Location: Campus UFV* and ONLINE

Date: 14 / 12 / 2022

Time: 11:30 – 18:30

*Pecera del Edificio H de la Universidad Francisco de Vitoria (Carretera de Pozuelo a Majadahonda km. 1.800. Pozuelo de Alarcón, Madrid 28223). Other rooms in the same Building H will be used for the workshops.

People may consider themselves good listeners without knowing if they really are. In general, listening is an area of great relevance in personal relationships, leadership, coaching and education, although we may not ask ourselves this question for various reasons.

Listening and all that it entails may seem simple to approach, and not listening does not seem correct from a social point of view, but have we considered our conceptions about listening? What does listening mean? Is listening the same as hearing? How do I listen? What noises may be blocking my listening? What factors facilitate it? How do I relate to silence? What do I listen for? how can listening help us to face new challenges, which we have not yet imagined, that will arise on the horizon?

The III International Listening Meeting is aimed at leaders, human resources and corporate culture professionals, educators, students and health professionals, and for those for whom listening is part of their work methodology or who may be interested in improving this ability.

UFV experts and guest speakers will present trends and models from other leading countries in this practice. One of these trends is the figure of the CLO, or Chief Listening Officer, a role that is emerging as a new member of the different departments of the organization that helps to improve the functioning of companies.

Also, international trends will be analyzed with leading experts in this field and the lessons learned after the pandemic period, after which a good scenario for the cultivation of listening appears. The world stopped then, the need to listen, together with the revision of the conceptions of this, emerged as a claim. It seemed that humanity was listening to itself from another place and that lessons were being learned that would lead us to greater sustainability as a collective.

Consuelo Valbuena, director of the Active Listening Center of the University Francisco de Vitoria states that, “active listening is essential in various contexts of organizations, and relationships between people and teams, and its power to influence the human being is recognized and widely applied”. This conference is a great opportunity to continue to deepen the value of listening to us, and to find the keys to the transforming meaning of listening in the canvases of future horizons”

This meeting aims to move forward in the approach of these and other key points  about listening and its transformative power, as well as to delve into powerful experiences that allow us to generate learning, discoveries and actions that enable us to deploy listening in our daily lives and allow us to build present for a resilient, sustainable, compassionate and hopeful future.

Participants will be able to learn to abandon old conceptions of listening with techniques to dare to think about listening from another place, for the benefit of their leadership, relationships, or the accompaniment and education of others.

Chief Listening Officer (CLO).

Corine (1968) believes that Narrative Listening allows us to slow down, dig deeper and pay critical attention to the stories people share. Corine prefers to listen WITH people rather than TO people. For her, this is an ethical choice: a way of listening that flattens hierarchy and transcends boundaries. She wants to create an environment that “just” includes our humanity. She specializes in conversing with people in a non-directive way of speaking. For the past thirteen years, she has trained herself to listen to both content and form, to be aware of genre, diction, metaphor, time and space, tone and mood to follow complex stories as they are told.
Corine studied Communication and Technical Business and has been active nationally and internationally in the field of listening since 2009. She started as Chief Listening Officer at an academic medical hospital in the Netherlands. Currently, Corine works, trains and lectures for various organizations and institutes.
She completed her “What’s Your Story?” training at Narativ Inc. in London.

https://www.linkedin.com/in/corinejansen/

Coach and Facilitator of transformation processes.

In the first part of my life, I studied economics and as an entrepreneur I dedicated myself to creating and developing technology and marketing businesses in Europe and America, living in different countries such as Great Britain, Holland and the United States. I love to travel and learn about different cultures and for 15 years that was a big part of my life.
Since 2004, and back home, I dedicated myself to discovering myself by studying Coaching and NLP, as well as Transactional Analysis, Constellations and Systemic Interventions.
Today I collaborate as an associate professor in Leadership, Organizational Change and Executive Coaching in different business schools (ESADE, EADA), as well as being the director of Click to Be consulting firm.
I believe in people and in their capacity for change as the starting point for any social and organizational change.

https://www.linkedin.com/in/xavier-jane/

Hebrew University Business School.

