Silent Leadership, Leadership From Humility And Empathy

Silent leadership is gaining ground in a field inhabited, until recently, by leading and even authoritarian figures. The leaders accustomed to giving orders, to marking a unique work dynamic would therefore be relegated to the background.

The classic “iron fist” that has defined figures like Henry Ford or Steve Jobs in the past is set aside to allow other figures with distinct philosophies to enter. The fact that we need to redraw the figure of current leaders is determined by the crisis that surrounds us.

In a world full of uncertainty and instability, a different kind of management is needed to inspire confidence. What’s more, managers and leaders who define themselves according to this silent trend have very great qualities, those which inspire others.

The tactics of high pressure, absolute domination and inflexibility are coming to an end in organizations. We need to instill enthusiasm and not fear.

More humble and less narcissistic leaders are needed for projects to move forward, for work teams to feel comfortable and united in a common goal. Let’s take a closer look at this new trend.

Silent leadership in the face of the vertical and authoritarian leader

A silent leader is neither shy, withdrawn, nor an invisible figure within his organization. What defines these people is the way they behave and act in a professional environment.

As we pointed out at the beginning, it has become necessary to reformulate the leadership that we have known until then because it has not always been as effective as we thought. The failures of many companies are born from the personality of these entities present in management positions.

Until recently, promotions took place through traits such as extroversion, charisma, high pressure tactics, domination … However, the classic model of vertical and authoritarian leadership only resulted in losses at all levels:

• The authoritarian leader inoculates, within the company, chronic stress and dissatisfaction.
• It also hinders employee development, human capital is diluted and work teams cannot prove their potential because they lack autonomy.

With the arrival of silent leadership, all of that changes. The work climate fostered by this “silent” position is based on trust and empathy.  It is about seeing the worker as the best ally to achieve the highest results.

What characteristics define these leaders?

The secret to an effective leader is having engaged employees. In other words, any director or any person with an important position who wants to go far in his project must be able to count on people who believe in him. And this, let’s face it, is not easy to achieve.

Engaged with people and with a project

A good leader doesn’t just have a series of short and long term entrepreneurial goals in mind. These people at the top of the organization know that without their employees and work teams none of these aspirations are possible.

Thus,  the first dimension that defines silent leadership is the commitment to human capital. Knowing that investing in people is what makes the difference in any business. Creating respectful, innovative, stimulating and encouraging environments is what allows them to go far.

The silent leader delegates because he trusts

Delegating responsibility is one of the most basic pillars in any work environment. It is not only an act of recognition on the part of the leader: it is also a priority strategy which places confidence in all the teams of the organization, in order to be competitive.

Thus, the leader will always be this figure who does not need to be present at every step, at every decision. Delegating means placing responsibilities on other shoulders; the leader knows that his workers are capable of doing great things.

Important positions that apply humility and empathy

At the University of Woodbury (California), studies such as those conducted by Drs. Svetlana Holt and Joan Marques remind us of the effects of figures such as “corporate psychopaths” and that psychologist Robert Hare once defined as a form of entrepreneurial violence.

The “iron fist” strategy and authoritarianism invalidate the productivity and well-being of all of a company’s human capital. Empathy and humility can change the current paradigm. Silent leadership integrates these two dimensions and applies them in its daily environment. We must encourage that.

Calm and reflection in the midst of chaos, a hallmark of silent leadership

Currently, a leader who is not used to situations of uncertainty, crisis and even chaos has not yet matured in the corporate world. Silent leadership is defined as a bamboo in the middle of the storm: it faces it, it adapts and it evolves with it.

It does so from the silence of one who knows how to observe, from the mind that has learned to manage emotions in order to allow itself to act resiliently. This position and attitude in the face of difficulties is a source of inspiration for the whole organization.

Silent leadership: silent revolutions have triumphed in the past

We have grown used to a type of extroverted leadership that is not for everyone. Nevertheless, history is full of figures who, by being more discreet and even silent, have succeeded in changing the world. Thus,  personalities like Gandhi, Rosa Parks or Bill Gates correspond perfectly to this profile.

These are the identities that enter into this introversion so typical of silent leadership. These are men and women who don’t make too much noise, but who leave their mark and inspire us. This is the key.

Our thoughts

Crises make it possible to expose false leaders who then reveal their inability to propose effective solutions to problems.