I believe that effective communication and excellent leadership go hand in hand. Being a successful communicator doesn’t just mean knowing the right things to say at the appropriate times — and it certainly doesn’t mean dominating the discussion. To me, communication should involve just as much listening as it does talking.

Leaders can become better listeners through self-awareness and by working on their emotional intelligence. But as leaders make an effort to improve their listening skills, they should also focus on paying attention and listen to their inner voices.

The Loudest Voice Is Not Always the Wisest

I'm sure most of you are familiar with the phrase, "the squeaky wheel gets the grease." It means that the people who possess the loudest, most persistent voices tend to get prioritized over those who may not be quite as expressive or vocal.

We see it all the time in our workplaces and the media. Consider the pundits and talking heads you see debating each other on cable news programs — it's rare to see the person with the most reasonable, sound and intelligent perspective rise to the forefront of the conversation. More often than not, it’s the loudest voice that dominates. As a result, perhaps some people have become conditioned to equate conversational dominance with rhetorical success and wisdom.

Leaders are not immune to this effect. They may be interested in listening, but because they are presented with so many opinions, perspectives, and pieces of advice, they often defer to those voices that drown out all others. Sadly, perhaps the wisest ideas and most thoughtful viewpoints are being marginalized because they aren't voiced powerfully or assertively enough to leaders. And leaders are not always equipped with the tools to discern accurately. So, what might happen is that they go with what the most commanding voices are telling them.

When you only hear advice, perspectives, and ideas from the loudest voices, you may begin to see the world (and your organization) differently. Chronic complainers make it appear that nothing is going right and those with valuable insights remain on the periphery. “Needy” people get what they want from you because they know how to control the conversation and make their priorities seem more important than those who may not be able to advocate as forcefully for themselves.

Listening well requires the development of a more nuanced ear. This is particularly critical for leaders because of the power they wield through their positions. They need to be able to practice discernment, and they must recognize when the most dominant voices are not speaking up for the best interests of the organization and their colleagues.

So how can you train your ear and leverage your leadership to ensure that you’re listening to the best, most relevant perspectives?

I have some advice!

Identify the Powerful Voices

Consider the people you trust to offer advice and wisdom. Do you believe them and their perspectives because they make the most sense? Or have you been conditioned to trust them because they insist on being heard? Identify those individuals who influence you the most and assess them honestly. You may realize that what's drawing you to their perspective is not wisdom, but assertiveness. This is not necessarily a problem in and of itself, but your awareness will allow the opportunity to weigh their viewpoints against others that may not be voiced so loudly.

This goes for the people you manage, too. Surely, you have a sense of the people on your team who are the confident ones versus those who may be quieter and more reserved. Are you giving the more dominant voices more attention and consideration than they warrant? Remember as a leader, we must be fair and consider all perspectives.

Ask Questions and Get Quieter Voices Involved

Your role as a leader gives you the power to control the conversation. As you conduct meetings, you may notice a tendency to turn to the more assertive individuals to ask for their perspectives. If you see this happening, try to get the quieter, less vocal team members to voice their views first by doing a roll call. This way, the tone is not regularly set by the same people repeatedly.

It’s also wise to consider the venues in which quieter voices might be able to communicate more effectively. Perhaps there is an employee on your team who feels uncomfortable in meetings or group environments. Ensure you're taking the time to meet with everyone one-on-one to hear their perspective. Understand that different people have different communication styles, and then create the space for everyone to shine. Some people just don’t do well in meetings, so it’s up to you to foster situations where they feel comfortable expressing themselves.

Pay Attention to How People Communicate with Each Other

One of the ways you can survey the communication landscape within your organization is to observe how people interact when you're not a part of the conversation. How are people talking and getting along in the breakroom or as they greet each other in the hall? Who is more extroverted? Who is more introverted? Your awareness of dynamics within the office can help you determine the ways you should interact with people and listen to them.

Be Aware of Your Communication Style

Because you are a leader, the way people communicate with you is perhaps a reflection of how you communicate with them. If you are brash and bold, your people may think that they also need to be brash and bold when they approach you. But when you ask questions and engage others by seeking out their opinions and display thoughtfulness, people will realize that loudness is not necessarily a useful tactic.

Conscious Communication and Coaching from Leaders Edge

When leaders improve their ability to listen, it enhances communication throughout their entire organization. I believe in the power of healthy organizational dialogue, and I want to help leaders refine how they express themselves — and especially the ways they listen to others.

If you’re interested in learning more about how Leaders Edge can unleash the power of effective listening and communication within your organization, I invite you to contact me today. Call me at 1-855-871-3374 or email me at joanne.trotta@leadersedgeinc.ca. I’m looking forward to hearing from you!

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