Avraham Natan (Avi) Kluger is the first-born son of parents who survived the Holocaust. He is a Professor of Organizational Behavior at the Hebrew University Business School (HUBS) in Jerusalem, Israel. In his research, Professor Kluger has shown that even positive feedback can be detrimental to performance. This research (with Angelo DeNisi) was recognized in 1996 as the most outstanding article in organizational behavior by the Academy of Management and received the first William A. Owens Scholarly Achievement Award for Best Publication (1996) by the Society for Industrial and Organizational Psychology. In addition, his research on the sign of feedback (with Dina Van-Dijk) received the 2009 Best Competitive Paper Award from the Academy of Management’s Organizational Behavior Division. Given the dangers of feedback, which he defines as telling others something about their performance or behavior, he became interested in what happens when people choose to listen to others instead. He has developed several listening tools, including the ” feedforward interview” (with Dina Nir) as a substitute for performance appraisal. This approach was covered by the Chicago Tribute and the Financial Times. He currently addresses issues related to effective listening in academia and as a trainer, teaching people from diverse cultures to listen to each other. His published research has shown that listening reduces the extremity of attitudes (with Guy Itzchakov), but individual differences prevent some speakers from benefiting from listening (with Dotan Castro). He plans to complete a meta-analytic review of the effects of listening on work outcomes in 2023. For more details on this work, see his 2015 TEDx talk, a 2018 publication in the Harvard Business Review, and a 2022 review in the Annual Review of Organizational Psychology and Organizational Behavior.
Professor Kluger has consulted on statistics, feedback, feedforward and listening for a multitude of organizations, including US companies: AT&T (1986-1991); Philips Lighting Company (1992); European companies: SHL (London, Rome, 2007-2010); Ericson (Rome, 2010); Previa (Stockholm, 2014); Achmea (Istanbul, Paris, 2017), Banca Farmafactoring (2020); and Israeli organizations: the Israel Police (1995), Israel Defense Forces (1994), Bank Leumi (1995), SodaStream (2009-2010), Lumus (2018-2019), Siemens (2021), and many more.
His listening work is a response to the atrocities his family experienced and a contribution to their healing process.

https://www.avi-kluger.com/

Facilitator｜Coach｜Producer

Cultivating relationships with others is something that makes me grow and live more fully. That’s why I am passionate about my work. I facilitate transformational change and leadership processes. I am a co-active coach (Co-Active Training Institute), certified by the ICF, and a Theory U practitioner (Presencing Institute / MIT). With more than 20 years of experience in a multinational FMCG company, I have managed organizational change and improvement projects in the UK, France, Belgium, Portugal and Spain. I have also trained in business management (MBA) at the University of North Carolina at Chapel Hill and McGill University.

https://www.linkedin.com/in/frank-nesi-2b15aa1b/

Simultaneous and face-to-face

Avi Kluger

• In this workshop, I invite you to try out the pleasure of being heard and listening to others with games and exercises. You will be invited to perform a series of exercises in which you will take turns speaking and listening in a way that produces excellent (or sometimes bad) listening. After learning to mirror another person’s hand movement without speaking, you will share simple stories about your names and hobbies with different peers to practice using stories to create a listening environment. You will then be invited to talk to a listener who cannot respond, but merely acknowledge the listening nonverbally. Next, I will challenge some of you to talk to a listener who asks irrelevant questions and others to listen to someone who is telling a boring story but tries to ask questions that uncover its meaning. Finally, everyone will be invited to reflect on what they have learned using the Listening Circle methodology (also known as The Council).

Frank Nesi

• We have probably already reflected on listening: listening as the cornerstone of how we relate and collaborate with others and the impact it has on how we think and act.OK, let’s roll up our sleeves and take another look.through an experience. How do we listen when we say we are listening? What are our blind spots, what are the things that make our listening to the other not full and generous? What happens to us when we feel listened to? And what things vibrate in us when we manage to listen and even more so when we feel listened to? We will have a little more than an hour to enter into an experience that will allow us to shed a little – even if its just a little – more light on these questions. In order to raise a concern that will lead us to refine the practice of active listening in our daily life ….. and finally impact the way we relate to one another, work together, think and act.

Corine Jansen

• Diversity means variety. It is not about visible characteristics such as age, gender, skin color, disability, origin or sexual orientation. Parts do not necessarily say anything about diversity. Diversity is the mindset and willingness to want to see and listen to the other. It is listening to what something means to another person. If you want to implement diversity in society, the key is to be open to the other. It is a trap to limit diversity to boxes.

Xavier Jané

How our own belief system determines our interpretations. We will explore what our limitations are when listening.

In person

Feedforward Workshop (Avi Kluger)

• I invite you to experience and learn how to use the Feedforward Interview (FFI; Kluger & Nir, 2010). The FFI provides a means to openly discuss and analyze behavior and performance that led to flourishing and excellence in a collaborative and empowering manner rather than in a hierarchical and judgmental manner. By learning the FFI, you will share a success story (about your studies, work or relationships) and systematically uncover the conditions that facilitated your peak performance. You will be challenged to recreate the newly discovered conditions that enable optimal performance. Reflecting on the conditions that enable optimal performance can benefit you while serving the needs of others. In parallel, the FFI will enhance your awareness of the strengths and conditions that enable others’ peak performance (Kluger and Nir, 2010). These conditions may give you additional clues to enhance your contributions to optimal performance. The FFI is versatile. It can be used as (a) an intervention that precedes feedback to reduce resistance to it, (b) a substitute for feedbackintervention, (c) a coaching leadership tool, (d) a means of obtaining feedback on client performance, (e) a selection interview, (f) a placement interview, (g) a coaching career coaching, and (h) a general tool for improving well-being. After experimenting with various ways in which FFI can be used, I will briefly review the evidence regarding FFI (Bouskila-Yam & Kluger, 2011; Budworth et al., 2015; Kluger & Van Dijk, 2010; McDowall et al., 2014; Rechter et al., 2022, in preparation). Next, we will share ongoing FFI research. Finally, I will challenge you to consider the implications of this meeting for your personal development.

Face-to-face or online