Brilliance Isn’t Always Loud
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Emma was the one you wanted on the project.
She never missed a detail. She did her homework. She made the work better.
But in meetings? You’d barely know she was there.
While others chimed in fast and loud, Emma paused. She weighed her words. She spoke carefully.
When she did speak, her ideas were sharp. But the room didn’t lean in.
They leaned toward the voices with charisma. With energy.
Voices that filled space with bold claims—whether or not they held up. Emma brought rigor. They brought bravado.
And guess who got heard?
It’s a familiar pattern in too many rooms: We reward volume, not value. Flash, not substance.
This week’s message is for both sides of the table:
Leaders who want to be better.
And the Emmas who need encouragement to keep going.
Here are 5 things you need to know about making space for quiet brilliance and making sure it gets heard:
I.
Loud ≠ Right. But It Often Wins.
In group settings, fast talkers and confident contributors dominate—not because they’re better, but because they’re more comfortable asserting. That doesn’t mean they’re more right. It just means they’re faster to speak.
Try this (for leaders):
Interrupt the interrupters. Redirect attention. Say, “Let’s pause. I want to hear from those who haven’t spoken yet.”
Try this (if you’re Emma):
Practice your entry. Literally rehearse one sentence that helps you jump in. Example: “I’ve got a different take… can I offer it?”
II.
We Mistake Volume for Value.
Many teams confuse confidence with competence. The louder someone is, the more we assume they know. But the loudest voice in the room isn’t always the smartest—it’s often just the most practiced.
Try this (for leaders):
In meetings and 1:1’s, don’t just reward visibility. Ask, “Whose work is solid but underrepresented?” Shine light there.
Try this (if you’re Emma):
Document your contributions. Share progress proactively with emails, updates, briefs. Make your value visible, even if your voice is quiet. If it feels uncomfortable, highlight the team wins. Your involvement will be implied.
III.
Brilliance Needs Air Time.
The best ideas often come from those who think before they speak. But if those ideas never surface, the whole team loses. Your smartest thinkers are sometimes your slowest speakers.
Try this (for leaders):
Give people time. Pose a big question before the meeting. Let people come prepared, not pressured.
Try this (if you’re Emma):
Follow up. If you didn’t get to speak in the meeting, send your point by email. Don't let the moment pass.
IV.
Psychological Safety Isn't Just a Buzzword.
Quiet voices stay quiet when the environment feels unsafe. If meetings are a competition, introverts shut down. If disagreement is punished, truth goes unsaid.
Try this (for leaders):
Signal that you value challenge and curiosity. Say often: “You don’t need to have the answer. I want your thinking.”
Try this (if you’re Emma):
Find your allies. Look for the leader or peer who listens and loop them in early. A little validation can build big confidence.
V.
Being Quiet Isn’t a Weakness.
Too many Emmas believe they have to change who they are to be effective. That’s wrong. You don’t need to become louder. You need to become clearer, braver, and more visible.
Try this (for leaders):
Don’t coach your Emmas to speak louder. Coach your team to listen better.
Try this (if you’re Emma):
Don’t sit it out. Speak up—not to be noticed, but because your work deserves it. And so do we.
Your Unignorable Move
If you’re a leader, look around. Who’s not being heard? Make space.
And if you’re Emma, don’t shrink. Your brilliance matters. Keep going.
Your coach,
Chris
P.S. If this hit home—I'm hosting a small Zoom session to share strategies introverts can use to be heard without becoming someone they’re not.
We’ll cover real tactics for contributing with impact (even when the room is loud).
Want in? Just email me at chris@peoplebeforethings.co (not .com) with “Emma” and I’ll send a calendar poll.
