Hitki Blog

Active listening is not only listening for meaning and understanding (which is fairly easy for most people), but also listening to let the other person know that he has been listened to (which is the real challenge). We also need to be aware of our nonverbal behaviors because how we react and present ourselves influences how others listen to us. Think of some of the bad listeners you know. They probably have these habits:

1. They make comments or ask questions that having nothing to do with what you have just said.
2. They never look at you.
3. They multitask (e.g., work on their computer or talk on their phone while they are listening to you).
4. They look bored, uninterested.
5. They have one expression on their face throughout the conversation.
6. They fidget (e.g., play with their pencil or objects on their desk).
7. They walk away as you are talking and say, "Keep going, I am listening."
8. They fake attention and pretend to listen.
9. They never ask questions, clarify, or paraphrase.
10. They finish your sentences for you or interrupt when you are talking.

How do you feel when you are on the receiving end of a bad listener? Pretty bummed out, I would imagine. These are just some of the bad listening habits we want to avoid as managers. Bad listening is bad for business. We may miss information that is vital to our work; sever relationships with colleagues, bosses, and employees; never reach a clarity of understanding; and decrease the morale of those not being listened to. All of these results impact the quality of the work, which impacts productivity and profitability.

In this we examine why listening is such a difficult skill. We look at the "noise" factors that prevent us from listening effectively, the different styles of listening, several types of active-listening and nonverbal-listening skills, and the influence that culture has on listening. The major purpose for being an excellent listener, as a manager, is to support the development of your team members. When your team members feel and believe that you are listening to what they say, it greatly helps them become "on the rise" and "doing" team members performing at productivity stages 4 and 5, respectively. They are able to do more of the "doing" so the manager can do more managing and leading.