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Leaders Listen Passionately

listening

Active Listening is the Greatest Learning Tool

Often we hear leaders chatter on endlessly about their “intent”, “visions” and how the teams should flower under their tutelage. They never tire of torturing an audience till the organisation tires out of the “How” that the leader explains with such disdain each time he gets an opportunity. This is accentuated if the employees only get to listen to the leader and are seldom allowed the latitude to articulate their own aspirations and visions about either the task at hand,  the organisation or the team.

When they listen, they “hear” with a view to out talk the led. Such leaders start the cycle of cynicism in an organisation, especially when the leaders are not able to Walk their Talks. Teams hang on to every word, motion or activity of the leader. While a blabbering leader may forget what he said yesterday – the team remembers – and thus starts the Chinese whisper in an organisation, disempowering the teams across verticals.

Good leaders listen and listen actively to absorb the aspirations and callings of each member of the team. This helps them find each team member’s true calling. There is nothing more motivating in an environment where a team member feels confident to explain his point of view succinctly and without parental oversights by the leader. This simple habit of the leader energises the team members and motivates them with an optimism that their views would be heard passionately towards the larger good of the organisation. They then push the envelope as active participants in the growth of the organisation.

It is true that leadership and mentoring are not a one-size-fits-all propositions. “Different strokes for different folks” is more like it. Some people need a lot of direction or hand-holding; others need autonomy and freedom to experiment and grow. Some team members may need different things at different times, depending on challenges that arise, the level of difficulty in job assignments, and the ebb and flow of motivation. Amongst all these variations, leaders can rarely afford to stop listening passionately- it helps keeping their ears to the ground and invert the pyramid in an environment of trust and mutual respect.

This passion is contagious across all levels of leaders and the led, where leaders automatically produce leaders and not mere followers. This creates an enabling environment where the “why” overrides the “how” and unleashes the true potential of each team member.

Active listening accentuates an organisation’s trajectory in geometric progression and provides the leader with the most vital component of organisational success – feedback.

As they say in the military, “passionate leaders lead by actions not words”.

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Humility and Perseverance

Getting good at getting along with people is a great book. A learning resource for every leader who aspires to achieve his vision through collaborative participation of his team. Amongst  great visions of bottom lines and productivity, organisations take their eyes off the ball in leading their visions through the power of their people.

The ultimate character of an orgnisation and its leaders ,therefore, is in investing in its people through humility and perseverance. These two essential organizational qualities transcend known performance enhancement matrices and catapult the leaders to an all together different dimension of governance. These two allow you to balance your life needs with the organisational goals and enable organisations to excel.

Positively controlled and managed anger, at times, can yield results in the short term but somehow leave an unsavory taste in the mouth. They cause a disconnect deep within where trust is eroded and perseverance suffers.

Humility and perseverance are thus the hall marks of all good organisations. These organisations get good at getting along with people who celebrate life in a multidimensional approach.

Profits follow