Here's how you can develop your career in culture change through active listening skills.

La escucha activa para el cambio cultural, desde mi experiencia, representa un profundo compromiso con el otro, de respeto y humildad. Implica dedicar tiempo para profundizar en su experiencia, indagar para captar adecuadamente el sentido que el otro le da a sus vivencias, es un ejercicio de navegar en el otro, comprendiendo sus planteamientos, asimilando sus sentimientos, y a partir de allí, construir puentes de entendimiento que retroalimente la cultura. Proponer el cambio cultural sin esa posibilidad de intercambio y escucha, será más un ejercicio de imposición, que de real transformación.

In my PhD research, I have researched the nature of what makes people feel truly listened to. One key way to make the most of listening, is listening without an agenda. The person you speak with will sense that you are listening to them whole-hearty, that you are not thinking of your reply, or the next question you'll ask. That's when the 'gold' comes out, and when you'll hear the real story - people will share what is actually happening. And, make sure you learn to tolerate silence. A big part of listening is giving people the space, not jumping in, as uncomfortable as that might be.

To develop a career in culture change through active listening, follow these steps: Understand Culture Change: Learn basics and models like Kotter’s 8-Step Change Model. Master Active Listening: Pay full attention, reflect, ask open-ended questions, and show empathy. Enhance Emotional Intelligence: Improve self-awareness, regulation, social awareness, and relationship management. Continuous Learning: Attend workshops, read literature, and seek feedback. Apply Skills at Work: Facilitate dialogues, mediate conflicts, and gather employee insights. Lead by Example: Model transparency, inclusivity, and adaptability. Build a Network: Seek mentorship, join groups, and collaborate on projects.

Em um ambiente de mudan?a de cultura, estar presente é essencial para desenvolver sua carreira por meio da escuta ativa. Isso significa estar totalmente engajado durante as intera??es, fazendo contato visual, demonstrando interesse genuíno no que está sendo dito e evitando distra??es. Essa presen?a ativa n?o apenas melhora a qualidade da sua escuta, mas também mostra seu comprometimento em entender e se adaptar à nova cultura organizacional.

People and how they think, feel, and interact inside an organization are fundamental to changing its culture. By respecting people's viewpoints and promoting sincere understanding, listening is essential to this change. Active listening fosters a climate in which disagreements are respected, concerns are acknowledged, and teamwork is encouraged. In addition to fostering trust, this human-centered approach gives people the confidence to welcome change, which makes them essential in forming a constructive and long-lasting cultural evolution.

Relationships are at the centre of culture change. Who are the people involved? What are their thoughts and fears about what's happening? Practising active listening is key in building rapport between people. As humans, we want to feel seen and heard. We want to be understood. Using active listening, we can enable this for others. We create a space for conversations, we listen, we reflect back to make sure that we understand. We can ask further questions to make sure we understand the implications of their thoughts. Most important, we are sincere in our listening. Taking into account what people share in any decision making is vital! If they don't feel heard and valued, they will fight any change proposal. Culture change is about people.

There are numerous components to active listening. You must first surrender and keep your mind as open and calm as you can while concentrating on the here and now. It entails just listening to that talk and entering it without any preconceived notions or desires to prove anything. Respect, trust, and dedication are generated when one feels fully heard. When someone actively listens, they set aside their anxieties and allow themselves to be honest. It is evident that these processes change any civilization

Active listening involves many things. First of all you need to focus on the present, your mind as relaxed and open as possible and surrender. It involves entering that conversation without prejudice, without the desire to prove anything, simply listening. Feeling truly heard generates respect, trust and dedication. He who actively listens puts aside his fears and gives way to his authenticity. These types of dynamics clearly transform any culture.

I’ve been in manufacturing for over 30 years and one thing is crystal clear - those who invest in relationships and building rapport with their team - from the lowest to highest pay, will reap the benefits of genuine teamwork and trust. I said 30 years experience and I bet o could count on one hand - the leaders that are genuine and know how to build rapport with the entire team. People will work hard and together with people they trust. That begins with rapport

This is important but cultural differences play a big role in this and how people see hirarchy. Once you are able to make people comfortable and encourage feedback in a local context the sky is the limit.

