We’ve all been in group situations when it’s uncomfortable to speak up about one’s opinion. Much of this is due to group dynamics (i.e. being separated from a group we value, the perceived risk of losing a job or other forms of risk). A recap of research on this phenomenon suggest that “The only time someone will feel safe to voice a divergent opinion is if they think the group will share it or be accepting of divergence, or if they view the consequences of rejection as low.” But this biological drive doesn’t just dictate how individuals behave—it ends up shaping communities. It’s almost impossible for us to step outside of that need for acceptance. Scientists call it the “Spiral of Silence.”
Teamwork in all its forms requires a willingness and ability for team members to share thoughts, opinions and abilities. The job of a C-suite a leader is to make doing so a safe experience, even if it’s not always a comfortable one. Unless you can recognize the Spiral of Silence and its implications, your effectiveness as a leader will be less than it could be, and needs to be. The short article linked above is enlightening on the nature and implications of the Spiral, an aspect of leadership you didn’t even know was missing… or have been avoiding.