Quiet Leaders - A Knowledgeable Observer
Though a “knowledgeable observer” seems to defy leadership’s relational expectations, this management style benefits an organization in a number of ways. Quiet leaders:
- Don’t subject employees to tempers, berating treatment or outward anger
- Rarely invoke politics, favoritism or excuses in their decisions and policies
- Are objective in their perspectives and choices, based on data and analysis
- Are humble and thoughtful
- Leave their people alone, giving them space
While this may seem like utopia to many, these seemingly positive traits can invite long-term consequences if practiced to the extreme. Quiet leaders:
- Overlook project details, misbehavior and low performance
- Limit engagement, unity and better ideas
- Avoid feelings, relationships and strong emotions
- Don’t network or build alliances
- Avoid delegation
- Struggle to engage, inspire and motivate workers
- Experience analysis paralysis
Quiet leaders find fulfillment in their role as strategist, problem solver, vision caster or data cruncher. They must be thoroughly informed to perform to high standards, and strictly adhere to policies and procedures.
Fear of failure plagues most quiet leaders. Decisions are stressful unless all data and possibilities are calculated. Procrastination is a viable option.
These unfortunate attributes can put the quiet leader squarely at the center of severe organizational dysfunction and, ultimately, failure.
Dr. Maynard Brusman
Consulting Psychologist & Executive Coach
Trusted Leadership Advisor
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