Effective leadership requires that leaders have exceptional communication skills. One of the most important skills is the ability to listen. Managers need to have the ability to show their employees, investors and customers that they care about what their staff, customers and other stakeholders have to say and how these individuals feel. Therefore, these are some listening mistakes leaders should avoid.

The Need To Be Right

Individuals who participate in authoritative listening often project their shortcomings on others in such a way that they actually offer “advice” during a conversation. In most cases, they listen just enough to hear what the problem is. After that, they stop listening and start talking. Their goal, even if they don’t realize it, is to guarantee an outcome. In addition, approaching an individual this way suggests that they cannot complete the task or cannot offer a successful solution.

Assumptive listening is similar. These individuals hear surface details and make assumptions about the problem and what the conversation participants will say next. In fact, these individuals may go so far as to try divining what the others involved in the discussion think.

Strong leaders actively listen to more than just the surface problem. They act as sounding boards first. They are individuals who listen fully to the problem and allow the other participants to throw out solutions. Managers need to encourage engagement. They should only offer advice when asked, and they should show that they believe in those they meet with.

Defensive Listening

When people feel as if they are under attack, they tend to react defensively. The minute they begin defending themselves, they stop listening entirely. Instead, they focus on defending themselves. They also immediately reject suggestions, avoid questions and restate their claims. These individuals become driven by their negative emotions rather than listening to what others say.

Unfortunately, focusing on a defense shuts down any form of active listening. In addition, these conversations can become irrational. At some point, both parties stop listening to each other. One focuses on mounting a defense while the other tries to gain or force understanding. These individuals may become more and more emotional, leading to less and less rationality.

Making Judgments

Some people consistently think of criticisms when the other participants speak. These individuals disagree at the start of the conversation, so they avoid listening. Instead, they argue and put the other person down. They have arguments that refute everything that the other party says. This response is aggressive and can be cruel. In most circumstances, the other party shuts down.

Effective leadership requires open, effective communication. Learn to listen carefully and attentively for better outcomes.

ation, so they avoid listening. Instead, they argue and put the other person down. They have arguments that refute everything that the other party says. This response is aggressive and can be cruel. In most circumstances, the other party shuts down.

Effective leadership requires open, effective communication. Learn to listen carefully and attentively for better outcomes.