Listening actively: the essential feedback skill for LMHS NJROTC leaders

Let me explain something that often gets overlooked in leadership circles, especially in a structured team like LMHS NJROTC: the real power of feedback comes from listening, not from telling. When a leader sits down with a cadet and truly listens, the whole room shifts. A conversation stops being a lecture and starts being a dialogue. And in a program that values discipline, duty, and clear communication, that transition matters more than you might think.

The essential ingredient: active listening

If you’ve ever wondered which quality makes feedback truly constructive, here it is: listening actively. This isn’t just about hearing words; it’s about engaging with what’s being said—checking for understanding, inviting more detail, and showing through actions that you value the other person’s perspective. In the NJROTC world, where teamwork, accountability, and leadership are always in the spotlight, active listening creates trust. It signals respect: you’re not just waiting for your turn to speak; you’re there to understand.

Here’s the thing about active listening in practice

Let me paint a quick picture. A cadet names a challenge they’re facing during a drill rotation or a project, maybe a logistics snag, maybe a miscommunication with a teammate. The leader doesn’t shortcut to a plan with a confident nod and a firm, “We’ll fix it.” Instead, the leader:

• Makes eye contact and stays present, no checking the clock or glancing at their phone.

• Reflects what they heard in their own words to confirm accuracy. Words like, “So what I’m hearing is…” or “If I understand you correctly…” are not a sign of weakness; they’re a strength.

• Asks open-ended questions that invite detail, not yes-or-no answers. Questions like, “What happened next?” or “How did that affect your team’s objectives?” keep the door open for a richer conversation.

• Paraphrases the core concerns and the hoped-for outcomes, then clarifies any small ambiguities.

• Sums up the key points and agrees on next steps, including who does what by when.

In short, active listening turns a feedback session into a learning moment for both people. It shows the subordinate that their input isn’t just tolerated; it’s essential to the team’s success. And that sense of being valued is contagious. It makes future feedback smoother because the cadet feels heard, not cornered.

What active listening looks like when it goes right

Active listening is a learned habit, not a one-off skill. Here are some concrete ways it manifests during a feedback session in a cadet leadership setting:

• The cadet speaks, the leader nods, and there’s a rhythm of speaking and listening that feels balanced—like a well-tuned drill cadence, not a shouting match.

• The leader asks open-ended questions that probe beyond surface issues, such as, “What constraints did you encounter, and how did you work around them?”

• Clarifications come early, not later, to prevent misinterpretation from growing into bigger problems.

• The conversation ends with a practical, two-way agreed plan, including check-in points and a lightweight follow-up.

Common missteps to avoid

Of course, not every feedback moment hits the mark. Some tendencies can derail the process:

• Always agreeing with the subordinate. Blind agreement might feel harmonious, but it can hide real problems and stunt growth. Honest, respectful critique is the fuel for improvement.

• Racing through the session to “get it over with.” Brief, hurried feedback is easy to misinterpret and easy to forget.

• Skipping follow-ups. If you don’t circle back, you miss the chance to confirm understanding and measure progress.

• Making feedback a one-way street. If you’re not inviting questions or alternative viewpoints, you risk a stalled feedback loop and a disengaged team.

Think of feedback as a two-way bridge

In the NJROTC environment, leadership often means guiding people through challenges together. Feedback isn’t a one-sided sermon; it’s the ongoing conversation that helps everyone align with shared goals. Active listening is the bridge that makes that alignment possible. When cadets feel heard, they’re more likely to own their duties, seek clarification when needed, and contribute ideas that strengthen the entire unit.

Making it practical in LMHS NJROTC

What does this look like in a weekly meeting, a drill session, or a service project debrief? Here are some bite-sized habits that can become second nature:

• Start with a listening anchor. Before you share your plan or critique, ask the cadet to describe their perspective in their own words for a minute or two. Then respond.

• Use reflective phrases. A simple “What that means for me is…” or “If I’m hearing you right, the core issue is…” anchors understanding and invites correction if you’ve misinterpreted.

• Keep questions open-ended. Swap yes/no prompts for “What’s your take on…?” or “How would you handle…?” This invites depth and ownership.

• Clip your ego, not your standards. You’re the leader, yes, but you don’t have all the answers. Demonstrate that you value the team’s input by acting on good ideas and acknowledging when you’re still deciding.

• Schedule quick follow-ups. A brief check-in a day or two later reinforces progress and keeps momentum alive.

A concrete cadet example you can relate to

Imagine two cadets coordinating a community outreach event. One is responsible for logistics, the other for public outreach. During a debrief, the logistics lead explains hiccups with supply ordering and transport. The leader who practices active listening would:

• Listen without interrupting, noticing nonverbal cues like tension or hesitation.

• Paraphrase: “So, you faced last-minute supply shortages and the transport schedule clashed with the outreach window.”

• Ask: “What worked, what didn’t, and what would you change next time?” rather than jumping straight to a corrective plan.

• Propose a collaborative plan: “Let’s map the timeline together and assign a backup supply kit. Who can own the transport contingency?”

• End with a recap and a follow-up date, plus a quick check-in to gauge how the changes are performing.

Why listening actively matters beyond the moment

This approach isn’t just about solving the current issue. It builds a culture. In a LMHS NJROTC unit, that culture shows up as:

• Trust: when cadets know their leader will hear them out, they’re more likely to share ideas, flag risks early, and seek guidance.

• Respect: feedback is not a weapon; it’s a tool. Active listening demonstrates respect for the other person’s experience and perspective.

• Resilience: teams that practice constructive feedback rebound faster from setbacks because they’ve built a language for addressing issues head-on.

• Clarity: two-way communication reduces confusion, aligns priorities, and helps everyone focus on what truly matters—mission success, peer support, and personal growth.

The big picture, the small moments, and the cadence of leadership

Let’s connect the dots. The correct answer to the question about essential feedback behavior is more than a test answer; it’s a leadership principle that compounds over time. In the NJROTC setting, where every action contributes to the unit’s reputation and readiness, listening actively is the difference between a good leader and a trusted one. It’s the difference between a team that follows orders and a team that collaborates with purpose.

If you’re mirroring real-world leadership in your unit, here are a few quick takeaways you can carry into any debrief:

• Start with listening. It sets the tone and gives you a true read on the situation.

• Paraphrase to confirm understanding. It’s not a sign of weakness; it’s a sign of clarity.

• Keep questions open-ended. You’re inviting dialogue, not delivering a monologue.

• End with concrete next steps and a follow-up plan. Momentum matters.

• Build a culture that celebrates honest, respectful feedback. The more you practice, the more natural it becomes.

A final thought, for those who love a good motto or a drill cadence

Feedback, done right, is a rhythm. It has a tempo, a beat. When everyone moves in step—speaking, listening, acting on what matters—the unit runs smoother, the mission becomes clearer, and the team grows stronger. If you’re leading a squad, a team, or a collaborative project within LMHS NJROTC, make active listening your default setting. It’s not just the polite thing to do; it’s the strategic move that underpins trust, clarity, and real improvement.

In the end, here’s the essential question you can carry forward: am I listening in a way that makes the other person feel understood and ready to move forward? If the answer is yes, you’ve found a feedback approach that works—and you’ve already taken a meaningful step toward stronger leadership and a more cohesive unit.