How to Foster a Culture of Transparency

Many organizations don’t create a space where we can talk openly and candidly when we feel unfulfilled or demotivated in our work.⁣ ⁣ It’s bad for the person—who now has to keep that feeling inside, who continues to feel disengaged, and who might even interview for other positions without being upfront about that. And it’s bad for the organization—who now isn’t tapping into this person’s true motivation and getting their best work, and who might also lose a valuable member of the team as a result.⁣ ⁣ In my company, we decided to do the opposite. We talk about growth openly. ⁣ ⁣ In this speech, I share the example of Rachel, who has been working with me for nearly 13 years. In 13 years, Rachel and I have had several tough and beautiful conversations about her role. Rachel has had the courage to be honest with me when her spark is dimming, and I have come in with the mindset that we can evolve her role and figure it out together. None of it happened overnight, but after evolving her role several times, Rachel would tell you that today she’s in her sweet spot and has never been happier. ⁣ ⁣ But none of that would have happened if we didn’t talk about it. ⁣ ⁣ Today, we have growth check-ins. At least once a year, I ask each person on my team what needs to stay the same and what needs to change in order for them to be happy and fulfilled. And outside of that, we commit to courageous communication. When someone isn’t fulfilled, we talk about it. Can we evolve the role? Or maybe it’s time for this person to move on? Either way, it’s success, and we can support one another throughout the process. I once got a 365 day resignation because of our culture of transparency. A whole year to prep—what a gift for both. ⁣ ⁣ The more safety we create in our organizations for people to be human, the more we take care of our people and the more they will take care of our organizations. ⁣ ⁣ I really do think it’s that simple 🧡

💡 'What do I need to know that I don't know?' 💭 A question I encourage clients to ask during one-on-ones. Also a killer question for any situation - problem-solving meetings, creating new products, dealing with competitors, creating innovative solutions. 🚀 As you move up the leadership ladder people are less likely and willing to tell you the real deal. So you need to seek it out by asking hard questions. What's happening? What's the current mood? Are people satisfied with the direction the organization is heading? Any hidden issues that might cause future trouble? 👀 Letting your team know that you want to know what's happening creates a culture of transparency and safety. This culture is crucial for success. 🎯 One idea is having informal lunches or coffee ☕ with employees, you might not usually interact with. Ask them how it's going, what's working, what's not, and finally, 'What do I need to know that I don't know?'. You'll be surprised by the amount of information you would never have received otherwise! 📚 Truth is, the biggest breakthroughs happen when issues are talked about honestly and openly. 🗣 The magic moment? The moment you dare to ask, 'What aren't we saying?', you shed light on issues in the shadows. You bridge gaps. You build bridges. You create a culture of trust, respect, and transparency 💖 Do you have the guts to ask 'What do I need to know that I don't know?' 🤔 Are you ready to start the conversation? If you want help with how to start, get in touch! #difficultconversations #feedback #executivecoach #leadershipcoach #AhernLeadershipCoaching #makeitmatter

As an experienced recruiter in the food manufacturing sector, I've noticed a recurring theme when passive candidates take my call: 𝒎𝒂𝒏𝒚 𝒑𝒓𝒐𝒇𝒆𝒔𝒔𝒊𝒐𝒏𝒂𝒍𝒔 𝒇𝒆𝒆𝒍 𝒅𝒊𝒔𝒄𝒐𝒏𝒏𝒆𝒄𝒕𝒆𝒅 𝒇𝒓𝒐𝒎 𝒕𝒉𝒆𝒊𝒓 𝒆𝒎𝒑𝒍𝒐𝒚𝒆𝒓𝒔' 𝒑𝒓𝒊𝒐𝒓𝒊𝒕𝒊𝒆𝒔. They often express concerns that their contributions and insights are not fully recognized or valued, impacting their job satisfaction, productivity, and morale. Bridging this gap is crucial for fostering an engaged and motivated workforce. Here are some effective strategies: 1. 𝐑𝐞𝐠𝐮𝐥𝐚𝐫 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧: Establish open lines of communication through regular meetings, updates, and feedback sessions. 2. 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧: Implement programs to recognize and reward hard work and contributions. 3. 𝐈𝐧𝐯𝐨𝐥𝐯𝐞𝐦𝐞𝐧𝐭 𝐢𝐧 𝐃𝐞𝐜𝐢𝐬𝐢𝐨𝐧-𝐌𝐚𝐤𝐢𝐧𝐠: Include employees in decision-making processes related to their roles or departments. 4. 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭: Invest in training, mentorship programs, and career advancement opportunities.  5. 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐭 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩: Share company performance, challenges, and successes to build trust.  6. 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐌𝐞𝐜𝐡𝐚𝐧𝐢𝐬𝐦𝐬: Create channels for employees to voice concerns, suggestions, and ideas. If you’re looking to increase your retention rate, companies should create a more cohesive and motivated workforce, driving both individual and organizational success. #communication #recognition #employeeretention #foodmanufacturing #foodandbeverageindustry #talentacquisition Miller Resource Group

