Diversity and Inclusion - Quietly Powerful

There are multiplying costs to undervaluing Quietly Powerful leadership

11 March 2025
by megumimiki1

There is a multiplying cost to organisations, when they undervalue Quietly Powerful leadership.

I continue to hear from people in organisations that there is a bias towards more outspoken, confident appearing styles as what’s needed to be promoted into leadership.

The obvious cost of this bias is that quieter professionals are overlooked for leadership positions, even if they have the potential for leadership. This is the gap between leadership emergence and leadership effectiveness (to read more, read this article).

Sadly, there is still a stigma for being quiet

4 March 2025
by megumimiki1

I wish I didn’t have to share this lesson 8 years after starting Quietly Powerful.

It has also been 12 years since Susan Cain‘s book, “Quiet”, and her TED talk went public, and there have been many other authors and coaches sharing ideas on quietness – whether it’s to do with introversion, cultural conditioning, power dynamics including silencing.

Despite all of this work, there still seems to be a stigma for being quiet. It’s a reality that can’t be ignored.

We need to stop trying to ‘fix’ people who…

18 February 2025
by megumimiki1

If we want to advance DEI and lift the quality of leadership, we need to focus on upgrading the system, along with unlocking individual potential.

Maintaining the status quo and trying to integrate those who are not in the majority, is an easy trap to fall into. It is easier for the majority as they don’t have to do anything. However, the collective then misses out on growth and evolution.

Not All Introverts are Great Listeners All the Time

3 May 2023
by megumimiki1

Introverts are often stereotyped as quiet, reserved individuals who are excellent listeners. While this may be true for some introverts some of the time, not all introverts are great listeners.

I am indeed an introvert and can come across as a good listener, as I may not say a lot or be economical with my words when I do. But I have had to work on improving my listening, because while I may look like I’m listening, I may:

The long-lasting and wide-ranging impact of racism and microaggressions

20 February 2023
by megumimiki1

Have you ever stopped to think about the long-lasting impact of racist comments and microaggressions? I recently had a coaching client who opened my eyes to the lasting impact of these types of incidents.

I hesitated to share this but when my coaching client gave me permission, I felt it was important to share. She hoped that it would help others to feel that they are not alone.

8 Quiet advantages that most of us tend to…

17 April 2019
by megumimiki1

Quiet still gets a bad rap. I have never heard anyone say “Oh, she’s a bit quiet” with a positive tone. I hear about quiet achievers being great contributors who get overlooked or ‘used’ for their ability to deliver, rather than recognised as they should. It is only when prompted that people start to think about those quieter people who add a lot of value.

Reluctant leaders may be your best leaders

21 February 2019
by megumimiki1

Having interviewed 26 quietly powerful leaders and reflected on what they told me, what struck me was that some were reluctant leaders.

They never thought of themselves as leaders initially. Someone – a mentor, a manager, a senior leader – saw something in them, encouraged and gave them opportunities to step into leadership.

7 reasons why we need more quietly powerful leaders…

7 February 2019
by megumimiki1

My last article Quietly Powerful Leaders – who are they and why don’t we have enough of them outlined the key attributes observed in Quietly Powerful Leaders whom I interviewed and why we don’t have enough of them, based on conversations and research.

Quietly Powerful Leaders – who are they and why…

4 December 2018
by megumimiki1

Since starting the Quietly Powerful movement just over 2 years ago I have had the pleasure of interviewing 24 Quietly Powerful leaders so far, to understand what makes them quietly powerful and how their natural tendencies have been their leadership strengths (join the Quietly Powerful LinkedIn Group to access the recorded interviews). A few patterns started emerging, which I have been sharing more of in my talks.

Quietly Disadvantaged Talent

25 October 2018
by megumimiki1

In conversations with quieter professionals, I hear examples of how they have felt disadvantaged in the workplace. It is surprisingly common place and yet often not seen as a problem. It is more often seen as the problem for the quieter professionals to fix and fit in. While I have the view that the individuals can develop to overcome some of the disadvantages, I also believe that organisations are wasting talent by not being aware of or addressing these disadvantages.