In the era of AI and change, organizations will need to create a Human Intelligent (HI) Workplace by ensuring your workforce feels listened to (Part 6)

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Human Intelligent (HI) Workplace
Helping Leaders Help Themselves

April 15, 2024

A Human Intelligent (HI) Workplace is defined as one where leaders model effective leadership behaviors by creating an organizational culture where the workers’ experience is one of being engaged while collaborating with their diverse team members.

It is a workplace where the workforce feels psychologically safe  when raising different perspectives, taking risks, being innovative, and/or being creative. It is a workplace where the workforce feels listened to and understood by their leaders. It is a workplace where the workforce finds fulfillment in the work they do and in the organization they work in.

As you can read, the sixth component that can enable a Human Intelligent Workplace is about the workforce feeling they are being listened to and understood by their leaders. In the book, The Mind of the Leader, they found in a study that only 8% of leaders were seen as effective listeners and communicators. This leaves a lot to work on.

 This is probably why in this same book, they found that 35% of workers would give up a pay raise to see their boss fired. Empathy and compassion have surfaced as key competencies for leaders globally. And for leaders to demonstrate this they have to purposely listen. They have to listen to understand vs to respond, which the latter one (if we’re honest with ourselves) many of us may be guilty of.

 

I’ve mentioned before that today’s workforce is looking for happiness, inclusiveness, purpose, and happiness. Leaders can enable this by truly listening to their workforce, and their concerns, and getting to know them more on a personal level. This is increasingly important when today’s workforce expects their manager to care about them. We know that when leaders truly listen, this can lead to increased trust and well-being in the workforce.

For you as a reader and/or leader to consider if your leaders are truly listening to their workforce, you might want to consider the following questions:

  1. Do our workers truly feel listened to by their leaders?
  2. Do our leaders demonstrate empathy and compassion?
  3. How do I know? I have asked to confirm.
  4. How will helping our leaders improve in this area, impact our organization’s bottom line?

 

How you answer these questions and in addition gain insights from the rest of the organization will only help in ensuring your organizational culture is one where leaders do truly listen. Effective leadership is demonstrated by truly engaging with your workforce and listening to their perspectives, concerns, and ideas.

Reach out if you’d like to discuss ways to assess your organization to determine if and what sort of plan you need to develop.

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