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And now back to our regularly scheduled programming … my first series, “On Listening.”

I am consistently and profoundly moved by the power of listening.

I used to sense a wave of anxiety come over me when encountering an angry person. Whether or not they were angry with me. Until my most recent chance to get it right.

I listened without communicating judgment. I asked open ended questions truly meant to learn more and convey curiosity, rather than to lead. I did my best to follow my conversation partner wherever he went.

I recall clearly the moment I realized that this angry person, who had inspired such knots of stress, was no longer angry. Anger had receded and in its place was what I might even describe as a sense of comfort. I had guided this person in transforming conflict into an opportunity for something positive to happen.

We spoke for quite a while, and I learned quite a lot that I would not have had I been focused solely on solving the problem as I had identified it. I allowed myself to approach this person’s conflict from a place of patience, respect, and comfortability with my abilities. And I allowed myself to accept not knowing everything, sort of allowing a large space within myself which could be filled with this person’s story — where previously I might have stored up my own assumptions.

I think we humans, perhaps we in the U.S., have severely undervalued the art of listening and the rare experience of being heard. Is it our U.S. culture? Is it human nature? Does it begin within the family?

Whatever it is, the moment when we become conscious of our power to listen is profound.

I occasionally find that a post I’ve started really should be teased out into multiple posts. So, from time to time, I’ll post miniseries on various topics. This first one will be a string on listening.

Recently, two people I supervise landed in a bit of a heated conflict. Each is very dedicated to and personally invested in our work, each is experienced in the pitfalls and rewards of human collaboration. One is in the role of supervisor while both are leaders with extensive leadership experience. Can you see where this is heading?

Both are very busy people who generally opt to communicate by email. Now you see it, yes?

One interpreted the other’s well intentioned email as negative and perhaps even patronizing. A round of email volleyball ensued, escalating with each message served up hot and cold.

You might have witnessed, or even participated in, such exercises. For the two or three people in the world who haven’t, I will enlighten.

Each person reads the other’s words and listens to their own interpretation. There is no opportunity for dialogue in the moment. Each person

stews in their frustration, typing and perhaps retyping their response as the steam builds. There is no eye contact, tone of voice or body language to aide in understanding or fostering empathy. Rather, each is left to decipher the other’s message through their own filters. A misunderstanding, which could quickly be identified and resolved in live communication, turns into a rift threatening the relationship and rather challenging to mend. After all, how often do any of us take the time to write back to someone, “I don’t think I quite understood what you just said. Could you elaborate?” And if we did, what would happen? Email lends itself less to open, meandering conversation and more to immediate, decisive response.

I watched this progress and waited for the proper moment to dive in to the fray. When it came, I stepped away from the keyboard and got on that

antiquated yet still rather useful tool, the te-le-phone.I prepared myself in advance of each call and will discuss my approach to these conversations in my next installment of Musings: On Listening.

For now, I’d like to focus on what I met with on each call: relief. Not at first, mind you. But eventually it was clear that each party felt relieved to actually hear from a real live person, patiently and actively listening to them. They each simply wanted to feel — no, not feel, be — heard and valued.

I hope that each person came out of this experience excited to continue our collaboration. I believe true collaboration means trust, positive assumptions, and an eagerness to make relationships work in order to achieve goals we can’t on our own — or, without that, a stronger focus on the work at hand than on our collaborators’ perceived shortcomings.

At any rate, I know that my stepping in to actively listen to each person preserved our relationships and ensured continued progress in the work we’re all invested in. And I know that I used just about every tool I had in my mediator’s tool box to acheive that result.

And now for the obligatory cliches, or lessons learned. I dusted these beauties off and found new life in them during this experience …

Most people are doing the best they can most of the time.
-I first heard this one from my 10th grade biology teacher. I have no idea to whom to credit it.

Seek first to understand, then to be understood.
-Habit 5 of the Seven Habits of Highlyg Effective People, Stephen Covey

Come back soon for more installments of my first Musings miniseries!