An HR Voice Feature by TPOSirji
Real HR. Real Leaders. Real Insights.
HR Voice is a thought-leadership initiative by TPOSirji (www.tposirji.co.in), created to amplify authentic perspectives from senior HR leaders, people professionals, and industry experts on the evolving world of work. Through this platform, TPOSirji bridges industry, academia, and talent by showcasing ideas that enable future-ready organizations and empowered careers.
About the Author
Capt. Manu Aul (Retd.) is a veteran and senior HR leader with over two decades of experience in strategic HR business partnering, organization transformation, and large-scale workforce realignment across complex environments. Currently serving as Assistant Vice President – Human Resources, he brings a blend of operational rigour and human sensitivity to people decisions. A SHRM-SCP certified professional, an ICF-accredited coach, and a certified NLP Practitioner, his interests centre on coaching, people development, and behavioural dynamics of leadership.
Listening: An Uncompromising Skill for Successfully Leading
In today’s complex and fast-moving work environment, leadership has quietly undergone a fundamental shift. The era where leaders were expected to know everything, decide everything, and direct everything is long gone. Organizations today are ecosystems—fluid, interconnected, and deeply human. In such a setting, one skill stands out not as optional or nice-to-have, but as uncompromising: listening.
Not the polite, transactional kind of listening where words are heard and quickly responded to—but deep listening. Listening that is attentive, present, and engaged with all senses.
Why Leaders Can No Longer Rely on “Knowing” Alone
The sheer complexity of modern organizations makes it impossible for any leader to have full visibility. Teams are distributed, roles are specialized, technologies evolve rapidly, and employees bring diverse perspectives shaped by culture, experience, and context. Decisions are no longer best made in isolation.
In this reality, leaders who rely only on expertise or authority risk becoming disconnected. The most effective leaders today do not attempt to know everything; instead, they stay connected—to people, to patterns, and to signals emerging from the system.
Listening becomes the bridge.
Hearing vs. Listening: A Critical Leadership Distinction
Most leaders hear. Fewer truly listen.
Hearing is passive. Listening is active.
Hearing is about words. Listening is about meaning.
Hearing responds. Listening understands.
From coaching and NLP (Neuro-Linguistic Programming) practices, we learn that communication is not only verbal. People communicate through tone, pace, posture, breathing, choice of words, pauses, and even what they avoid saying. A leader who listens with all senses begins to notice these subtleties.
For example, an employee saying “I’m managing” in a flat tone, slouched posture, and shallow breathing is communicating something very different from the words alone. A leader who is fully present will sense the incongruence—and gently explore it.
Presence: The Most Underrated Leadership Capability
One of the most powerful ideas from coaching is presence. Presence means being mentally and emotionally available in the moment—without rehearsing a response, checking messages, or jumping to conclusions.
When leaders are present, people feel it immediately. Conversations slow down. Trust increases. Defensiveness drops.
In coaching conversations, silence is often more valuable than advice. When a leader resists the urge to interrupt or fix, and instead allows space, employees often arrive at their own insights. This builds ownership and accountability far more effectively than directive leadership.
A simple but profound coaching question like:
“What’s really going on for you here?”
—asked with genuine curiosity and patience—can unlock clarity that hours of problem-solving cannot.
Listening Beyond Words: NLP Insights
NLP teaches us that people process experiences differently—some think visually, some auditorily, others kinesthetically (through feelings). Leaders who listen deeply begin to adapt their communication accordingly.
A visually oriented employee may say, “I don’t see a clear path ahead.”
An auditory processor might say, “This conversation doesn’t sound right to me.”
A kinesthetic employee may say, “Something about this role doesn’t feel aligned.”
A leader who listens at this level responds in the employee’s language, creating instant rapport and understanding. This is not manipulation; it is respect for how the other person experiences the world.
Listening as a Tool for Inclusion and Psychological Safety
Inclusion is not created by policies alone—it is created in everyday conversations. When leaders listen without judgment, without prematurely labeling, and without defending their position, they signal safety.
In psychologically safe environments, employees speak up earlier, challenge assumptions, and share concerns before they become risks. Leaders who truly listen receive better information—not because they ask smarter questions, but because people feel safe enough to answer honestly.
From Fixing to Facilitating
Many leaders fall into the “fixer” trap. When someone shares a challenge, the instinct is to advise, correct, or solve. Coaching practices encourage a different approach: facilitation.
By listening deeply and asking reflective questions, leaders help employees think more clearly:
“What options have you already considered?”
“What would success look like here?”
“What support do you really need from me?”
This shift from fixing to facilitating builds capability, not dependency.
Listening Is a Daily Practice, Not a Trait
Listening is not something leaders either have or don’t have—it is a muscle. It strengthens with intention and practice.
Simple habits make a big difference:
Enter conversations without an agenda to impress or prove.
Notice not just what is said, but how it is said.
Pause before responding.
Reflect back what you heard to check understanding.
In Closing
In a world where information is abundant, but attention is scarce, listening has become a leadership differentiator. Leaders who listen deeply do more than gather information—they build trust, enable growth, and create resilient organizations.
Listening is not passive. It is courageous, disciplined, and transformative.
And in the complexity of today’s workplace, it may well be the most uncompromising skill for successfully leading.
🤝 Join the HR Voice Initiative by TPOSirji
TPOSirji invites CXO-level HR leaders, senior people professionals, and industry experts to contribute to HR Voice and share perspectives on the future of work.
📩 To participate, write to: ceo@tposirji.co.in
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