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When employees say they want their voices to be heard, they are really saying they want leaders who will not just hear them, but really listen to them. As employees seek more attention, feedback and support, leaders must become more mindful of individual needs in order to more effectively inspire professional development and overall performance. Leaders who listen are able to create trustworthy relationships that are transparent and breed loyalty. You know the leaders who have their employees’ best interests at heart because they truly listen to them.
As a leader, it’s difficult to really know what your employees are thinking about, what’s troubling them or how to help them get out of a performance slump –unless you take the time listen to them. Listening goes well beyond being quiet and giving someone your full attention. It requires you to be aware of body language, facial expressions, mood, and natural behavioral tendencies. Listening should be a full-time job when you consider the uncertainty embedded in the workplace and the on-going changes taking place.
As leaders, we must balance our intensity and desire to perform with compassionate attention to our employees’ needs. Being more mindful of another’s stress and their tension points before they impact the business requires us to boost our emotional intelligence.
Listening is a leadership responsibility that does not appear in the job description. Those who do listen to their employees are in a much better position to lead the increasingly diverse and multi-generational workforce. The “one-approach-fits-all” way of thinking has become outdated and those who embrace the high art of listening are destined to be the better, more compassionate leaders.
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