Q: Why do dynamic leaders often struggle to listen well?
A: Because they’re focused on making things happen. They drive decisions, push through obstacles, and can turn conversations into monologues rather than dialogues.
Mini-summary: High drive can crowd out listening.
Q: Why can this become worse in Japan?
A: Getting things done in Japan can require extra perseverance, especially for entrepreneurs and turnaround leaders. The “push hard” style becomes the default operating procedure.
Mini-summary: Japan’s hurdles can reinforce a push-only habit.
Q: What’s the hidden cost of poor listening?
A: Opportunity cost. Vital information isn’t being processed when a leader is only pushing out and not drawing insight in. Missing subtle clues, hints, and references can block chances you never notice.
Mini-summary: Poor listening quietly denies you opportunities.
Q: How does low self-awareness show up in these leaders?
A: They miss the signals in the room. They don’t notice the listener’s frustration at being hit with energy, passion, and commitment that may be far more interesting to the speaker than the audience.
Mini-summary: If you can’t read the room, you can’t adjust.
Q: Why is listening a leadership “sales” skill?
A: Leaders are selling a vision, direction, culture, plan, and values. “Selling isn’t telling.” If you steamroll people, you may get surface agreement, but you won’t get genuine buy-in.
Mini-summary: Influence requires dialogue, not domination.
Q: What should leaders do instead of steamrolling?
A: Slow down and ask questions. When the other person can contribute, it becomes a dialogue and you gain new perspectives. You also build the relationship by showing respect.
Mini-summary: Questions create engagement and learning.
Q: What happens to staff when leaders do all the talking?
A: Staff are trained not to contribute. They become passive and wait for the next “feeding session” from the boss, rather than taking ownership and offering ideas.
Mini-summary: Over-talking trains passivity.
Q: How do you rebuild contribution and trust?
A: Make questioning a consistent operating procedure, not a one-off. Staff need to see the pattern repeated before they risk speaking up. Your reaction is critical: if you cut them off or dismiss them, they’ll go quiet again.
Mini-summary: Consistency and respectful reactions unlock opinions.
Dr Greg Story, Ph.D. in Japanese Decision-Making, is a veteran Japan CEO and trainer, author of multiple best-sellers and host of the Japan Business Mastery series. He leads leadership and presentation programmes at Dale Carnegie Training Tokyo.
