Visibility Is Not Noise: The Difference Between Being Seen and Being Heard

In today’s hyper-connected world, visibility has become a form of currency. We reward those who post, speak, and share —and often assume that volume equals value. But there’s a growing confusion between being seen and being heard — between noise and presence.

Like a cat climbing to the top of a doorframe to avoid attention, many professionals still fear exposure . Others flood their feeds with endless updates, believing that constant activity equals credibility. Ironically, both remain invisible in the ways that matter most.

The Psychology Behind Visibility

Research in organizational behavior shows that visibility shapes how we’re perceived, promoted, and remembered.Wayne and Ferris (1990) demonstrated that impression management—the way we influence how others perceive us — strongly predicts career advancement.But as Bolino, Long, and Turnley (2016) noted, when visibility turns into empty self-promotion, it quickly loses authenticity.

In digital spaces like LinkedIn, this tension is magnified. Actual influence doesn’t come from constant performance, but from the meaning behind what we share — a point Goffman (1959) articulated long before social media existed.

Being Seen vs. Being Heard

To be seen is to appear in someone’s feed. To be heard is to leave a trace — an impression, an emotion, a question that lingers.

Being seen gets you exposure; being heard builds trust. And in HR, leadership, and talent development, trust is everything.

Organizations often tell employees to “show up” or “speak up,” yet few teach them how to do so meaningfully—the result is a digital workplace filled with noise instead of connection.

Seven Ways to Build Meaningful Visibility

1. Shift from performance to contribution.

   Stop posting to impress — start posting to impact. Ask yourself, “What can I share that might help someone think differently?”Contribution-driven visibility builds respect, not fatigue.

   
   

2. Show progress, not perfection.

   Perfection distances people. Progress connects them. Share the “in-between” moments — lessons learned, challenges faced, small wins.

   
   

3. Engage, don’t broadcast

   Visibility doesn’t end when you hit “Post.”Real visibility happens in the comments, the thank-yous, the thoughtful follow-ups.

   
   

4. Build thematic consistency

   People remember those who stand for something. Define your themes — such as leadership, culture, and growth — and return to them repeatedly. Consistency fosters familiarity, and familiarity in turn builds trust.

   
   

5. Integrate authenticity and aesthetics.

   Your tone, visuals, and examples should reflect your true self. Authenticity doesn’t mean raw oversharing — it means alignment between message and values. As Goffman (1959) reminds us, authenticity is a crafted form of truth.

   
   

6. Signal value through storytelling

   Facts inform, stories transform. Replace generic advice with lived examples, small case studies, or personal observations that show expertise through narrative.

   
   

7. Measure trust, not traffic.

   Impressions and likes are surface-level. Trust is built over repeated, consistent value — measured by private messages, collaboration requests, and referrals, not just engagement metrics.

   
   

From Noise to Narrative

Visibility is not about chasing algorithms — it’s about creating coherence. It’s the art of showing up with substance, of turning your experience into meaning for others.

When done right, visibility isn’t noise; it’s a quiet signal that says: “I’m here. I’m credible. I can help.”

For HR leaders, recruiters, and professionals navigating today’s crowded landscape, that signal makes all the difference.

Ready to Build Visibility That Resonates?

If you’re tired of posting without traction —or still feel like that cat on the doorframe, unsure how to start—I help professionals and HR leaders design authentic visibility strategies. From your LinkedIn profile to your content plan, I’ll help you move from “being seen” to being heard.

📩 Drop me a line to learn more

References (APA style)

• Bolino, M. C., Long, D., & Turnley, W. H. (2016). Impression management in organizations: Critical questions, answers, and areas for future research. Annual Review of Organizational Psychology and Organizational Behavior, 3(1), 377–406.

• Edmondson, A. C. (2018). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. Wiley.

• Goffman, E. (1959). The Presentation of Self in Everyday Life. New York: Anchor Books.

• Parker, A., & Collins, C. G. (2010). Making things happen: A model of proactive motivation. Journal of Management, 36(4), 827–856.

• Wayne, S. J., & Ferris, G. R. (1990). Influence tactics, affect, and exchange quality in supervisor–subordinate interactions: A laboratory experiment and field study. Journal of Applied Psychology, 75(5), 487–499.*