The Power of Listening: A Core Competency for Effective Leadership
In busy and demanding workplaces, it’s easy for leaders to focus on results, strategy, juggling meetings and getting through the seemingly endless list of things that need to get done! Yet one of the most powerful tools a leader can wield is also one of the quietest: effective listening.
Listening is more than simply hearing what someone has to say, it’s about understanding, engaging, and creating the conditions in which people feel truly valued. For leaders, effective listening fosters trust, improves morale, and leads to better decision-making.
As leaders, we’re often concerned about the times when we need to speak - giving direction, setting vision, rallying teams, communicating messages. We know that good leaders need to speak clearly. However, sometimes we forget that great leaders need to listen deeply.
When leaders take the time to listen attentively, they signal respect and openness, which cultivates psychological safety. When leaders and team members genuinely listen, people feel heard, respected, and valued. This sense of psychological safety encourages individuals to speak up, share ideas, or admit mistakes without fear of embarrassment or judgment. That kind of openness fosters a more honest and collaborative team culture.
Effective listening also ensures everyone has a voice, not just the loudest in the room! It invites quieter team members into the conversation and makes space for diverse perspectives. The result? Greater creativity and more well-rounded decisions.
In listening workplaces, innovation thrives, and issues are addressed early, before they escalate. People feel empowered to contribute, with teams more likely to share feedback, surface concerns early, and innovate when they feel heard. People are also more likely to take ownership of their work when they feel their contributions matter. By listening to feedback and recognising effort, leaders inspire greater responsibility and pride in the team’s goals.
In history, there are many stand out leaders who were adept at listening. Nelson Mandela famously listened to all sides before speaking, a habit he learned from his father. Mandela believed that listening was a form of respect and a way to build consensus. Mahatma Gandhi’s philosophy of nonviolent resistance was rooted in deep empathy and attentive listening. He often spent hours hearing the grievances of ordinary citizens, believing that understanding their struggles was essential to leading them effectively. His quiet presence and thoughtful responses made people feel seen and empowered.
Listening is not simply a passive activity, but as a powerful leadership skill it drives trust, performance, and engagement. When done with intention, effective listening transforms communication from a transaction into a connection. We might even consider it a leadership superpower!
What Does Effective Listening Look Like?
Be Fully Present: Put aside distractions. Show that you're engaged. Close the laptop, silence the phone, and show your team member that their voice matters.
Use Body Language that Shows You’re Engaged: Make eye contact, nod occasionally, and avoid multitasking. These non-verbal cues speak volumes about your attentiveness and respect.
Manage Your own Inner Dialogue: Instead of mentally drafting your reply while the other person is talking, focus fully on their words. You can always pause before you respond (it’s a sign of thoughtfulness, not hesitation).
Reflect and Clarify: Summarise and reflect back what’s been said to ensure understanding.
Be Curious: Ask open questions to understand, not simply to respond and ask thoughtful questions to delve deeper.
Master the Pause: Silence can feel uncomfortable, but it gives others space to process and speak. Resist the urge to jump in too quickly as those few extra seconds often surface valuable insights.
Listen Without Judgement: Hold back from immediately problem-solving or jumping to conclusions. Sometimes, people just need to feel heard before solutions can be explored. Resist the urge to interrupt or offer solutions too quickly!
Act on What You Hear: Listening is only impactful if it leads to meaningful action or change. Even when you can’t agree or offer what’s asked, acknowledge the input and explain your rationale. Follow up where required and as committed.
Make time for more listening: Create regular, agenda-free 1-2-1’s/catch-ups where the sole purpose is to understand how your team members are doing. Let them lead the conversation and practise asking open-ended questions.
Encourage Feedback About Your Listening: Ask your team directly how they experience your listening. It might feel vulnerable, but it signals that you’re serious about growing your own skills and this builds deeper trust.
Incorporating even one or two of these strategies can shift your leadership style from directive to inclusive. Over time, this creates a ripple effect and when people feel heard, they’re far more likely to listen in return. When leaders model good listening, it really cascades.
In our work with organisations, we’ve seen first-hand how shifting from a talk culture to a listening one transforms leadership from a position of authority into a platform for influence. Are you looking to embed a stronger listening culture in your team? At Glenmore HR, we partner with organisations to build leadership capabilities that truly connect. Let’s start with a conversation.
