Active listening builds trust among leadership and team members. When team members observe the caring attitude of their leadership, they will voluntarily contribute to the betterment of the team.

I'm the type of person who notices details, and often those details happen to be details that are being ignored intentionally. I've been the employee who was ignored or sidelined for pointing out the elephant in the room. And, I realize that people like me are not always the easiest to deal with. Go along to get along, is what many think. Problem is, it's not hard for me to be alone, so I'm willing to face the consequences if what I'm saying seems important enough. I may not have always been right, but I do know that at times I was, and the consequences of my being ignored cost the company money. Why are you so scared of what they have to say? What does it cost you to actively listen, you don't have to act, just listen openly and honestly.

The importance of hearing and valuing your employees' input enables the leaders to welcome new ideas to tackle internal and external factors effectively and economically way and strengthen teamwork to motivate the team to create a more innovative and efficient strategy to achieve the intended outcome of the organisation...

In my point of view, organisations need to offer various methods of communication as everyone has their preferred mode of communication, and if someone wants to share but sees the method as a barrier. Organisations could be missing out on some important information. Allowing employees to communicate via multiple channels will create free-flowing ideas, concerns, and feedback that enhance the organization. By offering various ways to lend their voice, organisations can create a safe space for employee voices to be heard.

Ensuring that you've correctly grasped the essence of what was shared and providing your team members with the assurance that their contributions matter. This concise recapitulation not only solidifies the understanding but reinforces the message that their voices are integral to the team's collective narrative. Active listening is a profound gesture of respect and consideration. It signals to your team that their opinions are not just heard but truly valued. It opens the doors to enhanced communication, increased trust. As leaders and team members alike, let us embrace the transformative power of active listening. In doing so, we cultivate an environment where every voice is heard.

Recognizing and respecting team members' worries is crucial. It's not about complete agreement but acknowledging their perspective. Validation builds trust and shows their input matters, fostering an open environment for diverse ideas. It involves appreciating their bravery in sharing concerns and staying receptive to various viewpoints.

The heart of validation lies in recognizing the legitimacy and reasonability of the concerns raised. It's an affirmation that their feelings and thoughts are not only acknowledged but accepted as integral components of the team's collective experience. By doing so, leaders and team members alike contribute to an environment where authenticity and honesty flourish. Importantly, validation is not a blanket endorsement of every idea or concern expressed. It's a nuanced recognition that each perspective holds value, even in the absence of complete agreement. This acknowledgment serves as a powerful signal that differing opinions are not only tolerated but welcomed—a cornerstone of a truly inclusive and innovative team culture.

Ouça outras pessoas sobre o assunto no contexto de explorar o que foi apresentado, isentando de julgamentos de valor, respeito o momento e valorize a informação pois normalmente são os desdobramentos de algo que está latente as vezes ao ponto de ganhar uma urgência maior, de forma honesta e sincera.

Break down everything they have said into sizable chunks (modules) and get a conclusion on each module and use that as a foundation for the next module

validation of concerns makes your employees feel heard, understood and valued. When you validate someone, you increase their self-esteem, which contributes to their work satisfaction and productivity which in turn helps in the growth of the said organisation.

Providing timely and clear responses to team concerns is vital. It involves giving feedback, taking action, and explaining decisions, showing care and commitment. Responding appropriately demonstrates a dedication to resolving issues and making team members feel heard and appreciated.

In my experience responding appropriately to a team members concerns is crucial to making them feel heard and valued. Anyone can listen and validate their concerns however by not providing an appropriate response they can feel dismissed. Providing your team member with clear and timely feedback with solutions when relative shows that you care and take their concerns seriously.

Feedback, Feedback e Feedback, não deixe a pessoa que trouxe a informação sobre um retorno seja ele qual for, da maneira mais transparente possível, a transparência engaja mesmo que o feedback para a solução não seja o esperado.

Responding, lets a speaker know that the message was received, happens during and after a conversation. Responding appropriately requires that you think before you speak. Giving an appropriate response to someone shows that you respect their time and their perspective. You may not always have the perfect response but, the fact that you acknowledged the person's concerns shows your good motive and interest to help.

Ja..., wie reagiert man nun angemessen auf Reaktionen aus dem Team. Dazu darf man sich selbst sehr gut verstehen und man sollte eine ganz klare Vorstellung davon haben, wie man auf andere (Stärkenmuster) wirkt. Es ist quasi wie eine Betriebsanleitung von sich selbst. Du erkennst dich dadurch besser und dadurch erlaubst du deinem Team ebenso genau diesen Einblick. Das erzeugt Verständnis und Wertschätzung auf beiden Seiten. Das sind die besten Voraussetzungen, um Handlungen und Reaktionen zu verstehen und dann vielleicht auch zu respektieren.

I absolutely believe that encouraging openness and promoting collaboration versus competition builds stronger teams! I manage a large team of remote field sales people so getting a chance to chat and share is crucial. I build our team calls around this idea, allowing people time to share in their way versus a standard “report” format.

