Sthir Stories
Breaking the Silos with the Listening Circle
Summary:
A leading energy company faced growing silos and low trust as its divisional leaders and teams became increasingly disconnected, stifling collaboration and cultural cohesion.
Sthir’s 13-week Listening Circle fostered generative listening and empathy across divisions, restoring authentic connections, improving communication, and building a unified, collaborative culture.
Industry
Energy
Client
Client Name Withheld
Date
2022
Case Study
Challenge: Silos in Leadership and Cultural Disconnect
The company operated in two distinct yet interdependent arms. Despite the need for collaboration, the two leaders who led these divisions had grown distant. Over time, their strained relationship created invisible barriers, trickling down through their teams. Employees mirrored this divide, leading to silos between departments, low trust, and strained interactions. Without a shared vision, the company’s culture began to fragment, stifling innovation and collaboration.
The Human Resources (HR) team identified that these internal divides were not just operational but cultural marked by a lack of deep understanding between teams and leaders. They sought to restore harmony by helping leadership reconnect authentically, beyond their roles, to build a unified culture. This is where Sthir Consulting came in, with a tailored intervention rooted in empathy, trust-building, and active listening.
The Sthir Approach
Diagnosis: Uncovering Cultural Patterns through Deep Interviews
We conducted in-depth interviews with key stakeholders, including the leaders, senior HR leaders, and department heads. Otto Scharmer’s framework from Theory U—which emphasizes moving from superficial listening to generative listening—helped us design our inquiry. The interviews went beyond functional questions to explore emotions, assumptions, and underlying fears within the organization.
From these conversations, we found that the CEOs and their teams were stuck in “downloading” mode—engaging only with familiar patterns and talking past each other rather than listening meaningfully. Trust had eroded over time, and interactions were marked by defensive routines, with little room for new insights. The company needed a shift in mindset—from transactional communication to co-sensing and co-creating a shared future.
Implementation: The Listening Circle as a Cultural Intervention
To address these challenges, Sthir Consulting introduced the Listening Circle—an intervention designed to bring leaders and teams into deeper connection through structured, mindful listening. Over the course of 13 weeks, two groups—comprising team leaders from both the divisions—met once a week for 90 minutes under the guidance of an expert facilitator and watch of two behavioural scientists. The groups were formed through a draw of lots, ensuring a mix of participants from both divisions to disrupt habitual patterns of interaction.
Each session began with a prompt related to shared challenges, values, or personal insights, inviting participants to speak from the heart. As others listened silently without interruption, they were encouraged to move from habitual “downloading” to empathetic listening—suspending judgment and fully attending to the speaker’s perspective. Over time, participants progressed to generative listening, a state where they not only understood one another but also began to see new possibilities emerging from their conversations.
The facilitator played a key role in creating a psychologically safe space by modelling active listening and guiding the group through moments of discomfort. The circle concluded with reflections and insights from the facilitator, encouraging participants to notice shifts in their thoughts and emotions.
Outcome
Results: Bridging the Cultural Divide through Empathy and Shared Understanding
By the end of 13 weeks, the leaders and their teams reported a significant transformation. The Listening Circle created a space where participants could see each other as people beyond their roles, deepening empathy across divisions. Leaders found themselves developing a more holistic understanding of each other’s challenges and constraints, which had previously gone unnoticed due to the fragmented communication.
One of the leaders reflected, “I had been so focused on the operational hurdles that I had stopped seeing the bigger picture. This exercise gave me the chance to step back, listen, and truly appreciate what my counterpart was dealing with. It wasn’t just about work—it was about understanding the person.”
Employees across both arms also reported a noticeable improvement in communication, not just in formal meetings but in everyday interactions. They described the bonding that emerged beyond the workplace as a key outcome, fostering a culture of trust and mutual respect.
Key Takeaways: Lessons from the Listening Circle
- 1. Listening as Cultural Transformation: Scharmer’s concept of generative listening can shift workplace dynamics from transactional communication to authentic connection, breaking silos and fostering collaboration.
- 2. Psychological Safety Enables Innovation: Safe spaces where participants feel heard and understood become fertile ground for creative problem-solving and new ideas.
- 3. Empathy as a Leadership Skill: Developing empathy is not just a soft skill but a strategic capability that allows leaders to connect authentically, align visions, and inspire teams.
- 4. Breaking Patterns through Structured Interaction: The design of the Listening Circle—randomized groups and regular meetings—helped disrupt habitual communication patterns, allowing participants to see fresh perspectives and build new relationships.
- 5.Sustaining Change through Practice: Cultural transformation is not achieved in a single intervention but through consistent practice. The Listening Circle served as a practice ground for deeper listening that could be carried forward into everyday work.
Testimonial:
“The Listening Circle intervention Sthir Consulting allowed us to bridge the gap that had developed between the two arms of our business. It gave us the tools to pause, listen, and reflect—something we had been missing amidst the daily rush of work. The result was a more cohesive leadership team and a culture that feels united in purpose.” – HR Director, Client Company
This case study showcases how listening can go beyond resolving conflicts to reshape organizational culture. With thoughtful facilitation and structured reflection, teams can move beyond old patterns and open up to new possibilities for collaboration and growth.
