Learning to Listen

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Effective transfer of training for all employees is easier when there is a culture of learning.  Creating a culture of learning must come with clear support from the top of the organization through the office of the Chief Executive Officer (CEO).  As we have learned through our studies, two additional key strategies recommended for the effective transfer of training for employees into productive performance behaviours include, management support and on-going performance coaching.  So how does the CEO become more effective in their own performance as a cultural role model for the learning organization?

They too need management support and on-going performance coaching.

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According to this article, there is a 65.4% increase in management productivity due to one-on-one coaching when compared to the transfer of learning that comes from attending a three-day management training session.  Further, most of us forget a significant portion of what we have heard within 8 hours!   So, it is particularly interesting to note, that for the CEO, the focus of performance coaching in this example relies on the continued development of their own listening skills in order to become better communicators.

If the CEO learns to listen more, then employees are more likely to be heard.  If employees feel like they are being heard, then they are more likely become more productive.  If there is more productivity, then there is likely to be an increase in organizational value as a result of employees feeling valued and listened to.

Does it matter?  If the transfer of training by the CEO makes for better listening practices and effective communication, then a positive chain reaction throughout the organization could occur.  This result makes it obvious that it does matter…a lot!

Discussion Questions:

  1. What advice would you give the CEO where you work (or have worked) in order to increase their communication effectiveness?
  2. What types of performance coaching would you benefit from in your current work situation?
  3. How much do you remember from past training sessions that you were able to implement into your daily work routines?
  4. Who would benefit from on-going performance coaching in your current workplace and why?

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