What are effective ways to train remote team members in active listening?

Rather than telling people what you expect, it can be powerful to ask the group what they expect of themselves and each other. Engaging members in forming group expectations right from the start demonstrates that you will regularly engage in 2 way conversations and that their opinion is not only expected, but valuable. Also discuss how members can and should contribute to conversations. Make multiple ways to contribute possible to honor different communication styles and comfort levels (e.g. enter a question into the chat, raise your hand, etc.) Discuss whether it's okay to unmute and chime in or not.

I recognize the following working methods for active listening: - speak briefly and to the point - involve in the conversation all team members who are present in the conversation, all people are important - ask what this or that person thinks and what is his opinion on the issue under discussion - give real-life examples and ask colleagues to share their options - communicate only with the camera on to see everyone - regular communication and the ability to adapt to the time zone of other colleagues, i.e. do not hold calls only at one time, but be flexible and show this to others

I would go to very specifics here.. some tried n tested methods to ensure active listening and participation.. use tools like mentimeters, use drawing boards that are shareable and create content that allows to draw or write, pick topics from training that are common sensical and ask one of the trainees to lead it; show examples from famous movies and then pull in people to share their perspective; give them a psychologically safe environment where they can share real examples

We listen to what is important to us. Rather than training people on active listening I would suggest that the time/effort is better spent ensuring the content is relevant, compelling, and targetted at the right audience in a way that takes into account the NLP dynamics of the team. You will find this will improve engagement / listening without imposing "techniques."

Active listening is essential for building strong relationships and teams, improving performance, and reducing conflict. Communicate the importance of actively listening to your remote team members and define your standards and expectations, such as asking open-ended questions, paraphrasing, giving feedback, and avoiding distractions. Measure and reward active listening, and make sure team members understand the benefits for themselves and the team.

One of the keys here can be tone of voice. If you notice that someone's tone sounds distracted, or that you haven't heard from someone in awhile, don't assume or guess. Simply ask..."Sue, we haven't heard from you in awhile...what are you thinking about this?" or "Joe, that sounded a little hesitant, what's up?"

Purpose of Training is to add and nurture skills of others. As we moved into regular business affairs, we somehow lost this focus on purpose. Many times it's showing how best our eloquent and slides are. Whether the content got communicated appropriately gets a back seat. Interaction and learning by doing is the way to connect and communicate. This is true for face to face or remote training

Some tools that can be used as part of interaction: - Wheel of fortune/ lucky dice roll on who's turn to speak or share. - polls - mentameter - google jamboard - cahoot - slido depending on nature of remote engagement, one can use a mix of it.

La pandemia nos dejó grandes lecciones en cuanto al tema de reuniones, clases educativas, seminarios, etc. de forma remota. Uno de los grandes aportes fue poder llegar a lugares y/o países que no imaginamos poder llegar con un tema a desarrollar. Fue un desafío, pero quedó para quedarse. Mantener la atención de nuestro público, aun presencial, es difícil, ya no se diga de forma remota. Por lo tanto creo es importante que el desarrollo del tema sea interactivo, con cámara encendida de ser posible y con la salvedad que no hay problema que se pase el gato por la cámara, se oigan ladrar los perros en el fondo, etc. para generar un clima de confianza. Además, es importante que el facilitador mantenga atentos a los participantes atentos.

one thing that i have found more useful is video conferencing, you get to interact with everyone and can actually see the facial expressions as well which gives a lot of cues that where you need to start changing the strategy of communicating slightly. involve them more, let them know that their voice and opinion matters, or even make them feel included in the group. once the sense of importance is developed, that's when the wonders starts happening.

To cultivate and promote active listening, these are the steps I follow... Release the agenda: Giving a context in terms of what the topic is all about. Attend to speaker: By asking questions, open ended but limited. Amplify the speaker: Resonate with speaker's views. Summarize: Summarize and check if the understanding is correct. If need be paraphrase.

Feedback is far simpler to give than most managers assume. Think about feedback as simply sharing what you see or offering your reaction to something someone did or said. Here are a few examples: *"Love what you said in the meeting today about ________. I think you really had people thinking." *"Do you really think reaching out to Person X about this is the right call? I feel like sometimes they can be a little hotheaded... I'd like to brainstorm some other options before you reach out." Research shows that sharing positive feedback will likely get you a bigger ROI for the time you spend. People need more positive reinforcement (7 to every 1 piece of constructive feedback), but rarely receive enough to feel seen and valued.

Feedback is a key component of active listening. Feedback can be a corrective mechanism for helping an individual learn how well his or her behavior matches the original intention. It can also be a means of establishing one's identity. Feedback helps another person to consider changing behavior or altering a message. Follow Up On Feedback, Have Consistent One-On-One Coaching, Seek Out Team Members' Opinions, Give Employees The Chance To Provide Feedback, Practice Self-Discipline, Allow Employees To Rate Managers.

