What Leadership Transparency Really Means
Some leaders believe being honest and open makes them, and their decisions, transparent.
Unfortunately, that is simply not the case.
Transparency is a very specific set of actions. Leaders who say they value transparency either prove it by their actions or they don’t. How transparent are you as a leader?
Transparent leaders are committed to a clear set of choices in their communication with teams and team members.
First, they inform others quickly about decisions, initiatives, and changes but go beyond merely describing “what” is occurring. They make it a point to explain the “why” behind the differences they are putting in place. Without articulating the rationale underlying decisions, transparency is diminished.
The most transparent leaders engage in dialogue around their decisions and the reasons for them. They take questions and encourage discussion to foster even more openness.
When team members get the chance to explore and challenge the decision and rationale, they become a part of the process.
Second, transparent leaders keep the team informed about progress toward the desired goals or outcomes of any decision or initiative.
They don’t wait to be asked about whether the execution of the decision is on track. They offer progress reports as an ongoing part of the dialogue that keeps the decision and its implications unambiguous.
Unfavorable data, like cost overruns or regulatory roadblocks, are discussed openly and are not hidden from view.
Third, they make documents, findings, and data used during execution available to anyone on the team and remain available to discuss concerns and issues with those who desire it.
They don’t become defensive towards team members who are critical or believe in a different path. Instead, they stay the course but are clear and precise as to why.
Lastly, transparent leaders use the conclusion of the project, initiative, or choice to close the circle and to talk about next steps, ongoing responsibilities, and how the results will be impactful in the future.
They don’t decide on their own whether the outcome was a success but seek feedback from those affected to arrive at this conclusion and then communicate that view.
When leaders are more transparent, they build trust, galvanize loyalty, foster more open communication throughout the organization, and promote accountability. Of course, team engagement with issues and decisions goes up as well.
Too many leaders think they are transparent when they are not. While it begins with being open and honest, that’s not enough. Leaders who value transparency must explain and engage along the way. By opening the door to their thoughts and reasons, people naturally follow them.
That’s why transparency is so essential for great leadership. Are you truly a transparent leader?
This is a great piece. I have been told I practice "radical transparency" in my communications, which I believe builds esprit de corps, buy-in, and creative problem-solving. This post provides great guidelines to ensure transparency is effective.
It even needs to start before a decision is made. A leader being transparent about issues that should be resolved or ideas for innovation need o expose and explore them long before a decision is made. The decision is just the middle step
Letting everyone feel like they had a role in the decision that was made is critical. It is the element that they are seen as valuable, as all one team moving toward something greater. Not everyone agreeing, but everyone given the opportunity to be heard.
Sometimes things are resolved with no decision at all. Just everyone seeing that a move in a direction is needed and take the steps themselves to improving. The non-decision can be most powerful.