"Seeking Listeners, Not Just Counselors: Listening with Purpose

Are You a People Manager?

Are You an Active Listener?

Recently, I engaged in a one-on-one conversation with my direct reportee to understand their work-related challenges and provide support. During our discussion, I observed a noticeable lack of motivation, which led to a deeper conversation about his aspirations and frustrations. He expressed a desire to change his workstream within the expansive field of clinical research, a sentiment he had not previously shared for fear of hindering his professional growth. I guided our conversation by posing open-ended questions, helping him to explore his own motivations, aspirations, and solutions that were to be unfolded during the conversation. Rather than providing direct answers, I encouraged him to self-reflect and consider his own career path. As a result, he experienced a moment of realization, finding clarity and determination to pursue a new and fulfilling professional direction. By actively listening and asking guided questions, he was able to reach his own conclusions, leading to a sense of relief and renewed purpose.

This is the power of active listening. People often need a sounding board more than they need advice. By actively listening, we can help align their thoughts with their emotions. As people managers, our role is to observe and understand our team members, recognizing changes in their demeanour and understanding their evolving needs. Our responsibility is to patiently listen and empathize with them, fostering an environment of understanding and support.

Having someone who can patiently listen to us holds immense significance in our emotional and psychological well-being. An active listener offers a sanctuary where we can express our thoughts and feelings without fear of judgment. Unlike casual listening, which often involves passive hearing and surface-level engagement, truly being present for someone requires active listening. This means offering undivided attention, empathy, and understanding, which can be profoundly therapeutic.

Consider the above-mentioned scenario where a direct reportee at work is struggling with a project. They might be overwhelmed, unsure of how to proceed, and perhaps feeling isolated in their challenges. As their manager, you might take the time to sit down with them, listen to their concerns attentively, and validate their feelings. This act of patient listening can transform their experience. They might leave the conversation feeling less frustrated, more understood, and with a clearer mind to tackle their tasks. This not only alleviates immediate stress but also fosters a supportive and trusting work environment.

Moreover, the benefits of having a patient listener extend beyond professional settings. In personal relationships, the act of being heard can alleviate feelings of loneliness and confusion. For instance, sharing a difficult experience with a friend who listens without interrupting or offering unsolicited advice can make a world of difference. It helps individuals process their emotions, gain new perspectives, and feel supported, which contributes to their overall mental health.

It is important to note that being a patient listener is not about providing solutions but about being present. This presence alone can be incredibly powerful, as it allows the speaker to feel valued and respected. In an age where distractions are rampant, the gift of undivided attention is both rare and invaluable. Thus, whether in personal or professional spheres, the role of a patient listener is indispensable, fostering emotional resilience and well-being.

I am a people manager and I spend most of my time listening to people. Earlier there was this urge of speaking in between while the other person was talking, a want of putting the right words but as I am growing in this field, I have understood that there is no better therapy or solution than actively listening to people and asking them open ended questions.

People management involves effectively leading, guiding, and supporting individuals within an organization. As people managers or rather people leaders we need to communicate openly, set the right expectations, provide feedback, and encourage a positive work environment. Counseling people involves actively listening to them, understanding their perspectives, and acknowledging their thoughts and emotions. By engaging in patient and attentive listening, managers can gain insight into their employees' concerns, motivations, and challenges. This approach enables managers to offer support, guidance, and tailored solutions, building trust, collaboration, and a sense of empowerment within the team. Overall, effective people management and counselling contribute to a more engaged, motivated, and productive workforce.

So are you ready to listen and ask guided questions to your teams now? Become a better people manager by becoming an active listener.

Love and Light

LKIA 💜