When I got my first grown-up job, meek employees rarely secured leadership positions. So, I believed the key to success was being louder and bolder. Unapologetically advocating for myself, doubling down on my contributions and accomplishments during performance reviews, and boldly asking for raises or promotions would be required to climb the ladder. But the tides are changing, and this year, “quiet leadership”—a more demure management style—is picking up speed.
According to LinkedIn’s Skills on the Rise report, leadership and people management are among the fastest-growing, most in-demand skills for 2026, underscoring the need for leaders who can collaborate with diverse teams and successfully lead and mentor them across multiple functions.
Quiet leadership is quickly becoming the model for this next era of management, and companies are feverishly looking for candidates who embody it. So, I reached out to four career experts to ask what it entails. Ahead, everything to know about this under-the-radar workplace skill, including what it is and why it’s so popular, and how to embody it.
What is “quiet leadership”?
“Quiet leadership” is all about leading with intention instead of bravado. Amanda Augustine, CPCC, CPRW, a career expert for TopResume, says this type of leadership is service-oriented. It emphasizes stability in the face of chaos, open-ended communication, and helping others succeed instead of trying to hog the spotlight.
Despite what the name implies, though, quiet leaders are not passive or absent, and they don’t shy away from making tough choices. Rather, they don’t use theatrics—like over-the-top speeches and talking loudly—to establish authority. Instead, Chief People Officer at Justworks, Jeri Doris, says they foster psychological safety and trust through calm and consistent behavior. They do this because they know their words and actions carry weight. Quiet leaders think things through and listen before making decisions, remain steadily present, and avoid dominating conversations.
Why is quiet leadership in demand in 2026?
Workers at all levels want leaders they can rely on. The labor market is chaotic, job security feels tenuous across all positions and industries, and there’s no telling exactly how AI will continue impacting work. Because of this, LinkedIn Career Expert Catherine Fisher says companies want leaders who can not only adapt in their own roles amid uncertainty but also confidently lead others through it, too.
“[Quiet leadership] emphasizes stability in the face of chaos, open-ended communication, and helping others succeed instead of trying to hog the spotlight.”
Furthermore, TEDx speaker and the Founder of the Flip the Box® Method for leadership, Shari Leid, says, “Many people are feeling overwhelmed and overstimulated at work.” The pressure, outside noise, and burnout they’re experiencing are at an all-time high, and they want a leader who can be the “calm in the storm.” Showmanship is out—stability, steadiness, and safety are in.
READ: Employees Are “Quiet Cracking”—And It’s Putting Their Careers at Risk
Not to mention, the command-and-control leadership model no longer works, according to Doris. “Today’s workforce—especially Gen Z—expects leaders who understand their needs, support their wellbeing, and create space for their voices,” she said. Basically, they want their leaders to go beyond managing them. According to Doris, “Quiet leadership directly addresses this by prioritizing listening and empowerment over giving directives.”
Overall, this management style supports and empowers employees. And in turn, it enhances productivity and makes the workplace more efficient. “When you empower people to solve problems themselves instead of micromanaging every detail, you scale trust and accountability across the organization,” says Doris.
How to become a quiet leader
Regardless of whether you’re already in a management position or are striving to be in one, the principles of quiet leadership are invaluable. Here’s how you can start building this skill:
1. Regulate before you communicate
According to Doris, “regulate before you communicate” is the quiet leadership motto. So the next time you’re faced with a challenge or feel frustrated at work, take a minute to calm your central nervous system. “The goal is to respond rather than react,” Doris explained. She recommends taking a breath and counting to three in moments like this and before a high-stakes meeting. Building a mental health practice, like daily meditation or journaling, can also help you stay grounded.
Additionally, use your words carefully and precisely. Make your point instead of tiptoeing around it, and always talk to your colleagues kindly and respectfully. Likewise, Doris also suggests writing your thoughts out prior to important conversations so you can communicate more clearly and effectively.
“Showmanship is out—stability, steadiness, and safety are in.”
Finally, if you raise a problem, Doris stresses framing it as a question rather than a complaint. For example, swap “this isn’t working” for “how can we improve this?” or “is there an alternative method we’re not considering?” Not only does this demonstrate that you’re solution-oriented, but it also makes room for collaborative problem-solving. These are two skills quiet leadership thrives on.
2. Practice active listening
Most of us enter discussions with our defenses raised, and this makes it harder to understand where other people are coming from. Quiet leadership does the opposite. It underscores actively listening to others, and Doris says leading with curiosity and asking thoughtful questions can help you practice this. This might mean asking what else you should consider, saying “what I’m hearing is…,” and so forth. Doing this will emphasize that you’re on the same team and help build morale. Collaboration and harmony come more easily when people feel understood, according to Lead.
3. Empower the people you work with
Quiet leaders are masters at empowering the people they work with. So, keep your eyes peeled for ways to cheer on your co-workers. This might mean celebrating their successes, building on their ideas, and so forth. Likewise, Fisher also recommends entering meetings with thoughtful questions that will facilitate strategy and creative flow during the meeting. For example, you might ask which future trends might make a plan obsolete, or whether anyone has any wild ideas that might actually work for a project if it were tweaked slightly.
4. Consistently show up with integrity and respect
Above all else, consistently showing up with integrity and respect is how you become a quiet leader. Augustine says this means making your peers and colleagues feel valued and respected, showing appreciation for others’ work, and taking accountability and admitting when you’re wrong. Doing these things signals that you’re reliable and trustworthy, and this makes others naturally gravitate toward you and listen to what you have to say.
When it comes down to it, quiet leaders are calmly confident. They don’t need to talk loudly or use fancy words to assert their dominance. They don’t work from a place where they’re trying to protect their ego or mask insecurity. Instead, they let their work do the talking, and they continuously lift their team members up because they know that being in the spotlight doesn’t feel nearly as good as helping other people succeed.
Experts consulted:
Amanda Augustine
Amanda Augustine, CPCC, CPRW is a nationally recognized career expert, public speaker, and career consultant with more than 20 years of experience helping professionals navigate job search and career growth. She is the resident career expert for TopResume, where she shares data-driven insights on hiring trends and workplace change.
Catherine Fisher
Catherine Fisher is LinkedIn’s Career Expert and Vice President of Integrated Consumer Communications with over 20 years’ experience working in marketing and communications. Catherine is also the creator and writer of Career Companion, a LinkedIn newsletter where she offers tips and advice to navigate the rapidly changing world of work.
Jeri Doris
Jeri Doris is the Chief People Officer at HR technology company, Justworks, and a certified Executive Coach. She’s navigated leadership in the tech and HR space while bringing a uniquely sustainable approach to high-growth startup environments both in the US and Europe.
Shari Leid, TEDx Speaker
Shari Leid is a TEDx speaker, national keynote leader, and founder of the Flip the Box® Method, the first human-centered leadership system designed for a disconnected world. Through her keynotes, retreats, and workshops, she helps individuals and organizations break free from outdated boxes, whether in identity, career, or community.
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