Promoting feedback is a potent strategy for changing culture. People are more willing to openly offer their ideas and views when you listen to them intently. An inclusive workplace and creative ideas can result from this free flow of feedback. Any cultural change needs to promote a sense of ownership and engagement, which can only be achieved via appreciating the efforts of others. Engaging in active listening demonstrates your interest in the organization's overall development as well as your own thoughts

Asking for honest and open feedback can be hard to hear, but it can also turn colleagues' bitching about 'meetings that could have been emails' into an 'innovation zone'. Transforming groans and eye-rolls into a vibrant space where ideas flourish and everyone feels listened to.

Promoting feedback is a potent strategy for changing culture. People are more willing to openly offer their ideas and views when you listen to them intently. An inclusive workplace and creative ideas can result from this free flow of feedback. Any cultural change needs to promote a sense of ownership and engagement, which can only be achieved via appreciating the efforts of others. Engaging in active listening demonstrates your interest in the organization's overall development as well as your own thoughts

Everyone matters and everyone has a voice. If everyone believes they are listened to by leadership, imagine the ideas and contributions that could follow

We've all experienced that moment when someone really takes the time to understand where we're coming from, rather than just reacting or judging. It's powerful stuff. Think about major life transitions like starting a new job or becoming a parent. Having an empathetic listener there to validate your mix of emotions makes those big adjustments so much easier to process. The same applies to any cultural shift at work. When leaders take off their manager hats and just listen without an agenda, that's when real progress happens. People feel seen, resistance melts away, and you move forward as a team rather than a gaggle of skeptics. Empathy has that magic ability to bring folks together.

Be real. Be transparent. Be vulnerable (to a point of course) Don’t put the mask on that you have everything u set control and you have no faults. Everyone has hurts, mistakes, fears. You can be a strong leader and also do the above. People take notice when you truly empathize with them. It’s a team building strategy that doesn’t require a book or seminar. Just be yourself. Be honest. Help others…

The resolution of conflicts will be an absolute essential. Conflict will inevitably arise in change, this needs to be embraced and the way we deal with it is instrumental to the success of the change. Before you start identify the type of conflict. There are generally three types of conflict in an organisation: - Goal conflict, this is when there is a disagreement of the outcomes of the change. - Process conflict arises when the parts fail to agree on the implementation of the change - Interpersonal clashes unrelated to the change itself that have a direct impact but are unrelated to the change itself. It is vital to identify which elements, are present in the conflict as each type requires different approaches in their resolution.

Active listening is key when resolving conflicts. Generally, if you come to the point of having a 1to1 conversation to resolve a conflict, you need to understand that this conversation is not going to be won or lost, it will simply be a conversation that you have to be willing and open to listen to. think and feel from another point of view. It will be of no use if you are thinking about your answers while the other person speaks. If you really care, open your vulnerability and pay full attention, not only will you learn, but the feeling of conflict will no longer be the same, and it will be much easier to find a good resolution.

The fact of leading by example is obviously not only regarding the issue of Active Listening. The key is to be authentic, that will make you credible and that will generate trust. There is a phrase in Latin that somehow summarizes this: "Esse Quam Videri"... Being more than appearing. There is no point in trying to lead from something you don't really believe. It is also much simpler to believe, authenticity is noticeable, an authentic leader can lead sustainable change.

Engaging people in the change process requires all the essential skills of listening, rapport, empathy, and others. The key to culture change is to build a sense of urgency about the change. The best way to do so is through storytelling. It is not just about what needs to change or how the change will take place. It is about the WHY the need for change. Engaging with others emotionally in the change process encourages emotional buy-in.

The challenge is to do this at scale. Because when you are doing culture change, you aren't trying to change 1 or 2 people. You are trying to change all of the employees in the company - perhaps, thousands of them. So, you need to think how can I do active listening with thousands of employees? How can I build rapport with thousands? And so on. At the end of the day, you need to be creative, leverage your team, and utilize technology. But most important of all is that you must care. Nothing can replace that one thing. If you care, you will find the way.