Leaders, let’s start this Tuesday with a commitment to fostering Trust within our organizations. As recent trends indicate, trust is not just an emotional asset; it's a foundational element of successful leadership. It has been my experience and observation that transparent communication and accountability are pivotal in nurturing trust. Similarly, the importance of consistent positive interactions and empowering employees through delegation are keys to building trust. The authority transferred to junior Sailors by delegating duties and responsibilities used to be a staple of identifying leadership potential and measuring their preparedness for greater levels of accountability. Here are three ways we can generate and maintain trust in our organizations: 1. Emphasize Transparent Communication: Ensure that every message, whether good or bad, is communicated clearly and openly. Transparency not only builds trust but also helps in aligning your team’s expectations with the organization’s goals. 2. Empower Through Delegation: Trust your team with responsibilities. Delegation is not just about distributing tasks; it's about showing trust in your employees' abilities to handle important roles, which in turn boosts their confidence and commitment to the organization. 3. Consistent Recognition and Feedback: Regularly acknowledge the contributions of your team and provide constructive feedback. This recognition fosters an environment of mutual respect and trust, which is essential for any thriving workplace. Leaders, I encourage you to share your experiences. What strategies have you implemented to build trust within your team? Let’s exchange ideas and continue to grow together! #Trust #BuildingResilience #LeadershipDevelopment #KempSolutions

Next week marks 25 years since I founded Mongabay out of my passion for nature (https://mongabay.cc/pazNOU). I never imagined that a personal effort to raise awareness about tropical forests would evolve into a global network of dedicated journalists reporting from nature’s frontlines (https://mongabay.cc/9v8f9C). It’s been incredible to see the contributions of these talented individuals making a real-world impact, from halting destructive projects to inspiring meaningful action. Reflecting on this journey, here are a few lessons that have guided my approach at Mongabay: 🌿 Recognize when success is due to circumstances or good fortune, rather than solely talent or insight. Acknowledging the role of luck and external factors is crucial for understanding the true reasons behind why something has worked. 🌿 Model the behavior and values you wish to see in your team. Leading by example fosters a culture of integrity. 🌿 Invest your time and energy where it counts. Focus on areas where you can make the most significant impact, even if it means making tough choices. 🌿 Respect people and their ideas, other species and the ecological systems that sustain us. A holistic view of respect fosters a deeper connection to your mission and to each other. 🌿 Believe in the goodwill of others. This builds a foundation of trust. 🌿 Listen. Truly listening can reveal insights and perspectives that might otherwise be overlooked. 🌿 Encourage open communication. Dialogue is key to fostering innovation and resolving conflicts. 🌿 Limit assumptions, especially when it comes to people. Keeping an open mind reduces misunderstandings and promotes inclusivity. 🌿 Minimize micromanagement. Trust your team and give them the autonomy to thrive. 🌿 Find passionate people and offer them opportunities to pursue purposeful work. 🌿 Position people to succeed. 🌿 Ensure that people have the flexibility and support to maintain a healthy work-life balance 🌿 Foster a “no blame” culture. Learning from mistakes rather than assigning blame can reduce tension. 🌿 Admit when you’re wrong. 🌿 Say thank you. Genuine gratitude strengthens relationships and morale. 🌿 Follow through on commitments. Reliability is the cornerstone of trust and respect. 🌿 Be scrappy. Resourcefulness can overcome limitations and lead to innovative solutions. 🌿 Embrace iteration. Continuous improvement is essential in a changing world. 🌿 See things through. Persistence, with flexibility, can help overcome adversity. Staying committed while adapting to new challenges is crucial for long-term success. 🌿 Get outside regularly, ideally in nature. Nature can inspire and rejuvenate, reminding us why our work matters. Thanks to everyone who has been part of this journey. Your support and dedication have been invaluable. 📸 Jul 1999 and May 2024

Recently, I've been thinking about a memorable scene from "Moneyball," a film that delves into the Oakland Athletics' extraordinary 2002 season. This season was notable not just for their impressive win streak but also for pioneering the use of baseball analytics, which fundamentally changed the game. In a poignant scene, Brad Pitt, who portrays Billy Beane, the Athletics' general manager, imparts wisdom on how to release a professional baseball player to Jonah Hill's character, Peter Brand. Beane's methodology is straightforward: communicate directly, clearly, and without any unnecessary embellishment. This approach underscores the importance of honesty and clarity, especially in difficult conversations. This scene particularly resonates with me, echoing my experiences in the Marine Corps. In the military, directness is not just a preference; it's a necessity. We might not always appreciate what we hear, but the value of receiving information unvarnished and unequivocally is immeasurable. It eradicates any ambiguity about one's standing or what the future holds. I think many veterans appreciate this and attempt to model it in our civilian careers. This principle of direct communication has profound implications beyond just the military or sports management; it's invaluable in our professional lives. Leaders, colleagues, and subordinates alike should strive for openness and honesty in their interactions with one another. Whether it's providing feedback, sharing instructions, or discussing changes, it's crucial that all parties understand exactly what's being communicated. By embracing this ethos of direct communication, we can foster a more transparent, trustworthy, and efficient workplace environment, benefiting everyone involved.

