Cultivating collective intelligence is not a luxury — it is a necessity. The more complex the world becomes, the greater the need for diversity in thought and experience. Today, we depend on each other’s knowledge, perspectives, and creativity to navigate and develop our organizations.
In this series, we share reflections and perspectives on the practice of building “we, not me” – a mindset that allows teams to learn, decide, and grow together.
Listen your way to wisdom
By Joakim Samuelsson
“That went well,” I thought to myself as I left the room. A group of young engineers had just agreed to take part in a charity initiative I’d invited them to. The decision was made, the structure was clear, the plan was in place.
And yet, something felt off.
The conversation had stalled at moments. The energy wasn’t quite right.
Had I been unclear? No.
Unfriendly? No.
After some reflection, I realised I had spoken — but I had not listened.
With good intentions, I had presented the concept clearly and enthusiastically, outlining goals and frameworks. The engineers had ideas — good ones — but I hadn’t truly received them. I was focused on sharing my plan instead of exploring theirs.
We took another round in our conversation.
Months later, the event took place — now infused with fresh digital ideas developed by the engineers themselves. It was obvious in hindsight: of course they wanted to innovate. They were capable, creative people.
Not everything needs to be fully defined at the beginning. Sometimes the most important thing is to listen long enough for new possibilities to appear.
We learn most from what is different
It seems obvious: meeting different perspectives with curiosity fuels learning — both our own and others’. Yet many of us still have more to learn here.
We all remember the conversations where someone truly tried to understand us — the attentive eyes, the thoughtful questions, the feeling of being seen. When someone listens all the way, we dare to articulate fragile thoughts or refine strong ones. What once felt complex can become clear through shared listening.
The value of creative tension
Research shows that teams perform better with healthy friction. Too little tension — everyone thinking alike — leads to stagnation. Too much tension — conflict as a standard mode — creates chaos and paralysis. “High ceilings” mean little if no one is truly listening.
Magic happens when we decide to express and learn from differences. Then friction becomes creativity.
As one of my professors once remarked after finishing a scholarly book: “I disagreed with almost everything — and it was one of the best books I’ve ever read.”
The learning loop: a practice for collective intelligence
When we choose to stay with difference – to enjoy healthy friction – instead of retreating to familiarity, something remarkable happens. New thoughts emerge. New clarity forms.
A simple mental model may help: imagine every conversation has a shared core. When someone speaks from another perspective, follow them into their loop — stay there, explore, then return to the shared centre with new insight.
This requires not preparing your comeback while others speak. You’re not waiting for your turn, but truly going with them — listening, asking, staying curious.
Here are three questions that can help you and your team listen for intelligence:
- What do you mean?
- Could you say a bit more?
- Can you give an example, please?
Stephen Covey once encouraged us to “seek first to understand, then to be understood.” It takes time to understand — but misunderstandings usually take longer to repair.
So next time you lead a conversation: invite more perspectives. Slow down. Explore before you conclude. Enjoy the loops, then return to clarity, decisions, or the next questions worth pursuing.
In learning to loop, we grow our collective intelligence. We quite literally listen our way to wisdom. And if you see it differently, I look forward to listening to you.
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