Encouraging people to voice their thoughts and contribute during remote meetings and explicitly agreeing with their feedback or gently challenging it is a good way to provide direct feedback and coaching. We may need to prompt/pick someone sometimes though to get the conversation started...

While providing feedback time is a key consideration, and to get this right it is best to ask team members about their preference. Some like to get feedback immediately after an assignment, and some like it on an ongoing basis. Structure the feedback session like a brain-storming session where you encourage the team members to share their thoughts and bring ideas to the table. A well-timed and planned session can induce prompt and healthy acceptance, and also generate new ideas for the team. And of course knowing what type of feedback to give is important; it's not a one-size-fits-all approach. Different scenarios call for different types of feedback, and you need to recognize what type is most appropriate for the situation.

A few ideas to drive this are: * When presenting, be sure to select someone from the team to let you know if virtual hands are raised or if there are questions in the chat that need to be addressed. * If you are asking people to comment in the chat, voice their contributions.

The supportive culture needs to exist before you conduct this type of training. The culture is a broader attribute of your organization, and you can also have subcultures within the organization. Determine how your existing culture supports the principles and concepts you are teaching and share that as part of the instruction.

Sometimes it's tough when leading from a distance because your people can't just knock on the door of your office and ask a question. It can be helpful to create "office hours" where you set aside a certain time daily for questions and interactions. If no one reaches out, you can check in with team members and see how things are going. Thus, you're creating a culture of check ins and proactive communication. You're demonstrating that you value them and are willing to dedicate time to support them.

It is helpful to remove distractions when speaking to people. This will encourage active listening. Using closed loop communication techniques to be certain you have understood, and they know you have listened. All too often I witness leaders being addressed by their staff and they are typing at the same time, answering phone calls, or cutting them off with interjections about their own lives, leaving me very uncomfortable, concerned about how that staff member must feel.

To enhance active listening in remote teams, encourage regular video meetings, use collaboration tools for real-time feedback, and promote a culture where team members summarize information to ensure understanding.

In my experience, people don't need external rewards for listening and being present. They simply need a structure of accountability. One powerful example of this is to ask all group members at the end of a meeting or call to rate this meeting 0-10 on how well the group did on __________________. (listening to one another, being present, avoiding multitasking, engaging and sharing their opinions, etc). Then, ask them all to put 1 thing in the chat that would make the number higher next time. Or 1 shout out to recognize as an improvement. When people know this is the structure of the meeting, they stay engaged instead of tuning out.

What generally works for me is public appreciation in a meeting or a group call. It may be specific to a task generally for overall listening and understanding or even for answering a question correctly. I would always use the name of the specific person to recognize.

building TRUST, make sure the WHY of a project is clear (including the "so what" part) nd assigning people to tasks that motivates them!

Belohnen und anerkennen Schlie?lich müssen Sie Ihre Remote-Teammitglieder für ihre Bemühungen und Leistungen beim aktiven Zuh?ren belohnen und anerkennen. Sie k?nnen verschiedene Anreize wie Boni, Bef?rderungen, Auszeichnungen, Zertifikate, Abzeichen und Anerkennungsprogramme nutzen, um Ihre Teammitglieder zu motivieren und anzuerkennen, wenn sie ihre F?higkeiten zum aktiven Zuh?ren unter Beweis stellen und verbessern. Sie k?nnen auch soziale Medien, Newsletter, Blogs und Podcasts nutzen, um ihre Geschichten und Erfolge beim aktiven Zuh?ren zu pr?sentieren und zu feiern und andere zu inspirieren, ihrem Beispiel zu folgen.

Active listening comes from behavior. The behavior can be built by doing things that we like in a repetitive manner. In this case, I would suggest anyone to start listening to podcasts or audiobooks and writing a summary or key takeaways from it. Do it daily. As days become weeks and weeks become months and years, it will become a new behavior. From that point, active listening skills can be achieved easier.

Active listening is really one of those skills we need to keep practicing. As a coach we are trained to be honest with our clients by admitting to them if we drifted off. As embarrassing as it might be, that is what is required, and it could be quite powerful to bring new energy to the flow of conversation. Full PRESENCE is required. I found over the years that if I apply full presence with active listening I remember what was said and even the feeling of the conversation. Good luck !

Practice. Practice, practice, practice! Model and practice listening skills in each interaction, in each meeting, in each conversation. Point out when people are doing it well. Admit when you are not. The more people can see what it looks like and experience great listening themselves, the more they'll be able to do it consistently. Did I mention practice?

Inform the participant that they have to summarize what they have learnt and listen in the training. Make the sessions interactive with asking for more examples from the participants.

If possible, environment is also important. Having cats, dogs, babies, construction going on can be quite a distraction.. imagine it is an appraisal and you are having zoom in a food court or noisy cafe. It is onus on both parties to choose wisely location with minimal distraction. Lightings too..too dim is a sure way to make one sleepy, how to be really present an listen well?