Closes the loop, by having the speaker understand what you’ve taken away from their communication.Īctive listening provides the added benefit of demonstrating your commitment to your shared relationship, because your action of focusing totally on their communication clearly indicates the importance you attach to what they have to say.Provides a sense check for the speaker – they get to confirm that what they’re saying is what they’re meaning to say.Requires you to pay attention, to focus on what you’re hearing, preventing you from tuning out and thinking about your response.Active listening is the purest and most influential form of listening. Active listeningīut not all listening is created equal. If you’re looking for advice on giving feedback, read our blog here. Mastering feedback starts with listening well. This is vitally important because, possibly somewhat counter-intuitively, the single biggest thing you can do to have your feedback be more influential, is to consistently listen to the feedback you are given. That’s not what we mean! To be clear, these blogs are absolutely about improving your ability to give feedback well but, at least as importantly, they’re also about improving your ability to hear other people’s feedback well. I give you feedback and you receive my feedback…”. Occasionally, a few of our client executives thought that meant “Exactly. It’s also important to remember there are two separate elements to an effective feedback process: giving it well and receiving it well. There should never be any surprises in a formal performance review. Nothing should ever be raised in an organisational performance review that hasn’t been discussed, ideally multiple times, in daily, informal feedback conversations. The two have separate functions – a performance review exists to satisfy an organisational system need, whilst daily feedback supports ongoing individual development (including yours). An annual performance review must never be a substitute for these daily, informal feedback interactions. What this blog isn’t about is the periodic, organisational performance review. Let’s be clear, the feedback we’re talking about here is the informal sharing that happens daily. Getting better at giving and receiving feedback will speed your development, accelerate the development of the people you interact with, and build trust in all your relationships (from the C-suite to around the dinner table), making you more influential.
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