Syle over substance.

In many workplaces, we often mistake social performance for true competence.
The colleague who speaks the loudest in meetings, presents themselves with effortless charm, or is constantly visible in social spaces can easily be perceived as the most capable. Yet, this can be a dangerous illusion.

Social performance – the art of looking busy, confident, and persuasive – does not always equate to actual skill, knowledge, or effective results. 

Overvaluing it can lead to poor decision-making, overlooked talent, and inequitable recognition. Quiet performers, who deliver consistent quality and demonstrate real expertise, may be unintentionally ignored or undervalued.

The cost to organisations is high: missed opportunities for innovation, disengagement from under-recognised staff, and the risk of promoting style over substance.

Leaders and teams should actively question:

• Are we rewarding visibility over delivery?

• Do we create space for quieter voices to be heard?

• How do we measure real impact beyond surface impressions?

Workplaces that distinguish between social performance and competence build stronger, fairer, and ultimately more successful teams.