Mastering transparency in organisational transitions

In the ever-evolving landscape of organisational changes, finding the right equilibrium between transparency and confidentiality is paramount. As leaders, how can you effectively communicate when the full picture remains unclear? Here are five strategies to guide you through this intricate process.

CREDIT: This is an edited version of an article that originally appeared on Harvard Business Review

Explore full transparency

Start by embracing radical transparency, sharing all available information with your team. Collaborate with a trusted colleague to delve into the decision-making process, uncovering potential gaps in logic and necessary information. However, strategically withhold certain details, considering immediate and downstream consequences. Leverage different perspectives to challenge your reasoning and ensure clarity.

Define your principles

Define principles that mirror your organisational values, such as humanity, honesty, and fairness. Allow these principles to steer your communication strategy. Uphold honesty as telling the truth, justice as doing the right thing, and purpose as doing the right thing for the right reasons. These principles provide a robust framework, especially in complex and uncertain situations.

Articulate the situation clearly — but not overly so

Precisely frame the context of the situation when communicating with employees. Describe the developments that prompted consideration for changes, emphasising specific impacts on the organisation’s financial and strategic position. Steer clear of vague market commentary and employ plain language. Be forthright about the incomplete nature of the information, promising transparency in future updates. Specify the timeline for further communication to manage expectations.

Maintain resilience

Refrain from the temptation to selectively share information with a few individuals before official announcements. Such actions can undermine trust and create confusion. Uphold a structured communication approach to demonstrate respect for all involved employees. Additionally, stand firm in your decision-making, especially when faced with opposition. Remind yourself of the importance and purpose behind the changes to stay focused on the larger goal.

Harmonise other activities

Stay attuned to parallel organisational events, initiatives, and decisions that might conflict with the changes under consideration. Anticipate heightened scrutiny from employees who lack the full picture. Ensure that all organisational activities align with broader goals and maintain transparency to avoid confusion.

Navigating organisational change demands a delicate balance between transparency and confidentiality. While not every detail may be revealed, transparent communication about the situation, your considerations, and your commitment to organisational values can foster trust and understanding among your team. Effective communication during times of uncertainty is an art that requires a thoughtful strategy and a human touch.