Unlocking Trust Through Transparent Leadership

Transparency is pretty straightforward for leaders.

Share everything you know to build trust and ensure everyone is rowing in the same direction.

It’s easy… at first.

But then something comes up, and you hesitate to share because you fear the fallout.

So, you either avoid sharing, or worse, you lie.

Context matters, and there’s a lot of grey area I’ll get into later.

Nonetheless, an organization that consistently hides or lies will run into issues.

Everything becomes smoke and mirrors. You never know the real reason a decision was made, and naturally, skepticism grows. Resentment soon follows.

I’m not saying you have to spill the beans on everything. As a leader, you will be confronted with facts about the business that simply cannot be shared.

And if that information were to get out, they could have drastic effects.

But a great leader finds a way to maintain transparency.

It’s a challenge, no doubt, but you have to attack it head on.

I imagine some leaders and owners shaking their heads already.

I get it. You have to do what’s best for the business, and sometimes withholding certain information is necessary to keep things moving forward.

But understand this: if you’ve built a tight-knit team, a group of people who genuinely trust you, they can handle bad news.

It’s like Tony Robbins says, “What’s bad is always available, but so is what’s good.”

You’d be surprised how many will jump into the trenches with you. Even if the news is unsettling, people will find purpose in pushing themselves for a greater cause.

I worked for an organization for seven years that wasn’t transparent.

They withheld information on everything—from changes to the business model to major issues to any sort of organizational shift. Part of it was a communication issue, but the other part was the belief that sharing bad news would disrupt the business. They feared that discussions about big changes or unsettling news would unhinge teams.

They weren’t bad people. They had the business’s best interest at heart, but they didn’t see the disorder and resentment growing within the staff.

When shit hit the fan, we had a 75% turnover rate (me included).

I try to empathize with employers and the tough decisions they have to make. But at the end of the day, the pros of transparency outweigh the cons.

I’ve learned some methods that help me stay transparent, even in the hardest times. I’ve shared them below.

Am I perfect? I think we know the answer to that.

I just try to challenge myself at every turn, and that alone has made me more transparent than ever.

Like I said, there’s a lot of grey area here, but take some time to think about it this week.

Remember: Transparency → Trust → Unity → Results.

A Practical Guide to Transparency for Leaders

Transparency is essential for building trust, unity, and ultimately driving results within your team. Below are actionable steps to help you become a more transparent leader, even in the most uncomfortable situations.

1. Be Vulnerable and Embrace Discomfort

Sharing difficult news or addressing sensitive topics requires vulnerability. You have to sit in that uncomfortable space and be open about the challenges, even when you’re not sure how it will be received.

How to apply it:

- Acknowledge the difficulty of the situation upfront. Let your team know that the conversation may be uncomfortable for everyone, including you.

- Share your thoughts and feelings honestly. This doesn’t mean oversharing, but expressing that you’re also affected by the situation helps build trust.

When you let your team see that you’re human and dealing with the same uncertainties, it creates a safe space for open communication.

2. Ask for Input and Include Your Team

Transparency is not just about delivering information—it’s about creating a two-way dialogue. Ask for your team’s input and involve them in the decision-making process as much as possible.

How to apply it:

- After sharing the news, ask for their perspective. How do they see the issue? What ideas do they have for navigating it?

- Make them feel included by letting them know their feedback matters. Even if the decision is final, creating a collaborative atmosphere helps them feel empowered and valued.

3. Explain Your Perspective Clearly

One of the biggest barriers to transparency is leaving too much room for interpretation. When you don’t clearly explain where you’re coming from, people will create their own narratives—and those stories might lead to distrust or confusion.

How to apply it:

- Before sharing information, think about your exact reasoning. Spell it out. Tell them where you're coming from and why certain decisions are being made.

- Anticipate how your team might interpret the news and proactively address any misconceptions they could develop.

Being clear about your intentions and rationale helps extinguish any negative assumptions before they take root.

4. Prepare What You Can and Cannot Share

While transparency is vital, there will always be limits to what you can share. But withholding information doesn’t mean you can’t be transparent about the boundaries of your disclosure.

How to apply it:

- Prepare ahead of time by identifying the details you can’t disclose, and be upfront about why certain things are off-limits.

- Focus on giving them as much information as possible that relates to their specific roles. This ensures that your transparency is practical and helpful to their day-to-day responsibilities.

5. Tie Transparency to Their Personal Growth

People will feel more connected to your transparency when they see how it ties into their own ambitions and goals. Make sure your team understands how the information you're sharing helps them move forward, even if it's difficult.

How to apply it:

- When presenting tough news, also outline the opportunities that may come with it. For example, share how the situation may present a chance for them to take on more responsibility or learn new skills.

- Show them that you're actively working to support their career paths, even when the overall outlook may seem uncertain.

6. Stay Consistent and Follow Up

Transparency isn't a one-off event; it's an ongoing process. After you’ve had the tough conversations, be sure to follow up and stay consistent with your messaging.

How to apply it:

- Regularly check in with your team to gauge how they're processing the news and if they need further clarification or support.

- Stay true to the values and commitments you've communicated. If you’ve promised more transparency in the future, make sure you deliver on that promise.

Final Thoughts

Transparency requires vulnerability, trust, and preparation. It can be uncomfortable, but when done right, it strengthens the bond between you and your team. Remember to ask for their input, share your perspective clearly, and ensure they see how transparency aligns with their personal growth.

In the end, it's all about creating an environment where openness is encouraged, and the team can work together toward common goals—even when the news isn’t what they want to hear.