June 15, 2025

Read Time - 3.5 minutes

Let’s start with the golden advice everyone gets in a new leadership role:

“Spend your first year listening.”

No big moves.

No sweeping changes.

Just be visible. Show up. Take notes.

And here’s the thing: it works.

People lean in. They feel heard. Trust begins to form.

But that trust? It’s not permanent—it’s rented.

Here's what no one warns you about

Once the listening tour ends, the work shifts.

You’re deep in decisions. The meetings multiply. The calendar eats your time. You go from “What do you think?” to “Here’s what we’re doing.”

Because now you’re ready to do the work. You’re trying to lead.

And here’s the trap: A good listening tour can trick you into thinking the trust is locked in.

It’s not. It’s just an expectation—an expectation that you’ll keep showing up.

And when you don’t?

People notice.

Because they always do.

Year one is loud. Year two is quiet.

The more decisions you make as a leader, the less likely people are to give you unfiltered feedback.

They don’t want to bother you.

They assume you’ve already made up your mind.

They’re not sure you’ll do anything with it.

So over time, the feedback stops—unless you keep asking.

That’s what I missed. Year one is loud. Year two gets quiet. And that silence is where problems start to grow.

It’s harder to keep listening in year two.

Why? Because now you own the decisions.

The budget decisions.

The new policies.

The uncomfortable conversations.

People stop being candid.

They start filtering.

And you get less feedback—just when you need it most.

So you have to work harder to keep conversations flowing.

Not easier.

What I've learned to do instead

I’m not a “pop-into-your-office” kind of leader. But if you've read any of my LinkedIn posts, you'll know that I am someone who builds systems. So, instead of trying to be everywhere all the time, I now do this:

• I build in feedback loops — like monthly check-ins with students, faculty, and staff leaders.

• I make communication rhythmic, not reactive — weekly updates, consistent meeting schedules, and recap emails so people feel informed.

• I keep asking questions — especially when I think I already know the answer.

None of this feels flashy.

But I’ve learned: trust isn’t built in big moments. It’s built in quiet consistency

Here’s where great leaders separate themselves:

They don’t just rely on their personality to keep communication going.

Here’s what that can look like:

• Weekly Newsletter Updates

→ Faculty, staff & students get consistent info: events, accomplishments, and priorities

• Monthly “Staculty” Meetings

→ Joint space for faculty and staff to hear updates and share perspectives

• Bi-Weekly Leadership Council

→ Includes faculty and staff leaders. We follow up with a summary email to everyone

• All-Staff Meetings (Monthly)

→ Dedicated space for staff voices and visibility

• Student Council & Department Lunches

→ 2x/semester with students; 1x/semester with each of our 15 departments

• 1:1s with Direct Reports

→ Regular check-ins with HR, Ops, Finance, MAR/COM, Chairs, Enrollment, etc

This isn’t about volume—it’s about rhythm. Predictability builds psychological safety.

People start to trust that you’re still listening—because they see the signals.

The bottom line: Listening isn’t a phase. It’s a practice.

The leaders I trust most don’t wait for feedback.

They design for it.

They don’t disappear after year one.

They dig in deeper.

Because trust isn’t something you “earned.”

It’s something you maintain.

So if you’re feeling a little disconnected this semester, start here:

Don’t make a speech. Don’t send a survey.

Just open a door, ask a question, and listen without solving.

It’s not complicated. But it is hard.

And if you’ve let those conversations slip?

You’re not alone. I’ve been there, too.

Try this before Friday

Circle back to a group you haven’t heard from lately.

Ask: “What’s one thing we used to do better than we’re doing now?”

Then just listen.

You don’t need to have the fix.

You just need to have the conversation.

That’s how trust grows—quietly, steadily, over time.

Ready to Help Others?

We get better when we share what works. If this sparked a new idea for you, pass it along to a colleague you respect—it might help them too.

---

Whenever you're ready, there are 3 ways I can help you:​

1.) Get the free guide: Lead by Design. Put an end to reactive leadership. Learn how to clarify decisions, streamline workflows, and surface expectations—so you can fix what’s broken and focus on what matters most. 2.) Coaching for Academic Leaders: A focused 1:1 coaching experience for higher ed professionals who want to lead with clarity, build smarter systems, and stay centered on what matters most. I work with a limited number of clients each quarter to provide highly personalized, strategic support. Send me a message.

3.) Professional Development Workshops: Interactive sessions for faculty, staff, and leadership teams that help reduce conflict, streamline decision-making, and shift culture with smart systems. Virtual and in-person options available. Sessions tailored to your campus needs.