Quiet Strength

Silence is a source of great strength – Lao Tzu

I sometimes feel like the embodiment of Dr. Jekyll and Mr. Hyde. Personally, I am seen as quiet, reserved, and contemplative. Professionally, colleagues often describe me as outgoing, gregarious, and action oriented. I’d guess that neither is 100% accurate. We can demonstrate different traits based on the situation. In the last several years, I have pursued opportunities that put me in positions where I do a whole lot more talking than I ever would have expected. I would guess that there are many others like me who are naturally quieter and reserved but find they have a lot to say. That has led me to facilitating conversations, contributing articles to publications, and authoring two books (with at least 3 book ideas in various stages of development).

If you describe yourself as a quiet person or work with someone who is generally more reserved, here are a few things to keep in mind. Quiet people have strengths that we don’t always acknowledge, they make excellent leaders and can thrive in organizations.

Quiet People Can Be Sneaky Strong – Too often organizations favor the louder voices, the more forceful opinions, or those who seemingly take control of a meeting. I would argue that the adage of “might makes right” is way off base. Your quiet colleague may be more focused on listening first, processing their thoughts second, and offering their opinions third. I am generally think-to-talk while others are talk-to-think. The seemingly quietest voice in the room may be your most insightful, observant, and creative. As managers and leaders, we must make sure they can share their brilliance.

Leadership is a Trait, Not a Title – We see some in the business community hailed as leaders. Elon Musk immediately comes to mind. Brilliant? Yes. Leader? Maybe not. Leaders, in my estimation, listen more than they speak, promote teamwork and relationships, and demonstrate humility. Broadly thinking, quiet colleagues are likely listening more intently, reflecting deeply, formulating ideas, and focusing on solutions without ever speaking a word. But when they speak, watch out because I bet it will pack a punch.

Don’t Just Survive, Thrive! – If you are that quiet colleague or manage someone who tends to be quiet, there are ways to support them to greater success. Step into your superpower and offer your insights. Have a 1:1 conversation with your manager or supervisor if sharing in a large group is uncomfortable. Ensure that all participants are encouraged to contribute to the conversation. Here is a good example of language you can try out: “Can we hear from someone who has not spoken yet?”

Professionally, I still consider myself a quiet person who likes to listen and process before opining. It might not seem that way if you participated in one of my workshops. What you wouldn’t see is the detailed, quiet preparation that allows me to present that way. You just can’t judge a book by its cover.

Michael Riegel

MRiegel@AECBusinessStrategies.com

https://michaelriegel.substack.com/

516-238-0859