David works with leaders who want to get results without losing their soul (or mind) in the process.
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Reprinted with the permission of David Dye. If you feel as if no one's listening, ask yourself these ten questions…and listen to your own answers. In that one meeting they used every item on this list.and they are frequently cited as one of the State's "best places to work". In a single gathering of staff, the leaders of the organization used heart-felt letters, humorous skits, a spoken address from the President, call and response, audio-visual production, and fielded unscripted questions from attendees. Your TurnI had the opportunity to visit the company headquarters of an international medical technology firm. For example, you might use email, a staff meeting, and one-on-one meetings for your three different channels. The idea is to repeat critical information at least six times through three or more channels. As you practice #9, use different communication techniques. Some are visual, some auditory, some through practice, some by reading, and so on. To realistically think that something you said two years ago is on everyone's mind when they wake up every morning is just silly. They have constant challenges facing them on a daily basis. If you've communicated something once - you haven't communicated.Īs hard as it is for our ego to take, our teams have lives beyond us. "We were in the hallway six months ago.".So then I ask "When was the last time you communicated the item?" In response I've heard: When asked if they communicated the issue to their team, they say yes. I have coached many frustrated leaders who complain that their team is insubordinate or unresponsive. Ask your listener what they heard, what they understood you to be asking, and what they understand the consequences to be. Sometimes people’s lack of response results from not understanding the consequences of their action or inaction.Īn idea is rarely as clear to the listener as it is to the speaker. Do you communicate that you're better than everyone else and they should serve you? Or do you invite people with mutual dignity to participate with you?Įven military briefings include the reasons and objectives behind the orders.
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I don't mean the literal phrasing of the words (although that can make a difference too), as much as the attitude behind them. If the values you're promoting conflict with your team's values, you'll have trouble being heard. Can people trust you? Can they rely on you?Įveryone values something. If your team can think to itself, "You don't know what you're talking about".and they have evidence to back up their conclusion, expect to be ignored. You don't have to agree, but you do need to hear.
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Thank them for sharing.and respond in time. If you want to know, ask a few team members to share with you: "Is there anything you've been trying to tell me that I'm just not hearing?" Be quiet and listen. If you don’t hear what people tell you, they’ll naturally think you don't care, they’ll lose heart, and they’ll stop caring. However, if your desire is for the team to succeed together, to make an impact.then keep reading.ĭo the words and concepts you're using mean the same thing to your team that they mean to you? Are you sharing numbers and facts when stories and demonstrations are needed – or vice versa? They will act out of fear when they have to and ignore you when they feel it's safe. So what is it you really want? If the answer is submission - "when I say jump they better ask 'how high?' on the way up" - then you're never going to have a team that listens. There’s a big difference between wanting what’s best for the team and wanting what’s best for you. Whenever you have leadership challenges, the first thing to examine is your own motivation. Here are 10 questions to ask when you feel like your team is not listening:
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Learn from them and your effectiveness skyrockets, but if you become so frustrated that you rely on fear or power, your credibility will vanish. Moment of TruthHow you handle these moments is vitally important.