My previous two blog postings are part of a much larger challenge for leaders in particular and organizations as a whole….it is “transparency”. This word is used so much inside organizations that I believe its meaning has truly been lost. In my client work, I have discovered that it means having the important conversations that have been avoided, gaining all perspectives necessary for improved decision making, being as open as possible about the issues/matters important to organizational business and engaging all stakeholders in meaningful conversation. I have found that the organizations I work with believe they demonstrate this definition of transparency and yet, in speaking with employees I find that is not the case. And this disconnect between how leadership views transparency and what employees experience is not unique to my clients.In a 800 participant study, Fierce, Inc  found that nearly 50% identify lack of company-wide transparency and too little involvement in company decisions as key areas of concern.
Much has been written about the reasons for this discrepancy and rather than delve into those reasons, I prefer to focus on how to achieve/model transparency. In my opinion, the first step is addressed in my previous two posts: “I Don’t Know” and “Seeking Answers”. The second step is learning the strategic communication skills that can literally create a transparent organizational culture!
Curious? Contact me for more information!