Leaders often equate loud voices with strong opinions. The reality is more nuanced—and more revealing about workplace culture.
Someone who is quiet may still hold a strong view. In every organisation, silent assumptions and private interpretations shape how things really work.
Silence does not necessarily mean agreement. It may mean people are watching, assessing and learning what is safe.
Questions for leaders
- What am I doing to ensure everyone feels able to speak up?
- Am I unintentionally rewarding only the loudest contributions?
- What might people believe that they do not feel safe saying?
Transforming culture starts with surfacing these silent assumptions.
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