Although “quiet” is the last thing we would expect to associate with a leader, the truth is that this will be the quality of the future. He is someone who is frank, empathetic, thoughtful and observant who trusts in the potential and abilities of his employees.
Silent leadership is gaining ground in a scenario inhabited, until not long ago, by directive and even authoritarian figures. Gone would therefore be the bosses accustomed to giving orders, to setting a single work dynamic. The classic “iron hand” that defined figures like Henry Ford or Steve Jobs in the past, is set aside to allow the entry of other figures with different philosophies.
The fact that it is necessary to reformulate the figure of current leaders is determined by the crisis that surrounds us. In a scenario full of uncertainty and instability, another type of management is needed to instill confidence. Even more, managers and bosses who are defined by this silent trend integrate very high qualities, those with which to inspire others.
High-pressure, dominance and inflexibility tactics are out of date in organizations. You need to instill enthusiasm, not fear. More humble and less narcissistic leaders are needed for projects to move forward, so that work teams feel comfortable and united in the same end, in the same goal.
Let us therefore delve into this new current.
Silent leadership versus the vertical and authoritarian leader
A silent leader is not shy or withdrawn or an invisible figure within the organization itself. What defines these people is their way of behaving and acting in a work environment.
As we have indicated at the beginning, it is necessary to reformulate the leadership that we have had up to now because it has not always been as effective as we thought.
The failures of many companies originate from the personality of those entities in the senior management. Until not long ago, promotions were carried out based on traits such as extroversion , charisma, high-pressure tactics, dominance … However, the classic model of vertical and authoritarian leadership has only caused losses at all levels:
- The authoritarian leader inoculates the company with chronic stressand dissatisfaction.
- It also prevents the development of employees, human capital is diluted and work teams cannot demonstrate their potential due to lack of autonomy.
Now, with the advent of silent leadership, this changes. The work climate that favors the “silent” senior position is based on trust and empathy . It is to see in the worker the best ally to achieve the highest results.
What characteristics define these leaders?
The secret to a successful leader is to have committed followers . In other words, any manager or senior manager who wants to go far in his project must have people who believe in it. And this, let’s face it, is not easy to achieve.
Silent leadership seeks to inspire from humility and competence, instill improvement and innovation from trust.
Let us now understand what characteristics define them.
Committed to people and to a project
The good leader not only has in mind a series of business objectives in the short and long term. These people located at the top of the organization know that without employees and work teams none of these aspirations are possible.
Therefore, the first dimension that defines silent leadership is the commitment to human capital. He knows that investing in people is what makes the difference in every company. Creating respectful, innovative and nurturing environments in terms of stimulation, incentives and respect is what allows them to go far.
Silent leadership delegates because it trusts
Delegating responsibilities is one of the most basic pillars in any work environment . It is not only an act of recognition by the leader. It is also a priority strategy with which to place trust in all the organization’s teams in order to be competitive, recognizing the unique potential of each employee.
In this way, the leader will always be that figure who does not need to be present at every step, in every decision. Delegating is placing responsibilities on the shoulders of others because you already know that your workers are capable of doing great things.
High positions that apply humility and empathy
From the University of Woodbury (California), studies such as those carried out by doctors Svetlana Holt and Joan Marques remind us of the effects that figures such as “corporate psychopaths” have had and that the psychologist Robert Hare defined in his day as a form of violence business.
The “iron fist” strategy and authoritarianism invalidates the productivity and well-being of all the human capital of a company.
Instead, empathy and humility can change the current paradigm and this is something that must be promoted. Silent leadership integrates these two dimensions and applies them to your environment on a day-to-day basis.
Calm and reflection in the midst of chaos
Currently, all those leaders who are not used to situations of uncertainty, crisis and even chaos, have not yet matured in the business world. Silent leadership is defined by being like the bamboo in the middle of the storm: face them, adapt and grow with them.
It does so from the silence of those who know how to observe reflectively, from the mind that has learned to manage emotions to allow itself to act resiliently. That position and that attitude in the face of difficulties is a source of inspiration for the entire organization.
Silent revolutions have already triumphed in the past
We have become accustomed to a type of extroverted leadership that is not comfortable for all of us. However, history is full of figures who, from their most discreet and even silent position, managed to change the world. In this way, personalities like Gandhi, Rosa Parks or Bill Gates fit perfectly into this profile.
They are identities that fall within that introversion so defining of silent leadership. They are men and women who do not make excessive noise, but who nevertheless leave their mark and inspire us. That is the key.