Ignoring Feedback Predicament: Leaders Disregarding Input Prior and Post Alterations
Are you a self-proclaimed great listener, friend? You're not alone in that belief, as a whopping 96% of people assert their listening skills are top-notch, according to a survey by Accenture. But here's the kicker: 98% of those folks admit facing significant distractions, with two-thirds stating that focusing in this digital, fast-paced world has become increasingly difficult.
We're smack-dab in the midst of a tumultuous phase, where our society feels more polarized, fragmented, and chaotic than ever. It seems like there's a multitude of voices, agendas, and disparate viewpoints vying for our attention. As we navigate this ever-shifting landscape, the importance of truly listening, responding, and connecting with others becomes even more crucial. And this is particularly true for leaders. Gallup reports that, globally, only one in four employees strongly agrees their opinions matter at work.
In times of change, effective listening becomes critical for leaders, helping them foster trust, empathy, and resilience. Change often brings uncertainty and anxiety, making it vital to pay attention and do so thoughtfully. Let's dive deeper into the consequences of inadequate listening and ways to improve our listening skills during times of disruption.
The Pain of being Ignored
Gallup's latest findings say it all: only 14% of employees feel that their leaders genuinely seek their feedback before implementing significant changes, and just 16% believe their input is valued afterwards.
This alarming silence leaves a huge gap in many workplaces, suggesting that changes are often rolled out with little to no employee input. This lack of engagement can lead to frustration, disconnection, and a breakdown of trust among team members.
Conversely, Gallup also discovered that employees who feel their leaders actively listen to them before changes are 6.3 times more likely to trust their leadership. Similarly, those who believe they're heard after changes are 6.5 times more likely to trust their leaders. Clearly, listening is crucial for building trust and connection in times of change.
Four Strategies for Meaningful Listening during and after Change
To strengthen our listening abilities, especially during moments of transformation, here are four practical strategies to incorporate into our repertoire. Each strategy encompasses both pre- and post-change engagement.
1. Listen even when you disagree
Disagreements can be awkward, but they're a natural part of leadership, especially during transitions. When faced with differing opinions, give others your undivided attention and provide thoughtful responses.
Before any significant change occurs, team members might express concerns about the direction or strategy. Acknowledging their perspectives, even when you disagree, can help them feel valued and empowered. For example, if your company is about to undergo a restructuring, invite them to share their apprehensions. As you listen, you'll gain insight into their emotions and concerns, fostering open dialogue.
Once the change is implemented, continue listening by asking for feedback about how it's affecting them. Questions like, “What challenges have you faced since the change?” or “How can we improve the new process?” show your team members that their voices are still being heard.
2. Widen your horizons
It's easy for leaders to get stuck in their bubbles, focusing on the big picture during times of change. Engaging with diverse perspectives is essential, whether before or after changes are made. Gathering insights from those with differing opinions helps challenge biases, create psychological safety, and strengthen team cohesion.
For instance, imagine your company is adopting new technology. While you see the benefits, your team might have reservations. Before the change, host informal discussions where everyone can voice their ideas, concerns, and suggestions. Empower team members to feel part of the decision-making process. Then, post-implementation, check in with the team to understand their experiences and gather feedback.
3. Explain the Why
Transparency is key during periods of change; providing context helps people understand the reasoning behind decisions and encourages engagement. Simply put, people are more likely to support changes when they understand the reasons behind them.
Sharing the rationale behind the change both before and after it's made helps build trust and fosters collaboration. For example, if you're implementing a new process that faces resistance from some team members, explain the reasoning behind it. Encourage open dialogue and active participation by inviting feedback on the new process's alignment with the goals you've set.
4. Encourage diverse input but lead decisively
Inclusivity is essential during change, as it ensures that a variety of viewpoints are considered when making decisions, fostering innovation and avoiding blind spots. Yet, once all perspectives have been shared, decisiveness is vital – diversity in counsel, unity in command.
Agreeable leaders are often seen as more effective. However, prioritizing harmony and consensus can sometimes lead to misconceptions, like being dismissive of differing viewpoints. While maintaining a collaborative atmosphere is important, leaders must also create space for constructive feedback and make difficult decisions when needed.
Embrace authentic listening during every step of disruptive change – before, during, and after – and you'll cultivate a culture of trust, shared purpose, and meaningful change.
In the midst of change, effective leadership with active listening is crucial for fostering trust, empathy, and resilience. Gallup reports that a significant deficit in active listening from leaders can lead to a breakdown of trust among employees, with only 14% of employees feeling that their leaders genuinely seek their feedback and 16% believing their input is valued after changes. To bridge this gap, leaders should incorporate strategies like listening even when they disagree, widening their horizons to gather diverse perspectives, explaining the reasoning behind changes, and encouraging diverse input while leading decisively. By doing so, leaders can empower employees, foster open dialogue, and create a more inclusive work environment during disruptive change.
