leadership that listens
We’ve all heard about the importance of understanding people. It sounds straightforward and maybe even simple. But my experience is that most leaders are so focused on a goal that they short-circuit or ignore understanding the team.
And the task of truly understanding each team member can feel to some as a waste of time or even overwhelming. It requires intentional effort, real empathy, and consistent action. Yet this effort is what transforms a group of individuals into a thriving, high-performing team.
Understanding the strengths of your team makes all the difference. This is especially true in a crisis situation.
In the early 1970s, NASA faced an unprecedented challenge. The Apollo 13 mission had suffered a life-threatening system failure, and the astronauts’ lives hung in the balance. Back at Mission Control, Flight Director Gene Kranz had a decision to make: who would he trust to lead the individual tasks that would save the crew?
Kranz didn’t just assign tasks to the most senior engineers. Instead, he relied on his deep understanding of his team. He knew who thrived under pressure, who could troubleshoot with precision, and who could collaborate without ego. That insight didn’t come from resumes or job titles. It came from years of listening, observing, and building trust.
Kranz’s leadership helped ensure the safe return of the Apollo 13 crew. His ability to deeply understand his team became one of the key differences between catastrophe and one of history’s greatest rescues.
what understanding really means
Understanding doesn’t stop at knowing someone’s role or strengths. It’s about knowing how they think, what motivates them, and even what holds them back. This depth of understanding isn’t developed overnight. It’s earned through deliberate actions like:
The key is to treat each team member as an individual. When you do this, you create an environment where people feel seen and valued. That drives engagement, innovation, and loyalty.
leadership lessons from the everyday
Imagine leading a team project with a tight deadline. You might have someone who excels at creative brainstorming but struggles with finishing tasks. Another might prefer to quietly analyze details but doesn’t speak up in meetings. A leader who knows their team can assign roles that align with their natural strengths. They can also provide coaching or support where it’s needed most.
When leaders don’t take the time to understand their team, opportunities are missed. Miscommunication, burnout, and conflict often follow. But when leaders commit to understanding, they create a foundation for success.
how to start understanding your team better
- Ask open-ended questions and truly listen: Create conversations that encourage team members to share their thoughts, ideas, and concerns. Listen with intent, not just to respond.
- Observe reactions in various situations: Pay attention to how individuals handle success, stress, and change. These moments often reveal more about their character and strengths than day-to-day tasks.
- Make time for personal connections: Go beyond work-related topics. Get to know what motivates them, their interests, and even their challenges outside of work.
- Give team members new opportunities: Rotate responsibilities when possible. Letting people try new roles or tasks can uncover hidden skills and show how they adapt to fresh challenges.
- Use tools to explore strengths and styles: Personality and strengths assessments, such as CliftonStrengths or DISC, can offer insights into how your team members work best. Use these tools as a starting point for tailored leadership strategies.
- Recognize individual contributions often: Celebrate what each person uniquely brings to the table. Whether it’s during meetings or in one-on-one settings, showing appreciation reinforces their value and deepens your understanding of their strengths.
This approach combines observation, interaction, and recognition to build a more cohesive and effective team. It’s not just about what you say. It’s about what you notice. And, more importantly, how you respond.
the bigger impact of understanding
When leaders take the time to know their team, it doesn’t just make work smoother. It creates a culture where people feel connected, appreciated, and motivated. That’s the kind of leadership that leaves a lasting mark.
You don’t have to run Mission Control. It may not be life or death at stake in your office. But you’ll find that leaders who apply these lessons get better results and develop stronger teams.
image credit: sebastian bill
