It’s a common leadership pitfall: a decision is made with the best of intentions—sound reasoning, thoughtful input, even a hopeful eye toward progress. But when it’s rolled out? Resistance. Confusion. Distrust. The backlash can feel disproportionate to the substance of the decision itself.
What went wrong?
In many cases, it’s not the what, but the how. A well-reasoned, right-minded decision can fall flat—or worse, spark backlash—when the process behind it is shrouded in secrecy or lacks clarity. In today’s workplace, transparency isn’t a nice-to-have—it’s essential for trust, morale, and engagement.
And let’s be clear: transparency doesn’t mean that everything must be shared. It doesn’t mean inviting everyone to vote on every policy or broadcasting every budget discussion. Transparency means that the process is clearly conveyed, the rationale is shared, and people understand how and why decisions are made—even when they aren’t the final decision-makers.
A Transparent Process in Action
Imagine a mid-size nonprofit planning to restructure several departments to better align with its updated mission. Leadership knows that some roles will change and a few may be eliminated. Rather than quietly designing the plan and dropping it fully formed onto staff, they take the following steps:
- Initial communication: The executive director announces that restructuring is being explored and shares why—framing it in terms of mission, sustainability, and service impact.
- Inviting input: A cross-functional team is formed to surface ideas and concerns. Focus groups are conducted. Anonymous surveys are shared.
- Clarifying decision-making: Leadership communicates that while not all input can be implemented, every voice will be heard. The leadership team is ultimately responsible for the final decisions.
- Updates along the way: Even before a final plan is formed, progress updates are shared—what’s being considered, what’s off the table, and why.
- Decision rollout: When the final plan is announced, the rationale is provided. Leadership also acknowledges the process, thanks contributors, and provides support for transitions.
Not everyone agrees with every outcome. But most people feel seen, respected, and informed. That’s the power of transparency.
5 Tips for Building Transparency into Decision Making
- Start with the “why”: Begin with purpose. What’s driving the need for this decision? Frame it in alignment with your organization's mission, values, or strategic goals. When people understand the why, they’re more open to the what.
- Clarify the decision-making structure: Is this a collaborative decision? Consultative? Leadership-led? Be upfront about who is making the decision, what input is welcome, and what’s already non-negotiable. Clarity here reduces confusion and resentment later.
- Communicate early and often: Don’t wait until every detail is nailed down. Transparency thrives in progress updates. Even saying “we’re still working through it” builds trust—because people feel looped in rather than left out.
- Acknowledge input—even when it’s not used: Let people know what themes you heard and how they influenced the process. If you couldn’t use certain suggestions, say so respectfully. It shows integrity and thoughtfulness.
- Be honest about the constraints: Transparency includes being upfront about what’s driving limitations—budget, compliance, timeline, politics. People appreciate real talk more than false optimism or strategic vagueness.
The Impact of Transparency
Transparency isn’t just a feel-good value. It drives real, measurable benefits in organizational culture and performance:
- Higher morale: When people feel included and informed, they’re more motivated and emotionally invested.
- Stronger trust: Trust isn’t built through perfection; it’s built through consistency, honesty, and clear communication—even in hard moments.
- Greater accountability: Transparent processes help people understand their roles and responsibilities, which drives follow-through.
- Improved decision quality: Open dialogue often surfaces blind spots, leads to better solutions, and reduces costly missteps.
- Cultural alignment: Transparency reinforces values like respect, integrity, and collaboration—creating a culture people want to stay in.
Transparency is leadership in motion. It’s how you show, not just say, that people matter. And it’s one of the most powerful ways to strengthen the connective tissue of your organization—one clear, inclusive decision at a time.
Let’s lead with clarity. Let’s communicate with care. Let’s model the kind of culture we all want to be part of.
With care,
DeEtta