It’s rare for leaders to truly listen to their teams. But when they do, it’s powerful.

A key aspect of good management is preventing surprises in performance evaluations by ensuring consistent feedback throughout the year. But it’s not just about individual performance; it’s also about keeping your staff informed and prepared.

This is particularly crucial when managing other managers. To set them—and by extension, their teams—up for success, ensure they’re always in the loop about significant organizational decisions before the information becomes public. Here’s how:

Have you ever been in a “listening session” that didn’t feel like one? Whether it’s with an elected official, a colleague, a friend, or a family member who wants your input, we’ve all experienced moments where we share our thoughts, only to receive a quick, defensive, or dismissive response. It leaves us feeling unheard.

This is especially common for leaders seeking feedback from their teams. When staff provide critical feedback, it’s tempting to jump in and defend your actions or explain the bigger picture. Or, if someone suggests an idea, you might want to respond immediately to show you’re proactive.

However, these instant reactions often do more harm than good. Responding too quickly can leave the other person feeling dismissed and misunderstood, and it can rob you of the chance to ask questions, fully grasp their concerns, and delve deeper into the issues.

Choosing to listen without responding allows you to step back, process your emotions, and reflect on the feedback objectively. It gives you the space to think before responding thoughtfully and with a clear perspective on how to move forward.

Ultimately, this approach  helps you avoid giving hasty answers. Importantly. More importantly, this ensure that your staff not only FEEL heard and valued, but that they ARE heard and valued.