Benson (2015) discusses the idea that, as leaders, we must share information with our team: “Your staff must know and understand why you are doing what you are doing” (Benson, 2015, p.58). Benson (2015) goes on to say that it’s even more important that we manage the meaning of the information we share out with the teams; we need to put it into context. Having the right level of transparency fosters trust and accountably within the organization’s culture (McNaught, 2013).

I believe the the right balance of transparency differs by organization. A mature organization versus an immature organization will require different levels of transparency. Transparency is all about being open and honest with both leaders and followers. It goes beyond simply sharing information at an organizational level; it about sharing positive and negative feedback within a team (Northouse, 2016). This is the foundation of a coaching culture. Having the appropriate level of transparency affords the team some level of buy-in; it’s makes them feel as if the decisions were made with each of them in mind. This approach yields influence to the leadership team.

References:

Benson, D. (2015). The five fundamental tasks of a transformational leader. Physician Leadership Journal, 2(5), 58–62. Retrieved from http://www.physicianleaders.org/news/journals/plj

Northouse, P. G. (2016). Leadership: Theory and practice (7th ed.). Thousand Oaks, CA: Sage.

McNaught, D. (2013, February 4). The pros and cons of organizational transparency [Web log post]. Retrieved from http://thechangeleader.com/the-pros-cons-of-organizational-transparency/