How Leaders Can Foster the Power of Slow Charismatics
Most leaders have someone on their team who is quiet because they are spending time listening and scanning their environment. These individuals pick up on subtle details, deeply understand their company’s climate, accurately perceive their industry’s movement, and creatively derive innovative solutions. I call these colleagues slow charismatics. Most often, they are not boisterous and attention-seeking individuals who crave the spotlight. Instead, they shine and flourish when they tap into their inner confidence and passion. They excel at listening and observing and possess the natural powers of warmth, empathy, self-awareness, and emotional intelligence.
I am always aware of who the slow charismatics are in my sphere, partially because I am a slow charismatic; everyone probably is at some point. Because slow charismatics are not overly extroverted or gregarious, some think we do not possess the qualities needed to be a leader, but this sentiment does a disservice to the individual and your organization as a whole.
In his book Winning, General Electric CEO Jack Welch stated: “Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.”2
If you are a leader with someone in your sphere who is a slow charismatic, how can you leverage their skill set? How can you help them get a better sense of their toolkit? And how can you help them shine so that the team benefits and the company thrives?
To promote, foster, and nurture the power of slow charismatics as leaders, here are some actions you can take:
- Recognize their strengths and value.
Start by acknowledging the unique strengths and value that slow charismatics bring to the team or organization. Emphasize how their approach contributes to the team’s success. American poet, author, and civil rights activist Maya Angelou wrote, “A leader sees greatness in other people. He nor she can be much of a leader if all she sees is herself.”1 Seeing greatness in others creates a more positive work environment where employees feel valued and appreciated. By recognizing and valuing their unique abilities, leaders can create an inclusive workplace where slow charismatics feel empowered to contribute their insights and make a meaningful impact on the company’s success.
- Provide a supportive environment.
Create an environment that supports slow charismatics’ preferences for reflection and contemplation. Encourage regular breaks, quiet spaces for thinking and planning, and time for self-reflection. When individuals are supported in their professional lives, they feel safe to express their ideas, share their opinions, and make mistakes without fear of judgment or retribution. This physical and psychological safety encourages them to take on new challenges, learn from their experiences, and focus on personal and professional growth. Providing a supportive environment creates a positive and nurturing atmosphere where they will feel encouraged, confident, safe, and empowered.
- Provide training and development.
Offer training and development opportunities that cater to slow charismatics’ learning preferences. Slow charismatics often take the time to reflect on situations and deeply analyze them. It’s important for leaders to encourage this reflective practice by providing training and professional development programs that allow slow charismatics the time and space to process information and develop well-thought-out ideas. For example, they may benefit from one-on-one mentorship, soft skills development, E-learning and online courses, or collaborative workshops that value active listening and deep thinking. By nurturing and mentoring your employees, you can cultivate individuals with leadership potential, creating a pipeline of future leaders and sustaining the organization’s long-term success.
- Celebrate achievements.
Celebrate achievements and milestones with your team, acknowledging the efforts of slow charismatics and their contributions to the advancement of the organization. In her book, Quiet: The Power of Introverts in a World That Can’t Stop Talking, Susan Cain writes, “We don’t need giant personalities to transform companies. We need leaders who build not their own egos but the institutions they run.”3 Acting with humility and giving credit to team members for their contributions and accomplishments fosters a positive work environment where individuals feel valued, which in turn encourages them to continue their hard work with enthusiasm. Acknowledging and celebrating the contributions of team members— particularly slow charismatics— increases their motivation, commitment, and job satisfaction, which translates to higher levels of productivity and performance.
Leading by leveraging other’s talent, charisma, and Bravable mindset
Slow charismatics possess the ability to listen deeply, connect with others, and share their opinions with passion. These qualities make us integral team players and effective leaders. Charisma is not limited to extroversion but rather stems from confidence, warmth, authenticity, emotional intelligence, and self-assurance. As leaders, we have the opportunity to foster and nurture the power of slow charismatics. By harnessing the strengths of slow charismatics and helping them embrace the Bravable Mindset, a courageous capacity for change, we can cultivate a diverse and empowered culture that drives innovation and success. Charisma is not a one-size-fits-all trait. By embracing different leadership styles and personality types, we can create a more inclusive and dynamic workplace where everyone can thrive.
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