03/02/2026
I recently heard Adam Grant discussing “the babble effect” in a conversation with Oprah Winfrey.
The premise is simple — and uncomfortable:
The loudest person in the room is often assumed to be the most capable.
The most vocal contributor is often assumed to be the highest potential.
And as a result, they’re frequently the first to be promoted.
Yet the evidence doesn’t consistently support this.
In healthcare businesses especially, some of the most impactful people:
• Think deeply before they speak
• Process internally
• Observe patterns others miss
• Deliver consistently rather than perform visibly
• Influence quietly through behaviour, not volume
If leadership attention is skewed toward those who “show up” verbally, we risk:
– Overlooking high-potential talent
– Reinforcing performative leadership
– Creating cultures that reward noise over substance
A more mature leadership stance asks:
Who is creating outcomes — not just airtime?
Who is growing quietly?
Who is trusted by peers?
Who demonstrates judgement, emotional regulation, and follow-through?
At Reflect First Wellness, we hold the view that capability expresses itself in multiple forms.
Our responsibility as owners and leaders is not to reward loudness —
but to design environments where different working styles can be seen, developed, and valued.
Because great leaders are not always the ones speaking first.
Often, they’re the ones thinking longest.
