, corporate director of sales, East Region, at Core-Mark International, describes the culture at Core-Mark International to explain how developing great listening skills drives positive employee engagement. She explains that an important key to the organizational culture is, “We listen twice as much as we talk.” But how does listening more encourage a team to achieve an end goal?
Listening more opens the door for team members to be authentic about the existing excuses and barriers, and then knocking down those barriers together. Libby says, “We try to figure out the end result that we're going to get to. Let's not have any excuses why we can't get there. Whatever barriers are in place, let's tear those down.” The only way to know what those barriers are is to uncover them by truly listening to each person’s perspective.
But it isn’t just those who sit at the “leadership table” who need to focus on listening. “Cross-functional teams are just as important as any of the lead teams,” says Libby. “So sales will embrace purchasing; warehouse needs to embrace HR. Everybody has a seat at the table and everybody is very respectful of one another and the opinions that come out, whether they differ from yours or they're consistent with yours.” By listening twice as much as you talk, everybody is encouraged to actively engage in achieving the organization’s mission.
Challenge yourself to create a culture of “listening more than you talk” by completing the action items below! And for more of Libby’s candid leadership insights, visit her Leadercast Now channel
The employment engagement right now at Core-Mark, where I'm currently employed, is awesome. We really strive to make sure that we pay attention to the fact that you've got two ears and one mouth so we listen twice as much as we talk to everybody. And it's predominantly held in terms of results, not reasons. So we try to figure out what's the end result that we're going to get to. Let's not have any excuses why we can't get there. Whatever barriers are in place, let's tear those down. But it's all about everybody being funneled to the end results we're trying to achieve and everybody working together to come to where we can achieve that end result, knowing that we can't do it by ourselves. Everybody has a role in that. The culture at Core-Mark is where cross-functional teams are just as important as any of the lead teams. So sales will embrace purchasing, warehouse needs to embrace HR. Everybody has a seat at the table and everybody is very respective of one another and the opinions that come out, whether they differ from you or they're consistent with yours. But everybody has got a voice and everybody is heard because, again, we go back to we listen just as much as we talk.