Listen to learn
By
Michael Lisagor
Everyone
has a unique listening style. And, these different approaches to communication can
form the dividing line between organizational unity and dysfunction, growth and
decline. The ability to adapt to
change that is necessary to move an enterprise forward requires a willingness
to learn. And, listening is one of the things you have to do to learn the
things you don't already know.
Let's
face it. It's much easier to be around people who agree with and/or like you. And,
it can be entertaining to criticize those with different personality profiles. Yet,
a critical characteristic of an enlightened leader is the ability to pay
attention to people that may be difficult to be around - especially if this
friction is merely that they see the organization's reality from a different
perspective. Putting aside your
preconceptions long enough to listen to their point of view can be the
difference between success and failure.
If
you are the type of manager who is quick to speak your mind and reach a
conclusion, then someone on your team or a boss who requires more time to
formulate his or her thoughts can appear to be standing in the way of progress.
In actuality, they may just have a different listening and, therefore, learning
style. By giving them extra time to process new information and then listening
carefully to their opinions, you can greatly increase the probability of making
more informed decisions. Their input is important, so take the time to listen
to them.
If,
on the other hand, you take a long time to gather your thoughts, you probably
get frustrated with others who already feel they have the necessary information
to make a decision. While being considerate of their desire for closure, make
sure to communicate your need for additional time to reflect. It can be helpful
to build this time into your organization's decision-making process so all
points of view are considered.
Too often managers aren't even aware of
these internal communications growth inhibitors. It can be difficult to assess
your own listening skills. So, try asking your peers and employees for honest
feedback and then demonstrate a willingness to improve how well you listen.
All
the effective planning in the world won't overcome an environment that
discourages honest dialogue. The good news is that poor listening skills are a
learned habit. And, most learned habits can be changed. It's not easy. But, few
things worthwhile are.
Copyright
2009 Michael Lisagor
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