A transparent organisation can best be described as one where clear and open communication is expected and encouraged, both by leaders and front-line staff.
comfortable challenging the status quo, a marketplace of ideas forms seeking how best to optimise systems, processes, workflows and strategies. The next ground-breaking idea doesn’t hold much value if it can’t be communicated, shared, developed and actualised! Similarly, information hording and secrecy can be a very expensive exercise if it stifles new ideas and initiatives.
Transparency can also be a culture booster - creating trust, a feeling of respect and higher levels of staff engagement. A 2013 Harvard Business Review study found that employee engagement can be positively impacted by transparent leaders who clearly communicate with staff, and ensure individuals understand the impact their role has on overall strategy. This only serves to highlight the importance of moving away from mushroom management and aspiring to share the bigger picture whenever and wherever possible.
For leaders, transparency can deliver improved visibility and clearer line of sight across their teams. When leaders model open and honest communication, they create the conditions in which employees feel safe to do likewise. Transparent cultures can also help to avoid the creation of siloes and can provide leaders with the information and insight to make informed decisions leading to better outcomes.
If you are seeking to build more transparency into your organisation here are 3 key practices to start with: