Silence often leads to confusion. Why did this person resign, file for divorce, or leave the deal abruptly? They never said a word, yet their silence spoke volumes.

PEN International is the foremost and largest association of writers, standing at the intersection of literature and human rights to protect free expression worldwide. At their 90th Congress, I listened to a powerful keynote given by Palestinian author Adania Shibli reflecting on 'the principle of unhampered transmission of thought'.

Shibli, reflecting on silence in the face of oppression, shared a vivid scene from a post office. Palestinians whispered or remained silent, while a lone Israeli's voice 'filled the space with an American-accented Hebrew.'

This image has stayed with me, prompting thoughts about the complex relationship between silence, power, and leadership. Silence, I realised, is sometimes a language of its own. It can communicate fear, survival and resistance.

What role does silence play in our fast-paced, often loud world of leadership? How can we use or break it to create more inclusive, equitable environments? Most importantly, how do we ensure that our leadership amplifies the right voices at the right times, especially those that have long been silenced?

A study exploring 'Fear or Apathy?' found that out of 2,500 UK workers, two in five keep their heads down in an 'apathy zone'. The study showed that companies miss out on meaningful insights when people do not feel comfortable speaking up.

Silence can lead to low retention, trust, creativity, and engagement. As a culture change consultant, one of the most challenging conversations involves telling a leader that their leadership contributes to the problem. It is not because some workers are quieter and others like speaking up more, but how they lead is unknowingly causing a toxic environment.

The way we use silence shapes its impact. Silence can encourage us to pause, reflect, and listen to our inner thoughts. But it can also suppress voices, hide difficult conversations, and breed misunderstandings—and it's easy to do.

You may feel relieved after a meeting when no one raises concerns or offers feedback on your ideas. It might be easier to pretend everyone agrees than to seek out possible conflict.

I understand leadership's ever-changing complexities. With all the change happening and the pressure to reach financial targets, exploring a culture of silence may seem insignificant. However, the impact is far from trivial. Unspoken words can derail projects and stifle team morale. In the long run, breaking this silence can be the key to unlocking higher performance and building a resilient, collaborative team.

It's our responsibility to be more attuned to the unspoken dynamics in our organisations, to the whispers that never reach our ears. Imagine the potential solutions and creative ideas that could be hidden behind silence.

As leaders, how often do we consider:

• How intentional we are about when to listen and when to speak;

• How we react when someone finally speaks up — do we truly listen or wait to respond?

• Whether we demonstrate transparent communication — are we setting the right tone for others to follow;

• In what ways we encourage quieter voices to contribute;

• How we address silence itself — do we ever investigate why words are not being said;

• If employees feel safe to voice their concerns, or if there are barriers that keep people from speaking freely;

• Our body language and nonverbal cues — are they in alignment with our tone of voice and our language?

With this food for thought, I encourage you to do the following:

Join the Conversation: I invite you to share your thoughts! My Facebook group, The LeaderShip, is a community for leaders seeking a fresh perspective on leadership. We cut through the corporate jargon and explore self-discovery through thought-provoking questions, genuine conversations, and enlightening 'aha' moments. If you found this post valuable, join our weekly discussions!

Reflect and Transform: If any insights or questions prompted you to reconsider your leadership style, I encourage you to explore ways to evolve your approach. At Serenity in Leadership, we offer exciting programmes and opportunities that have empowered business leaders to cultivate healthier and more fulfilling leadership practices. Do reach out via Calendly to schedule a call.

Spread the Word: If you found this post interesting, please share it! Let's work together to break the culture of silence in leadership.