Despite what we’ve seen in movies and literature in the 1990s and early 2000s, One does not need to be loud and extroverted to be a respected and efficient leader.
If we look good enough, we are seeing a shift.
Gone (or going) are the day’s leaders were expected to show up, lay out the vision, and return to their (corner) office.
Today teams are expecting leaders that will work with them hand in hand. Not only talk the talk but walk alongside them.
Some do. Some manage to walk more than they talk. That is often referred to as Quiet leadership: instead of directing you invite people to join you as you work with them (as defined by author Karen Grosz)
Grosz talks about leading with appreciation rather than expectations, celebrating what you want to see repeated until it becomes the norm, and the ability to listen when nothing is being said.
This might seem strange to many, but when done well, it can be very effective.
Quiet leadership is a conscious choice to lead with a focus on being open-minded and gentle. It’s about being approachable, liked, respected, compassionate – nice, if you will – and communicating with people using a one-on-one approach instead of the typical one-on-many format (source)
Author David Rock gives six main aspects of Quiet Leadership:
The term quiet might have a negative connotation for some. But it does not mean being “too nice” or even passive, as critics might say. It simply means that the leader puts the team at the center, and within that team, chooses to give space for each individual to blossom and share their unique skills and qualities. To do so, the leader takes a step back from the microphone and gives the stage to the employees, all the while still guiding the steering wheel.
Quiet leaders believe that by nurturing the individual it will make the team stronger and encourage innovation and collaboration.
The reason we are exploring quiet leadership today is that we believe it can have a positive impact on mental well-being in the workplace.
As it promotes personal growth, deep listening, and self-awareness, quiet leadership can certainly support a healthier work environment by reducing work-induced stress, anxiety, or pressure through:
This way of leading is accessible to everyone, but it will, of course, be easier to adopt quiet leadership if you tend to be familiar with these approaches:
There are many flavors of leadership, and there too, the size fits all concept does not work.
At Siffi, we believe that everyone, given the right support and guidance, can find their way to lead and be led, which will create the best environment for professional and personal growth. We also understand that finding those ways might demand some trial and error and we support companies and their teams through that journey.
Related:
Actually, the opposite is true. Because quiet leaders build deep, one-on-one relationships based on mutual respect, their feedback is often better received. When a leader is known for being fair and unbiased (taming their inner voice), employees are more likely to view constructive criticism as a tool for growth rather than a personal attack.
It starts with changing what the company rewards. Instead of only celebrating the loudest voices in the room, organizations should highlight leaders who develop their teams, promote innovation through autonomy, and maintain high retention rates. Professional coaching is often the most effective way to help managers transition into this more observant, supportive style.
About the author
Co-Founder, CEO at Siffi
Tarmo Pihl is the Co-Founder and CEO of Siffi, a platform dedicated to enhancing employee well-being through mental health support, including counseling, coaching, and mindfulness. With a strong background in launching impactful startups, he is passionate about creating innovative solutions that address the challenges of modern work environments and improve global accessibility to mental health services.
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