• Give someone a bloody good listening to…

    Give someone a bloody good listening to…

    We know that being listened to has a transformational impact. We advocate giving people a bloody good listening to – rather than a bloody good talking to – next time you notice that performance is slipping, energy is slumping or attitudes are hardening.

    In my experience of working with organisations across sectors it’s being listened to that makes the biggest difference to culture and engagement. When we truly listen to our colleagues we demonstrate that they are important to us, their views count and that the organisation is built upon their insight.

    If we want to improve our ability to listen then a coaching course can be a good idea, as well as ensuring we find environments where and when it’s easier to focus and really listen.

    I’m certain our clients get more impact from the way we listen than the way we speak (and we can be pretty eloquent when we want to be!) and that’s because listening is about creating time, attention and insight… and we all need more of those.

    Image credit – BBC – Fi Glover – The listening project

  • It’s not the trees waving that causes the wind to blow…

    It’s not the trees waving that causes the wind to blow… and it’s really important to know the difference… what has a causal effect on which…

    I often notice that people focus on behaviour when they might spend more time thinking about conditions, culture and support. When staff in a theatre aren’t always that welcoming to patrons, could it really be that they don’t know how to smile? Perhaps it’s more likely that they are frustrated and uncomfortable about some things that are happening in their environment that are more present to them that the ticket buyer in front of them.

    It’s important to know what is a result of our actions and what is a cause of them… and as leaders whether we are a tree that is being blown out of shape, or the wind that is creating the deformity.