Encouraging dialogue is essential. It’s not good enough to just have a forum where people can talk. You need to encourage and develop your team to have the ability to provide direct feedback. In my experience, I have found that people want to express a feeling but aren’t comfortable, so they drop hints and expect their manager to notice or to understand. Whilst it is important that a manager can read these signs, it’s much easier for everyone if your team are comfortable providing honest and direct feedback. Not having to work out what someone’s concerns are means you have more time to resolve them, but it also reduces the chances of you misunderstanding or misinterpreting them.

Nuturing a system of periodic check in with your team to understand what keeps them excited in the job, what are the challenges that they face, what have their learnings been so far etc really helps keep the team motivated. It will give the team a sense that you care about how they are doing and are willing to trouble shoot to take care of any concerns to help them do better. Also, keeping a transparent working relationship makes it comfortable to confide in the leadership.

Usually people discuss but ends up as gossip, informal, and ignored. Documenting will invite serious formal discussion leading to improvisation of ideas contributed and selflessly helping each other. Fellowship and followership builds stronger bonds amongst team mates.

Absolutely, I’ve found that encouraging dialogue is essential in my team. It’s more than just exchanging ideas; it builds trust and transparency, crucial for a strong team culture. This strategy has significantly improved our collective problem solving abilities. Moreover, it’s been fantastic for individual growth and understanding, greatly enhancing our team dynamics and overall effectiveness.

Creating and encouraging an open dialogue increases trust and safety within cross-functional teams. A good team coach champions practices like transparency, inspection and adaption to resolve team concerns using a feedback loop. A Sprint retrospective is a common feedback loop that allows team members to reflect, verbalize concerns, and come up with key areas for improvement that could be incorporated into the next sprint.

Expressing gratitude is more than a courtesy it's a genuine acknowledgment of the dedication and hard work invested by team members. It involves recognizing both the small, everyday efforts and the significant milestones achieved. This regular acknowledgment reinforces a positive work culture where every contribution, regardless of scale, is valued. Offering growth opportunities is a testament to a leader's belief in their team's potential. It involves not only recognizing past achievements but also investing in the future development of team members. This could include mentorship, training programs, or challenging assignments that allow individuals to expand their skills and knowledge.

At the next team meeting you hold, take the time to share your gratitude for your team's contributions and pass the microphone to your team members so that they, too, can express their gratitude for their peers' contributions. The acknowledgement of their wins will create a healthy, positive, and motivating work environment where individuals will cheer on their peers to meet milestones and grow personally and professionally.

It is important to recognise and publicly acknowledge their contributions and efforts, whether it be through a simple thank you or a more formal recognition program. Consistently providing feedback and support can make team members feel appreciated and valued. Creating a positive and open team culture can go a long way to increase satisfaction and reduce absenteeism.

Appreciation works wonders. Genuine appreciation adds respect. The observation skills and openness improve. Appreciation has a double impact, like a double edged sword. Use it generously.

Having a genuine open-door policy with no judgement fosters a sense of trust and respect within the team, increasing motivation and productivity. Being open to feedback, acknowledging and addressing team members' concerns through active listening, will ultimately create a positive and supportive work environment, promoting a sense of value and appreciation for everyone's contributions.

The most valuable way to feel beard is to be publicly heard. So we must give them the way to make their input and appreciate it. Coreect the worngs in a modest way, so it could be in some sort of a balance that it wasn't an open mic to just say what you want and pass it through, No. We hear, we recognize, we appreciate, motivate, correct and push you to the next step.

Much of this is only possible if there is trust present between the leader and the team. Leadership development must include self awareness, empathy and communications to encourage this level of sharing…there is no cheat here. I know a leader who asked for public feedback from a group of employees who didn’t trust him. He got 5 star ratings as employees wanted to protect themselves from his wrath. He left thinking “gosh I’m such a fabulous leader!” Because not once did it pick up on the discomfort and lack of eye contact from his team. 🤷🏽♀️

Leverage self-awareness in leadership and communication styles. Understand your leadership style and your trigger responses. Understand team members' varied communication preferences for effective dialogue. It's key to use methods best suited for their style, even if it differs from yours. This intentional response allows clearer understanding and engagement, reinforcing that their perspectives are genuinely valued. It helps a positive team culture, encouraging open communication where members feel empowered to express their thoughts. Use this as an opportunity to enhance collaboration, trust, and overall team effectiveness, creating a workplace where each voice is not just heard but also respected if they ever do need to raise concerns.

Empowerment and Inclusion Encourage team members to actively participate in decision-making processes. Ensure that everyone has an opportunity to contribute ideas and perspective, fostering a sense of Inclusion. Timely responses Respond promptly to concerns demonstrating that their input is being taken. If immediate solutions are not possible, communicate the steps being taken to address the concerns.

As long as the leader keeps his leadership to the role and not personalise it as a title of pride and achievement, his followership will bring the aura or halo effect, which his team mates look up to. And there will be uniform team growth and healthy successive leadership.

Pay for performance aligns employees' compensation with their contributions at work, so they will produce more to receive more pay. Often, you will outline goals that you want them to meet within a certain period, which may also improve efficiency as employees try to complete more tasks. No good thing is free! value employees by paying them what they deserve. A timely raise not just saves from attrition but, also gives dedicated stable employees a safe place to grow in. Reputation is also built based on how your employees are treated.