Open, honest, transparent communication is a clear pathway to creating a culture of trust, yet many leaders still choose to control their teams through the control, manipulation, withholding of information. Why? This article looks into the risks of information control, and offers a few tips for leaders who aspire to create more transparency.
During a coaching session yesterday, one of my clients reflected on her recent experience as a new leader. Specifically, during a time of layoffs and organizational realignments. A major lightbulb moment occurred when she observed that, while it wasn’t easy, she felt comfortable discussing the changes with her team because she fully understood the rationale, the communication plan, the overall impacts, and how the displaced employees were being cared for, as well as the longer-term vision for the company.
When I asked her how this was different from her past experiences with organizational changes, she paused. After a moment, she smiled and said, “Because I was actually informed.”
This led to a conversation about the power of transparency, and how it builds trust when leaders share what they know, when they are able/allowed to share it, with as much candor as possible. Conversely, how a leader who is secretive, or manipulative with information quickly erodes a team’s confidence not only in the leader, but the overall organization.
It begs the question: Why DO some leaders choose to lead via information control?
In short, it allows them to maintain a sense of power and authority. However, this approach ignores the longer, corrosive organizational impacts. To highlight a few of the primary risks:
First, withholding information can lead to distrust and resentment among team members. When team members feel like they are not being kept in the loop, they may start to question the leader’s motives. They may also feel like they are not being given the opportunity to contribute their ideas and input. This can lead to a decline in morale and productivity.
Second, withholding information can make it difficult for team members to do their jobs effectively. Without the necessary information, team members may make mistakes or miss deadlines. They may also be unable to anticipate problems and take steps to prevent them. This can lead to project delays, cost overruns, and customer dissatisfaction.
Third, withholding information can create a climate of secrecy and fear. When team members are not sure what information they can share, they may become reluctant to communicate with each other. This can make it difficult for the team to collaborate effectively and solve problems.
For all these reasons – and many more – leaders need to think very carefully about the impact of withholding information on your team. By being open and transparent with your team, you can build trust and create a more productive work environment.
Here are some tips for leaders who strive to be more open and communicative:
- Be transparent about your decision-making process. Explain to your team why you are making certain decisions and how they will be affected.
- Delegate tasks and give team members the information they need to do their jobs effectively. This will help them to feel more empowered and engaged in their work.
- Create a culture of open communication where team members feel comfortable sharing their ideas and concerns. This will help to build trust and prevent problems from festering.