This week I've had the same conversation with several clients across different industries who have confided in me about their desire to provide more transparency and open communication to their teams and get it from their leadership. All of them are working through major changes so it's no wonder, really. Major changes are swirling around us all, and uncertainty can be a breeding ground for anxiety. Especially during times of change, employees crave information. Here are some communication tips to navigate uncertainty, both for employees and leaders: For Employees: 🔍 Seek Clarity, Not Certainty Don't expect to have all the answers. Focus on understanding the situation and the company's approach. ❓️ Ask Questions & Share Feedback: Open communication is a two-way street. Don't be afraid to ask questions and provide constructive feedback. ➕️ Stay Positive & Be a Source of Calm: A positive attitude is contagious. Be a source of support for your colleagues. For People Leaders: 🗣 Communicate Early & Often: Keep your team informed, even if there's no news. Regular updates build trust and reduce anxiety. 🤝 Be Transparent & Honest: Acknowledge challenges and don't sugarcoat the situation. Be honest about what you know and what you don't. 🌈 Focus on Solutions & Hope: While acknowledging challenges, focus on solutions and the path forward. Offer words of encouragement and hope. By following these tips, you can foster a more positive and productive work environment during uncertain times. #CommunicationMatters #TransparencyMatters #3KeysConsulting #IncBlocks #KeysToTheFuture #KeysToSuccess #Change #TransformTheFuture #Transparency #Coaching #KeysToChange #ChangeManagement

I often get asked about the traits of effective modern leaders. Transparency often rises to the top in these conversations. Leaders, and their teams, today need transparency into data and operations. It's no longer enough to pay lip service to being transparent. Leaders must open up metrics, processes, and decisions to earn trust. I've seen what happens when leaders aren't transparent - confusion, disengagement, and frustration fester. Teams wonder whether decisions are arbitrary or political. Morale and retention suffer. True transparency means sharing business context and logic behind choices. It empowers teams to align goals, spot issues early, and course-correct collaboratively. Transparency is a competitive advantage. Research shows transparent cultures have higher returns, better talent, and more innovation.  People give their best work when they feel trusted. So how do you build a transparent culture? Here are 3 places to start: 1. Open up key metrics and financials so people understand priorities. 2. Explain the why behind decisions, especially changes that impact people. 3. Solicit input and feedback frequently so people feel heard. Interested in learning more about empowering your teams? Let's connect.

One of my biggest challenges over the years as a leader at Advanced Clinical has been to create an environment where team members feel safe to express themselves, take risks, and share their authentic thoughts. It is not just a nice-to-have; it's a must for fostering innovation, collaboration, and overall team success. My good friend and colleague, Victoria Hill, posted this graphic a while back, and it stuck with me. Here’s a quick check-list to see if your team is feeling psychologically safe: ✅ Safety: Open communication ❌ Danger: Silence or hesitancy to voice opinions ✅ Safety: Constructive conflict ❌ Danger: Avoidance or fear of disagreements ✅ Safety: Active participation ❌ Danger: Holding back or reluctance to participate ✅ Safety: Acknowledgement of mistakes ❌ Danger: Blame culture or fear of punishment for errors ✅ Safety: Supportive environment ❌ Danger: Lack of teamwork A big focus of mine is open communication and transparency, which helps develop trust among all members of the team. Which are you working on? #Teamwork #Leadership #LeadershipDevelopment #Culture

Have you ever waved goodbye to a high-potential hire due to something as underappreciated as communication? Let's venture into a narrative that's all too common. There's a saying, 'actions speak louder than words'. What happens when those words are missing? Once, an outstanding candidate graced our interview room. They carried a sea of competencies and an air of authenticity - the sort of candidate you hold out for. They had a vulnerable spot, 'a need for straightforward communication.' What a candid confession! Fast-forward a few weeks, our new recruit was shining; communication, unfortunately, became our shared Achilles heel. Soon enough, our star player exited stage left. The absenteeism left us dazed. Exit interview revelations? A dearth of open communication. Communication is the lifeline of any team. It extends beyond tasks. It encompasses connection, empathy, and a culture where people feel acknowledged and cherished. We got schooled the hard way - honesty reciprocated with honesty. When a team member cherishes open communication, we ought to reciprocate, not ignore. Hear out your team members - it isn't about damage control but prevention. When you next hear an interviewee share their narrative or an employee voice their opinion, pay undivided attention. React, rectify, make an impact. Don't let the next talent slip through your fingers due to communication gaps. Here's a proposition - let's pledge from today to become superior communicators. To listen more, speak less, and match the honesty of our people with our own. Are you in? This narrative should trigger a pivot towards change. Pour in your insights, or personal tales on enhancing office conversation below. Let's learn, grow and promote a healthier, open, and inclusive conversation culture. Done reflecting? Now let's turn thoughts into action. Break the ice in your team. Start that heart-to-heart dialogue you've been putting off. Feel the effects? Share your journey below. Let's embark on this voyage of open communication together, one conversation at a time.