The Leader Who Listens

The greatest leaders aren’t the ones who talk the most; they’re the ones who listen the best.

Today we live in a world where the strength and effectiveness of a leader is often measured by how quickly one can respond. We’ve been conditioned to believe that great leaders are sharp communicators, who have all the answers and solutions. The most influential leaders understand that true power lies in their ability to listen, think before speaking, and engage others in solutioning for results. Creating a listening culture isn’t just a leadership skill to be developed—it’s a competitive advantage that transforms people and organizations from the inside out.

I’ve seen what’s possible with a leader who listens and the impact can be powerful. I’ve also witnessed the damaging effects of those in leadership roles who’ve not yet learned how valuable it is to listen. I can recall working with a leader who was extremely challenged in listening. She was an expert in hearing and could restate what was communicated, but listening was not her forte. There is a particular meeting that comes to mind when emails, chats, and text messages were flying. People were commenting how this particular people manager never listens preventing the team from solving the problem. She’d cultivated a reputation as a person who didn’t know what she was doing, didn’t know how to lead, and got in the way of the work. Team members felt they could not perform their best or even present viable solutions because she talked over others, talked excessively, asked for ideas and then failed to follow through. Though harsh, it was indeed true.

I can recall feeling defeated every single time I needed to meet with her. It felt like a complete waste of time. I’d grown weary in doing the dance. She asked my opinion. I gave it to her. She picked it apart or debated it with no supporting evidence to back herself up. We did it her way. It failed. A member of the C-Suite wanted to meet to discuss the failure. I’m frustrated because what he or his leadership team proposed was a solution that either I or the team had proposed and backed up with data, research, and science. I had to flat out have the tough conversation with her one day that her lack of listening was dangerous to herself, me, the team, the organization, and our stakeholders. We were all paying for her lack of listening. Two things I invited her to work on: 1) listen, really listen. 2) ask better questions and pay close attention to the response). If she could just focus on those two behaviors, she would see a tremendous shift in her team and the results produced.

Years later, when I was leading my own team, my peer asked me a pointed question about why I was quiet or reserved when I had great insights to share. I shared with her that our leadership style and approach differed. I wanted to learn from my team, not have my ego stroked. It was important that they had the opportunity to contribute, to add value. I wanted them to feel heard and feel free to use their creativity and thinking skills to elevate performance. My approach worked. A new leader came in and gave us the solution we needed to become a major player in a new market. His engineering background and freedom to ask why was what we needed to grow and expand. What if I was the one doing all the talking? What if only my ideas were valuable? What if my speaking extensively or lack of follow through sent a clear message that you don’t have a voice that matters here?

Why Listening Matters to Ultra-Influential Leaders

1. Improved Decision-Making: Listening to diverse perspectives allows leaders to make more informed and balanced decisions. According to a Harvard Business Review study, companies that engage employees in decision-making processes see a 25% improvement in business outcomes.
2. Boosting Employee Engagement: Gallup reports that highly engaged teams show 21% greater profitability. One of the most significant drivers of engagement is employees feeling heard. When leaders listen, they foster trust and encourage open dialogue, which directly impacts motivation and commitment.
3. Driving Innovation: Companies with a listening culture are 3.5 times more likely to be considered innovative. Employees on the front lines often have unique insights, and when those ideas are valued, it spurs creative problem-solving and out-of-the-box thinking.

Interested in how you can spur a listening culture starting today? Here’re a couple of things you can do. (If you’re already doing this and ready to go a step further, let’s talk about what we can translate listening into profitable business results. Contact [email protected] for a no-sales consultation).

Building a Listening Culture

Model Active Listening Great leadership begins with active listening. Active listening involves more than just hearing what’s being said. It’s about understanding the emotions and intent behind the words. Leaders who practice active listening do three things well:

1. Avoid interrupting and allow others to express themselves fully.
2. Ask questions to clarify what was spoken and to ensure they understand the message.
3. Reflect back on what was shared to confirm comprehension and show value for both the messenger and the message.

Train Leaders at All Levels Listening is not just a responsibility of those at the top. Organizations with a listening culture train team members throughout the organization to listen. Leadership should ensure that leaders at every level of the organization practice empathetic listening. This ensures that the entire leadership pipeline is aligned with the culture of openness and responsiveness. According to the Center for Creative Leadership, organizations that invest in leadership development see a 20% improvement in overall business performance.

Essential Questions for Creating a Listening Culture

• How often do I give my team members the opportunity to share their thoughts and ideas?
• Do I actively implementing the feedback I receive from my team members?
• Do team members feel comfortable speaking up, or is there fear for some reason?

The Transformation: From Commander to Collaborator

The shift from a traditional leadership model—where leaders are seen as commanders—to a collaborative model focused on listening is profound. Ultra-influential leaders understand that their power is not in controlling the conversation, but in elevating the voices around them.

This results in:

• Stronger teams that feel empowered and respected.
• Higher retention rates, as employees are more likely to stay in environments where they feel heard.
• Greater agility, because leaders can make quicker adjustments based on real-time feedback.

Closing Thought: The Most Powerful Leadership Tool Is Your Ears (if you use them)

As the way we engage becomes more complex, the simple act of listening can be the key differentiator for leaders. Leaders who listen deeply and consistently foster trust, inspire innovation, and lead with empathy. In doing so, they create not just successful organization ns, but thriving, engaged communities.

Listening is far from passive—it’s a dynamic, transformative force. When leaders embrace the power of listening, they elevate their influence from transactional to transformational, making a lasting impact on their teams, their culture, and ultimately, their legacy.

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Need assistance in growing your leadership skills to become the leader you know you can be? Email [email protected] today and let's discuss possible solutions. Everything to gain and nothing to lose.