Now why is listening so important to understand and address? As you look at what is happening in Washington D.C., in capitals all across the country, and in communities addressing local challenges, all too often we talk or shout past each other and wonder why things can’t be resolved. If we don’t listen to each other and are not willing to even think about collaboration and the possibility that common ground exists, how can we realistically hold out much hope for progress on the many issues that will, one way or another, significantly impact our future?
Collaboration—the concept of working as a team to produce a result that is superior to any one idea shared by an individual—cannot realistically happen without quality listening. And, in the absence of quality listening, opportunities may be missed to inquire, ask questions, and properly prod individuals and the group to always work for a still better way. The other extreme, a concept called groupthink, is where the group simply goes along with what the leader wants or the first idea thrown out and, almost without exception, produces a lessor result.
So what is the answer? It is not complicated. We just need more leaders who understand the value of collaboration and dialogue. We need more leaders understanding effective listening, making it clear that the results will be superior, and selling their followers on that direction.
An additional advantage, beyond a better answer or solution, is that any group coming off of a successful collaboration effort is far more likely to be committed and enthusiastic about the decision. The implementation to follow will most likely be improved because they felt like they had input and some of their particular concerns were heard. It then becomes a shared decision that the group now intends to successfully implement.
Collaboration—the concept of working as a team to produce a result that is superior to any one idea shared by an individual—cannot realistically happen without quality listening. And, in the absence of quality listening, opportunities may be missed to inquire, ask questions, and properly prod individuals and the group to always work for a still better way. The other extreme, a concept called groupthink, is where the group simply goes along with what the leader wants or the first idea thrown out and, almost without exception, produces a lessor result.
So what is the answer? It is not complicated. We just need more leaders who understand the value of collaboration and dialogue. We need more leaders understanding effective listening, making it clear that the results will be superior, and selling their followers on that direction.
An additional advantage, beyond a better answer or solution, is that any group coming off of a successful collaboration effort is far more likely to be committed and enthusiastic about the decision. The implementation to follow will most likely be improved because they felt like they had input and some of their particular concerns were heard. It then becomes a shared decision that the group now intends to successfully implement.
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