Leaders talk about transparency. Lots of articles about it. Do we really know meaning of word? How to apply it.
Transparency can refer to different situations. Definition will vary some. With kids, it’s a simple, clear black and white. In social settings it softens. How about in business situations?
Talked to 3 business leaders last week and asked them what transparency meant to them
First defined it as “open honesty, clearly stated on how we arrived at course of action.”
Second elaborated. ”I like to shine spotlight on whatever we are working on. Encourage team to contribute their thoughts on how we can be more transparent.”
Third: I cover not only what, why and how, but the financial implications from costs to benefits.”
My take away? We each need to think about specific issue we are working on today. Handle transparency slightly differently each issue/project.
3 Keys to Applying Transparency
How does this issue impact the team and organization?
What parts need to be clarified? Elaborate on? At what depth?Are we going to get “push back” on the issue and decision we implement?
If so how and how much should I and team share? More you can share on how decision was made the better. What alternatives were considered and why were they discarded? What were critical parts of decision making? Supply chain issues, ease of product use, distribution, etc. Explain clearly the “how” of the decision process.Transparency is about building credibility.
Anything you can tell about the decision process that helps people understand. They don’t have to agree. They do have to see the logic and care that went into the decision. Explain why critical factors became critical.
The more push-back there is, more important that the issue is fully explained. What the tradeoffs were. Why they were not adopted.
All three leaders said making decisions was the easy part. They spent more time thinking how to clearly communicate the decision to assure buy off.
Your Call To Action-3 questions
Review your current projects. Ask yourself:
Have I clearly explained the why and how behind the issue?
Do all parts of organization affected understand above answer?
Have I clearly explained the results we expect?
Be transparent!
Tom Ferree is the founder of Ferree & Associates and SecureEmploy, organizations focused on helping companies find exceptional talent and helping professionals advance their careers. Since founding Ferree & Associates in 1977, Tom has worked extensively with hospitality companies, executives, and rising leaders across the industry. Through SecureEmploy, he shares practical career strategies, leadership insights, and real-world advice to help professionals grow their careers and help organizations build stronger teams.
