakes rather than assigning blame can reduce tension. 🌿 Admit when you’re wrong. 🌿 Say thank you. Genuine gratitude strengthens relationships and morale. 🌿 Follow through on commitments. Reliability is the cornerstone of trust and respect. 🌿 Be scrappy. Resourcefulness can overcome limitations and lead to innovative solutions. 🌿 Embrace iteration. Continuous improvement is essential in a changing world. 🌿 See things through. Persistence, with flexibility, can help overcome adversity. Staying committed while adapting to new challenges is crucial for long-term success. 🌿 Get outside regularly, ideally in nature. Nature can inspire and rejuvenate, reminding us why our work matters. Thanks to everyone who has been part of this journey. Your support and dedication have been invaluable. 📸 Jul 1999 and May 2024

When I launched my podcast, I had to interview smart minds. I was nervous and unprepared. I treated every conversation like ping-pong. I asked, they answered. Back and forth. Hit and miss. No depth, no insight, no connection. This is how most of us communicate. We talk to reply, not to learn. “Listening is an art that requires attention over talent, spirit over ego, others over self.” - Dean Jackson Your listening and communication skills determine your success in: - Sales - Relationships - Leadership - Life Bottom line: It matters. And we can do better. I’ve improved a lot. It wasn’t easy, but these are 5 frameworks that helped me listen better and transform how I communicate. 1. The Ladder of Inference (Bias). We often make assumptions and jump to conclusions, without checking the facts and logic. This leads to confusion, conflict, and poor decisions. To avoid this, we need to climb DOWN the ladder and question our thinking. This is a dangerous ladder that creates bias and limits us. 2. The Five Whys. A simple way to go deeper. Ask “why” (5 times) until you find the root cause. - It uncovers hidden assumptions and beliefs. - It prevents superficial solutions. - Be curious and open-minded and keep digging. 3. Affective Frame A technique teachers use. When you know why you care, you’ll pay more attention (and listen better). We can lose focus and drift away. Constantly remind yourself of the purpose and value of the conversation. You’ll stay engaged longer. 4. Signal vs. Noise: Signal: The main message or idea. Noise: Anything that distracts, confuses, or weakens the signal. We’re bad at expressing our thoughts. This leads to chaos. - Be clear and concise. - Use simple words and sentences. - Avoid jargon and filler words. This will help the other person focus. Complex questions or vague thoughts lead to messy back and forth. 5. The Pareto Principle. We don’t need to cover every topic every time. Pareto principle tells us that 80% of the outcomes come from 20% of the inputs, actions, or ideas. However, more often than not, we repeat 80% of the things that only produce 20% of the results, instead of the opposite. This happens because the 20% that produces the 80% is the hard work, the tough tasks, the deep, challenging questions. Remember. Time is precious. We only have so much time to communicate and get things done. - Focus on the important work. - Have the difficult conversation. - Ask the hard questions. That’s how you make every conversation count.

J., a manager in a large corporation, begins most interactions with what he sees as what is not working or what people are not doing. He tends to see the negative and what is wrong. He gruffly shares the problems he sees with a project. When he joins a meeting, people stop talking in the group but often text each other–complaining about him. Many share with me that he is not easy to be around. People who work with him report feeling a sense of heaviness and tightness when they meet with him. Others tell me they try to avoid him. His negative emotions are contagious. I’ve coached many leaders like J. They are focused on being productive and often experience great pressure. They want success, yet they fail to realize how significant their presence and the energy they bring are. Such leaders are often shocked when, as an executive coach, I give them feedback after conversing with their peers, staff, and manager. They had not focused on their impact on colleagues and their teams. They were not aware of the kind of environments they were creating. The good news is that with awareness and intention, I have seen turnarounds with these leaders. When they become more aware that they need to manage their energy and attention and focus on the environment and the relationships they are creating, things really change. People in the organization can be forgiving. After all, they want a more collaborative and truly productive environment. Once they see that someone like J. is committed and is changing how he interacts, they shift, too. Everyone benefits. What can you do if people perceive you to be like J.? A simple step is to consciously set your intention to be open and connecting as you enter a new meeting or room. Focus on relationships in addition to the task or project. Set your intention to be kind to yourself and others. Take a moment to pause and focus on creating more positivity by reflecting on what is working and what you are grateful for. Be interested in others and work to build relationships. Cultivating a more positive and open presence can increase collaboration, productivity, and wellbeing for everyone involved. Reflect on your behavior and your impact on others. Are you inadvertently creating a negative or hostile atmosphere? What positive changes can you make today? What are your thoughts on the importance of awareness and managing your energy and interactions? Learn about ways to enhance your self-development in 12 Top Ways to Enhance Your Leadership Self-Development. The link is in the comments. #interactions #executivecoach #awareness #productiveenvironment #bekind #personaldevelopment #leadership #leadershipskills #leadershiphacks #leadershipdevelopment #leadershipquotes #leadershipcoach #personaldevelopmentcoach

The one constant in life is change. The ability to keep learning, growing, and adapting is essential. In my experience as Chief of Staff and Project Manager, I've noticed a common trait among successful individuals, teams, and companies: they're not afraid of change—they embrace it. Their ability to adapt, innovate, and collaborate propels them forward. By proactively leaning into change, they not only set themselves up for success but also foster a culture of continuous improvement and innovation. It's this forward-thinking mindset that keeps them ahead of the curve in our ever-evolving landscape. Here are 5 mindset shifts that can enhance adaptability for you and your team: 1. Embrace Uncertainty: See uncertainty as an opportunity for growth, driving curiosity and exploration. 2. Focus on Solutions: Shift your focus from dwelling on problems to actively seeking and implementing solutions. 3. Learn from Challenges: See setbacks and obstacles as learning experiences rather than failures, and use them to fuel growth and development. 4. Stay Open-Minded: Cultivate a mindset of curiosity and openness to new ideas, perspectives, and approaches. 5. Foster Collaboration: Encourage teamwork, communication, and collective problem-solving to leverage the diverse strengths and skills of your team. By embracing these mindset shifts, you and your team can better adapt to change, overcome challenges, and thrive in dynamic environments.

Last week, I spoke at the Leadership Academy graduation for Coca-Cola Consolidated . Prior to my talk, one of the cohorts presented their research project on the future of work. They spoke to the issue that emerging talent reveal that one of the top things they are looking for in a job and company is communication. Social media, text messaging and emailing can be helpful tools if used correctly. But they are not a substitute for face-to-face communication, especially about critical issues. In the absence of face-to-face communication, there are important principles to remember. You will be a more effective leader if you consider two principles in the communication you receive and the communication you provide. 1. Always assume positive intent. This is true professionally and personally. Until you have verified otherwise in person-to-person communication, assume the best about people. 2. Seek first to understand, then be understood. (Thank you, Stephen M. R. Covey ) If it doesn't make sense, there is probably more to understand. Ask the questions, engage in conversation. Your relationships will be far more meaningful and long-lasting. With all of the methods of reaching people without actually engaging, it's no wonder that the next generation of leaders is craving communication. Let's do better and be better at effective communication with those we lead. #leadership #communication #culture #talent #GenZ