False Secrets
as if I need to write another article about transparency...
In twenty-ish years in leading teams, one thing I've discovered is that a lot of things may seem secret that aren't really secrets at all. There is need for secrecy sometimes (personal issues, ew products, org changes, etc.) - but for most businesses, there's very little that should not be shared widely. Without transparency - and opportunities for transparency, the things that aren't shared (for whatever reason) feel like secrets - and when there are secrets, employees. insecurities and anxiety increases.
Getting Naked
Throughout the story told in Patrick Lencioni’s fable Getting Naked, the protagonist learns that true success in consulting comes from vulnerability, selflessness, and a commitment to the customer’s best interests. While the book’s lessons focus on consulting, the principles translate well into leadership, particularly the concept of transparency. As leaders, we’re often conditioned to believe that projecting confidence and control is paramount. Yet, the courage to be transparent can be the ultimate differentiator.
Transparency and Trust
Transparency is the cornerstone of trust. When leaders are open about their intentions, challenges, and decisions, they create a culture where trust can flourish. Teams don’t expect their leaders to have all the answers; they expect honesty. In Getting Naked, Lencioni’s protagonist embraces vulnerability by admitting mistakes and sharing uncertainties, which ultimately strengthens client relationships. Similarly, in leadership, being transparent signals to your team that you’re human, approachable, and committed to shared goals.
I once led a team navigating a complex project with shifting priorities and unclear requirements. Initially, I felt the pull to shield them from external chaos, presenting an overly polished narrative in meetings. A lot of managers think that their job is to shield the team from things like this, and I fell into that trap.
But the more I withheld, the more I noticed disengagement and skepticism growing across the organization. When I finally decided to share the real story—admitting what I didn’t know and explaining the broader challenges—the shift was immediate. The team’s energy changed from frustration to problem-solving. Transparency didn’t magically solve our problems, but it united us in tackling them together.
The Myths of Transparency
Despite its benefits, transparency often gets a bad rap. It’s easy to conflate transparency with oversharing or to fear that being open makes you appear weak. These misconceptions hold leaders back:
Oversharing vs. Intentional Sharing: Transparency isn’t about dumping every thought or detail on your team. It’s about providing relevant, meaningful information that helps the organization understand the bigger picture.
Strength in Vulnerability: Admitting you don’t have all the answers doesn’t diminish your authority. Instead, it models humility and invites collaboration, demonstrating that leadership is a shared effort. Too many leaders are afraid to admit that they don't know - or that they were wrong about a decision.
Authors like Brené Brown emphasize the power of vulnerability in leadership, noting that “courage starts with showing up and letting ourselves be seen.” In this way, transparency is an act of courage that fosters connection.
Practical Steps to Leading Transparently
Leading with transparency doesn’t require a seismic shift. Small, intentional steps can have a significant impact:
Share the "Why": Explaining the reasoning behind decisions, even difficult ones, helps your team understand your thought process. For instance, if budget cuts are necessary, outline the factors that led to the decision rather than leaving them to speculate.
Admit Uncertainty: No one expects you to have all the answers, especially in complex or evolving situations. When you admit uncertainty, you invite others to contribute ideas and solutions, strengthening team engagement.
Own Your Mistakes: Leaders who acknowledge their missteps set a powerful example. Owning up not only reinforces accountability but also creates a safe environment for others to do the same.
Invite Feedback: Transparency is a two-way street. Regularly seek feedback and demonstrate that you’re willing to act on it. This not only builds trust but also signals that everyone’s voice matters.
Balance Clarity and Boundaries: While openness is vital, it’s equally important to respect confidentiality and share information thoughtfully. Being transparent doesn’t mean compromising discretion.
Transparency and Psychological Safety
Transparency’s effects extend beyond trust; it’s a critical component of psychological safety. Teams thrive when they feel safe to speak up, take risks, and express dissent without fear of retribution. Amy Edmondson’s research on psychological safety highlights that when leaders are transparent, they create an environment where it’s okay to fail and learn openly.
Consider how transparency fosters psychological safety in meetings. A leader who openly admits, “I’m struggling to see how we’ll hit this goal” creates an opening for candid dialogue. In contrast, a leader who maintains a façade of certainty may inadvertently stifle input, as team members hesitate to challenge or contribute.
What Transparency Is Not
It’s crucial to recognize the boundaries of transparency. Being transparent doesn’t mean sharing everything, all the time. Leaders must discern:
Relevance: Share information that directly impacts your team’s work and decision-making.
Timing: Transparency is most effective when delivered at the right moment. Sharing incomplete information often will create confusion rather than clarity.
Discretion: Not everything needs to be shared. Certain topics, such as sensitive personnel issues, require confidentiality. Transparency should never compromise ethical boundaries.
The Leadership Challenge
Leading with transparency requires courage. It means setting aside ego, embracing vulnerability, and trusting your team with the truth. But the payoff is undeniable: stronger trust, greater engagement, and a more resilient culture.
I challenge any leader to reflect on your own leadership. Where are you holding back? What fears or insecurities might be preventing you from leading transparently? Start small. In your next team meeting, share a challenge you’re facing or invite input on a decision you’re weighing. Observe how your openness shifts the dynamics.
Closing Thoughts
Transparency isn’t just a leadership tactic; it’s a mindset rooted in humility and service. As Lencioni’s fable reminds us, the willingness to “get naked”—to be open, honest, and vulnerable—isn’t easy, but it’s what sets exceptional leaders apart. By leading transparently, you’re not only strengthening your team but also setting a powerful example for others to follow.
So, go ahead. Take the risk. Lead with transparency. You might be surprised by the trust, collaboration, and growth that follow.
I think it was Michael Lopp who once wrote something like this.
In the absence of information, people will assume the worst possible version of the truth.
So give people the information they need to align and work towards common goals.
-A