How leaders can hear from their employees

I think it’s a paradox of leadership that upon reaching a senior position it becomes harder to hear all the great ideas and concerns that come from your ‘greatest asset’. The people doing the day-to-day work of an organisation know where the problems and opportunities lie, but finding a way to hear about these matters is the challenge for leaders.     I suggest that one way to access the good ideas, is for leaders to promote ‘small talk’ with employees. This shouldn't be left to chance – I believe productive informal chats with individuals can be scheduled and planned, and you must put aside enough time to have a proper conversation. I reckon some of the best ideas are being thrown around in the staff lunchroom – it’s the leader’s job to hear what they are, and who knows, it could lead to the next Big Idea. Read more of my thoughts in the article below. https://lnkd.in/gKy3_bZb

This is a good and quick read. This is the one sentence that jumps out for me, “This communication paradox reveals a more profound truth about organizational dynamics: the problem isn’t always about the quantity of information being shared, but about the quality of trust and understanding between leaders and staff.”

I am excited to discuss the importance of Structural Feedback and Internal Communication for Continuous Improvement in my latest peer-reviewed article. Clear feedback loops, open two-way communication, and disciplined follow-through are key in enhancing adaptability and performance within organizations. If this aligns with your world of Organization Development, Change Management, or Leadership, I invite you to read and share your thoughts. DOI: https://lnkd.in/gT667FxB #OrganizationDevelopment #ChangeManagement #Leadership #InternalCommunication #FeedbackLoops #ContinuousImprovement

Do supervisors seem unapproachable? Our latest blog post, “Approaching Your Supervisor: They’re People Too”, explores why that perception exists—and what employees can do about it. Sometimes the distance stems from authority, stress, or an organization's culture. Other times, it’s about toxic dynamics that require stronger boundaries and support. Either way, employees are not powerless. ✅ Shift your mindset ✅ Prepare with purpose ✅ Choose the right moment ✅ Focus on solutions ✅ Know when the problem is bigger than you Supervisors are people navigating pressures of their own—but when they cross into toxic behaviors, protecting yourself becomes essential. 👉 Read the full post here: https://lnkd.in/eqPuhUFs At Inclusive Knowledge Solutions, we help academic libraries build equity-driven, high-trust cultures where communication and collaboration thrive. #Leadership #AcademicLibraries #InclusiveWorkplace #ToxicDynamics #ProfessionalGrowth

So many recruitment CEOs talk about training and development but what they really mean is outsourcing it. They bring in an external trainer, book a one-off workshop, throw a few PowerPoint slides on a screen… then disappear. Then they expect their people to make millions. No follow-up. No coaching. No leadership. Here’s the truth: The best leaders are the ones who teach. The ones who transfer their knowledge, not just talk about it. When I was building my recruitment business to over 100 people, I didn’t sit in an office barking targets. I pulled up a chair. Literally. I’d sit next to my consultants - not opposite them, next to them. I’d watch their Boolean searches. I’d see how they stored their CVs. How they managed their pipeline. I’d listen to their calls. Coach in real time. Give feedback. Make them call a client back there and then. That’s not micro-management. That’s leadership. Because when you sit with your people, three powerful things happen: 1️⃣ You understand their process and their pain. 2️⃣ They feel seen, supported, and challenged. 3️⃣ The whole floor learns together. That’s how you build culture. That’s how you build performance. That’s how you build loyalty. Leadership isn’t about hierarchy - it’s about humility. So if you want to build a team that thrives? Get off your chair. Pull it up next to your consultant. And lead.

Leadership isn’t just about making decisions. It’s about making connections. And the ability to connect meaningfully and consistently is what separates average leadership from influence that lasts. Our latest article explores interpersonal effectiveness as the missing link between leadership and loyalty. It’s the skill that helps you: Build trust Retain top talent Strengthen client relationships Navigate tension with clarity and confidence This is not a soft skill. It’s a strategic one. Read the full article: https://lnkd.in/gUE73gdM

The last couple of weeks I’ve been reflecting on what it means to truly lead versus manage. In Post 1, I shared how leaders focus on empowering people instead of micromanaging tasks. In Post 2, I opened up about my own challenge with “trust but verify”, how I used to lean too far on trust and learned the importance of verifying outcomes, not as micromanagement, but as alignment. The conversations and feedback on those posts have been fantastic. I’ve really appreciated connecting with others who are sharing their experiences, challenges, and perspectives. Leadership is a journey, and it’s powerful to learn and grow together. That brings me to today’s reflection: Employees First, Customers Second. It may sound backwards at first, but here’s why I believe in it: when we invest in our employees — equipping them with the right tools, recognizing their work, and supporting their growth — they naturally deliver for customers. I’ve seen too many organizations hang banners that say “Customer First” while neglecting the very people tasked with delivering that customer experience. The result? Burnout, turnover, and inconsistent service. But when employees feel trusted, supported, and valued, something changes. They show up differently. They take ownership. They treat customers like partners, not transactions. And the customer experience becomes a natural byproduct of a strong internal culture. Happy employees make happy customers. It really is that simple. I’d love to hear your thoughts: What’s one thing your company does (or could do) to put employees first?

Communication shapes outcomes. For emerging leaders, HR pros, and executives, DiSC offers a practical framework to reduce misalignment and accelerate collaboration. Start by mapping dominant styles across your team — D, i, S, C — then design one meeting and one feedback moment tailored to diverse preferences. For example: set clear objectives and decisions for D-styles; open the first 5 minutes for relationship cues for i-styles; keep rhythm and predictability for S-styles; provide data and logic up front for C-styles. Concrete steps:

Trust isn’t a “soft skill.” It’s measurable, and it drives performance. Research shows trust boosts collaboration, communication, innovation, and even retention. I see this all the time: when people feel trusted, they take smart risks, share ideas, and grow into roles that play to their strengths. For leaders, the work is simple but not easy: listen, cut the ego, and build environments where people feel safe to contribute. That’s how teams succeed. Strong piece from CIO Magazine on the hard evidence behind trust. Worth a read. #Leadership #Trust #TeamDevelopment

Delegation isn’t dumping work. It’s giving the right ownership at the right time. In healthcare, this is the difference between burnout and a calm shift. Here’s the mindset that works: - Start with safety Patient risk comes first. Match autonomy to risk. - Set the level on purpose. Tell. Sell. Consult. Agree. Advise. Inform. Delegate. Pick one. Say it out loud. - Make success obvious Define outcome. Budget. Timeline. “Done” in one sentence. - Keep guardrails clear What’s in bounds. What’s not. Who decides if things change. - Check progress without crowding. Agree on when and how you’ll get updates. Then let them work. - Move people up the ladder. As skills grow shift from Tell to Delegate. That’s how leaders develop. - Hold yourself to it No shadow control. If you give ownership, keep it given. - The payoff Faster decisions. Fewer fires. Stronger staff. Better care. What level do you use most with your team right now? ♻️ Repost to help more managers delegate well Follow Duane D. Stone, MBA, for practical playbooks on hiring, retention, and team leadership.