listening
![Brian Piercy](data:image/svg+xml;utf8,<svg xmlns="http://www.w3.org/2000/svg" viewBox="0 0 24 24" fill="%230A66C2"><path d="M20.447 20.452H16.89v-5.569c0-1.328-.027-3.037-1.852-3.037-1.853 0-2.136 1.445-2.136 2.939v5.667H9.351V9h3.414v1.561h.046c.477-.9 1.637-1.85 3.37-1.85 3.601 0 4.267 2.37 4.267 5.455v6.286zM5.337 7.433a1.982 1.982 0 1 1 0-3.964 1.982 1.982 0 0 1 0 3.964zm1.782 13.019H3.555V9h3.564v11.452zM22.225 0H1.771C.792 0 0 .774 0 1.729v20.542C0 23.227.792 24 1.771 24h20.451C23.2 24 24 23.227 24 22.271V1.729C24 .774 23.2 0 22.222 0h.003z"/></svg>)
Ever caught yourself saying “I’m reading a great book” only to awkwardly correct yourself with “…well, actually I’m listening to it”? That guilty pause says a lot. But you have nothing to feel bad about. In this episode of Two Guys on Your Head, Dr. Art Markman, Dr. Bob Duke, and Rebecca McInroy break down […]
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We may have learned that we need to let people speak without interrupting but taking turns talking does not truly denote listening. And unintentionally hijacking conversations to advise, inject humor, empathize, prioritize efficiency, or insert ourselves into the speaker’s narrative is often done with good intentions, but may instead disrupt the human connection we think we’re forging. Recognizing when to shift out of our habitual styles and consciously apply alternative styles of listening and responding may allow for more effective and meaningful interactions.
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Hint: It’s all to do with empathy.
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Senior leaders, particularly CEOs, confront a central paradox in their work: They generally have access to more lines of communication than anybody else, but the information that flows to them is suspect and compromised. Warning signals are tamped down. Key facts are omitted. Data sets are given a positive spin. All of it isolates leaders in a dangerous information bubble. But they can escape that bubble, the authors argue, by working actively to create a more expansive “listening ecosystem.” They first have to learn how to listen actively themselves, without distraction or judgment, purely for comprehension; then they have to create systems and processes all around them that elevate listening to a constant state of hypervigilance. This sort of sustained attention to listening allows leaders to pick up on early signs of both danger and opportunity—and that, in turn, allows them to do their jobs and serve their organizations better. The authors conclude this piece by sharing advice—gleaned from interviews and personal experience—about how leaders can learn to listen better.
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Bridge the divide with thoughtful conversation techniques, next-level listening, and a dip into the science of changing minds.
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Want to strengthen your listening skills? Here's a simple but powerful tool.