Think about the last conversation that you had. Were you listening to respond or were you listening to understand?
Knowing the difference between these two types of listening and using them appropriately can enhance your performance. All too often, in our society, we place too much emphasis on listening to respond. This is great when you want to assert your point of view, gain credibility, or even move a project forwards quickly. But if your desired outcome is to build rapport, deepen your relationship, solve a complex problem, coach or mentor, match your product or service to a potential customer, or engage someone in a difficult change programme then listening to understand will open up the conversation and move you forward together.
Just once today, notice which form of listening you are using. How is it helping you? How might the other style help you in this situation? What one thing could you do differently next time?
Rachael Lewis is a specialist in working with executives and their teams to build strong leadership. She has over 20 years expertise as a business psychologist and is sought after to provide inspiring insights and impactful behavioural changes to leaders at all levels.
