Effective leaders know how to listen, not just preach. Is listening in your skill set? 

In my last post, I offered a simple question: Are you a motivator?

Leaders have several different ways for motivating their workers. One that I didn’t mention is slightly indirect, but possibly as effective as the others: Listening.

Check out this Los Angeles Times profile of Darden Restaurants CEO Clarence Otis, Jr. His personal story is quite compelling, but he offered a big gem for leaders in describing how his style has changed over the years:

“You have to allow room for other people to express their views. As you move into leadership positions, if you are quick to express your point of view, you never hear anyone else's. There's a lot to be said about the power of being quiet versus the power of being heard. I had a self-awareness of how I come across to others. That's important. I didn't want to come off as crowding other people out. I don't think any good manager should."

The power of being quiet versus the power of being heard—how many of you think, in those terms, about communicating?

We’ve all had bosses who are quick on the trigger to get their opinion out there. The problem is, they usually expect people to accept it and absorb it as gospel and act accordingly. Sharp listeners will tell you that this is one of the most anti-motivational qualities a leader can possess.

And for younger workers, an overbearing, boisterous boss can make the difference between sticking around and finding greener pastures. As Dunkin Brands CIO Dan Sheehan explained, different generations have different motivations—and leaders must learn to balance all of them to get the most from overall teams.

Younger workers, for instance, thirst for collaboration. They want to be heard; they want to believe that their insights are being taken seriously. Sounds like a job for a real listener.

So, a new question: Are you a good listener? And how does effective listening contribute to leadership success?

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