How Listening Affects Team Dynamics

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

A little secret I've learned in my years of consulting with C-level leaders: The most effective leaders often speak last in meetings. Why? Because true leadership isn't about having all the answers – it's about creating an environment where great ideas can flourish. Even at LS International, when I step into a meeting room, I make it a point to listen first. Here's why: 1. It shows respect: By letting others speak first, you're saying, "Your ideas matter." 2. It uncovers hidden gems: Sometimes the best ideas come from unexpected places. 3. It builds confidence: When team members feel heard, they're more likely to share in the future. 4. It prevents groupthink: Speaking last helps you avoid influencing opinions too early. 5. It improves decision-making: With all ideas on the table, you can make more informed choices. I remember a time when a junior team member shared an idea that completely changed our approach to a big project. If I had spoken first, we might have missed out on that breakthrough moment. Speaking last is about active listening. It's about asking the right questions and encouraging deeper discussions. When you do finally speak, your words carry more weight. You can build on the team's ideas, connect different viewpoints, and guide the conversation towards a strong conclusion. So, next time you're in a meeting, try holding back. Listen. Encourage. Appreciate. You might be surprised at the symphony of ideas that emerges. Have you tried speaking last in meetings? I'd love to hear about your experiences! #Leadership #EffectiveCommunication #BusinessStrategy #Meetings #JeffBezos

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.

Listening is a superpower. But most leaders don’t use it. They nod, smile, and mentally rehearse their reply — while the other person is still speaking. I used to do that too — until I realized: People don’t open up when they feel unheard. Here’s what helped me become a better listener (and a better leader): 1/ Put away distractions. Silence your phone and close your laptop to give full attention. 2/ Pause before responding. Take a few seconds to fully process what was said. 3/ Don’t interrupt. Let them finish, even if you’re eager to respond. 4/ Use affirmations. Nod and say things like, “I understand” to show engagement. 5/ Ask clarifying questions. If unsure, ask, “Can you explain that further?” 6/ Take notes. Write down key points to refer back to later. 7/ Encourage quiet voices. Invite quieter team members to share their thoughts. 8/ Be present in body language. Face the speaker directly and maintain eye contact. 9/ Follow up. Check in after a conversation to show you value their input. 10/ Reflect on your listening habits. Ask yourself: “Did I truly listen, or just wait for my turn to speak?” True leadership isn’t about having the loudest voice in the room. It’s about creating space for others to speak. And be heard. Which of these tips do you already use? Which one do you want to get better at? Let’s build a culture of listening — not just talking. ♻️ Repost if this resonates with you. ☝️ And follow me, Victoria Repa, for more.

“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?

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

I had a boss once who had a communication problem. I should say he had a listening problem. He was not alone. Many leaders have a really serious listening problem. They can hold town halls, send weekly updates, and have an "open door policy"—but none of that matters if you're not truly listening. Here's the uncomfortable truth: Too many leaders listen to respond, not to understand. They nod. They smile. They wait for their turn to talk. They already have their answer before the question is even asked. And then they wonder why their teams are disengaged. Why innovation is stagnant. Why trust is eroding. Leadership isn’t about being the loudest voice in the room. That only leads to being the only voice in the room. It’s about being the quietest one with the most intent behind their silence. Real listening means: Asking questions you don’t know the answer to. Being open to being wrong. Making space for discomfort, emotion, and dissent. It means shutting up long enough to hear what’s not being said. So here's a challenge: When was the last time you changed your mind because of something someone on your team said? If the answer isn't "recently," you're not listening. You're managing. You're dictating. You're "bossing". But you’re not leading. So today, change it up. Listen to what's being said and what's not being said!

Sometimes the hardest truth about leadership is the simplest one. The best leaders I've worked with aren't the ones showing off how much they know. They're the ones who show up to listen. Really listen. But here's what most people miss - listening "like you're the least" isn't about acting dumb or playing small. It's about having the confidence to set your ego aside and create space for others to step into their power. When you listen from this place, magic happens: • People bring their full selves to the table • Innovation flows from unexpected places   • The quiet voices share their boldest ideas I've seen this transform teams from good to exceptional. Not through some fancy framework or methodology, but through the simple (and sometimes uncomfortable) act of genuine listening. Your team already has the answers. Your job is to be quiet enough to hear them. What's been your experience with this? When have you seen the power of real listening unlock something remarkable in your team? #leadership #teamdynamics #listening #growth

That meeting where your mind wandered during a team update? I've been there. The truth hit me during a project review: I wasn't just missing details - I was missing opportunities to lead. Leaders often confuse being silent with listening. They're not the same thing. Here's what changed things for me: ---The 3 Levels of Listening--- 🔹Level 1: Internal Listening "Focus is on yourself" Planning what to say next Filtering through your experience Connecting to your own thoughts 🔹Level 2: Focused Listening "Focus is on the other person" Noting body language Catching both words and tone Understanding their perspective 🔹Level 3: Global Listening "Focus is on the whole system" Sensing team energy Perceiving unspoken patterns Reading relationship dynamics The shift from Level 1 to Level 3 transformed my leadership (and me) in unexpected ways: ---BEFORE--- ↳Innovation happened by accident ↳My team and I were disconnected ↳Team meetings felt like status updates ---AFTER--- ↳Team members felt heard ↳Meetings became idea incubators ↳Ideas emerged naturally from discussions When you master Level 3 listening, you're not just hearing problems - you're uncovering your team's hidden potential for growth.   When was the last time something unexpected emerged from truly listening to your team?