CEO of Power Inside Out | Commercial Strategy, Sales and Leadership
Active listening in leadership started to truly matter to me when I received feedback I didn't expect: “Lucas needs to listen more.”
My first reaction was defensive. I felt I was listening. I was present, I responded quickly and I tried to solve things. But over time I realized that I was often listening to reply, not to understand.
I jumped to conclusions, offered solutions too early and missed information that could have changed the conversation. That feedback was uncomfortable, but it also raised a difficult question: if I wasn't truly listening to my own team, what kind of leader could I be?
The cost of listening to respond instead of to understand
Early in my career, I often jumped to conclusions and solutions before fully understanding what others were telling me. It didn't lead to major failures, but I noticed that it sometimes created misunderstandings and made me miss opportunities to truly connect with my team and my clients.
That moment taught me something fundamental: leading without listening is like sailing without a compass. When leaders don't truly listen to their teams, misunderstandings grow, trust erodes and collaboration becomes much harder.
The moment I understood that listening was a leadership skill
I wasn't always a good listener. I prioritized action over understanding, and quick answers over good questions. That survey was my wake-up call.
A year later, I attended a workshop on The Five Dysfunctions of a Team, by Patrick Lencioni. I liked it so much that today I facilitate that same workshop for organizations across the Americas. During the feedback session, the message was clear: “Lucas, you still need to listen more.”
That second blow almost knocked me down. But it also made me understand that listening is a muscle that needs constant exercise, and that it isn't enough to just check it off a list.
I decided to go beyond trying and committed to change. I trained and got certified as a coach through the International Coaching Federation (ICF). Coaching changed my approach: instead of giving advice, I learned to ask deep questions that invite reflection and help others find their own answers.
And that's when I discovered something important: you can't ask great questions if you're not a truly attentive listener.
When listening became a strength
Years later, Carlos, from my team, came to see me with a problem. I listened carefully and then asked him questions that helped him reflect. He smiled and said: “Thanks. I already knew that from you I'd get questions that make me think, not advice.”
That moment struck me. Listening has enormous strategic value: it builds trust, sparks innovation and creates connection.
Another professional I coached, Agustín, told me: “Thank you, Lucas. You know how to listen, and that helps me more than you can imagine.”
I'm still not perfect, but the way I listen no longer holds me back as a leader. On the contrary, it drives me forward.
Seven practices to improve active listening in leadership
If you want to listen better, here are some strategies that transformed my leadership:
1. Practice active listening
Put distractions aside, like your phone. Maintain eye contact. Use verbal and non-verbal cues to show you're present. Paraphrase what you hear to confirm you understood.
2. Create a safe space
Encourage openness with respect and curiosity. Ask open-ended questions like “What's your biggest challenge right now?” and truly listen to the answer.
3. Resist the urge to interrupt
Practice patience. Silently count to three before responding to make sure the other person has finished. That brief pause often opens up deeper conversations.
4. Listen beyond the words
Pay attention to tone, body language and emotions. Sometimes, what goes unsaid speaks for itself.
5. Ask for feedback
Ask your team how they see you as a listener. Use anonymous surveys if feedback given directly feels uncomfortable. Showing that you value their opinion builds trust.
6. Model listening
Your team takes its cues from you. When you show that you know how to listen, you cultivate a culture of respect and collaboration.
7. Ask questions instead of giving advice
The quality of your questions defines how much you help others find their own solutions.
Listening is also a form of coaching
Listening well doesn't mean staying silent. It means creating the space for the other person to think better. In coaching, a good conversation isn't about the leader having the fastest answer. It's about asking the right questions, reflecting back what they're hearing and helping the other person see something they weren't seeing clearly yet.
That approach also changes the team's dynamics. When leaders stop automatically solving every problem, people start taking more responsibility for their decisions.
Active listening in leadership then becomes a development tool: it helps build judgment, autonomy and better conversations.
Your path to better listening starts now
That young manager who received the “listen more” feedback is now a coach who helps other leaders reach their full potential through skills like effective listening.
If I could turn my greatest weakness into a strength, imagine what's possible for you. Listening goes far beyond hearing words: it's the foundation of trust, influence and leadership with lasting impact. When you commit to listening better, you improve your own effectiveness and create an environment where your team can grow.
If you want to strengthen your leadership and your team's, let's talk. At Power Inside Out, we help leaders like you reach their full potential through intentional listening and other leadership skills.
Where will your path to better listening begin?