{"id":21953,"date":"2020-01-13T10:00:04","date_gmt":"2020-01-13T10:00:04","guid":{"rendered":"https:\/\/www.heartinternet.uk\/blog\/?p=21953"},"modified":"2020-01-13T10:00:04","modified_gmt":"2020-01-13T10:00:04","slug":"how-to-design-a-culture-of-listening","status":"publish","type":"post","link":"https:\/\/www.heartinternet.uk\/blog\/how-to-design-a-culture-of-listening\/","title":{"rendered":"How to design a culture of listening"},"content":{"rendered":"

When asked to picture a leader, people tend to think of someone giving an inspiring speech in front of a crowd, or perhaps someone barking orders to a frenzied team. But real leadership often requires just the opposite: quiet, reflective listening. Listening helps build relationships, solve problems, ensure understanding, resolve conflicts, and improve accuracy. And it leads to advancement<\/a>: listening skills are one of the ways people spot future leaders.<\/p>\n

If we\u2019re honest with ourselves, though, most of us can\u2019t claim that we listen well consistently. In fact, forgetting is par for the course<\/a>: <\/strong>we forget half to a third of all information within eight hours after hearing it for the first time. And despite the benefits of a listening culture, few companies encourage listening or reward dissent. At NOBL, many of our clients have asked us how to change this behaviour and develop a culture of listening at every level.<\/p>\n

Listen on a deeper level<\/h2>\n

First, it\u2019s critical to realise that not all listening is created equal. Most of the time, people listen for information \u2014 how will what is being said affect me<\/em>? But a strategic listener goes deeper to build a connection with the person they\u2019re listening to.<\/p>\n