Transparency Inside our Company


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Transparency Inside our Company

  1. 1. Transparency Inside our Company
  2. 2. Important Question <ul><li>How much should we tell our subordinates about what is really going on in our company? </li></ul>
  3. 3. The Answer <ul><li>The answer is simple: the more the better. </li></ul>
  4. 4. Leaders <ul><li>Leaders have talked about transparency for a long time, but it’s never been more important than it is now. </li></ul>
  5. 5. Why do we share Information? <ul><li>We share information with employees for a couple of reasons: </li></ul><ul><ul><li>It’s the right thing to do. </li></ul></ul><ul><ul><li>It’s good for business. </li></ul></ul><ul><li>If your company doesn’t have a culture of openness and free-flowing information, now is the time to move in that direction. </li></ul>
  6. 6. Transparency Main Reasons <ul><li>People assume the worst when they don’t hear from leaders: </li></ul><ul><ul><li>Silence from the executive suite causes a lot of fear and resentment, which certainly doesn’t contribute to a productive culture. </li></ul></ul>
  7. 7. Transparency Main Reasons <ul><li>Employees may not understand how the external environment affects the company: </li></ul><ul><ul><li>Creating a transparent company helps everyone stay mindful of the forces affecting the bottom line. </li></ul></ul>
  8. 8. Transparency Main Reasons <ul><li>Transparency helps employees connect to the why: </li></ul><ul><ul><li>When employees are working in a vacuum, they can’t see the financial “big picture”. </li></ul></ul><ul><li>Transparency connects them to the why - and that understanding propels them to act. </li></ul>
  9. 9. Transparency Main Reasons <ul><li>Transparency allows for consistent messaging across the organization. </li></ul><ul><li>When you commit to transparency, people don’t have to get their (speculative, distorted) news through the company. </li></ul><ul><li>They hear what’s really going on, in a controlled and consistent way, from their managers. </li></ul>
  10. 10. Transparency Main Reasons <ul><li>When everyone is hearing the same messages from their leaders, everyone is motivated to respond in similar ways: </li></ul><ul><ul><li>Employees in Department A get the same kind of leadership and direction as employees in Department B. </li></ul></ul><ul><ul><li>Everyone knows the rules. </li></ul></ul>
  11. 11. Transparency Main Reasons <ul><li>Transparency keeps good people from leaving: </li></ul><ul><ul><li>High performers don’t thrive in an atmosphere of secrecy and uncertainty. </li></ul></ul><ul><ul><li>They want to work for a company that treats them with respect and values their problem-solving skills. </li></ul></ul>
  12. 12. Transparency Main Reasons <ul><li>Transparency leads to faster, more efficient execution. </li></ul><ul><li>When times are tough, execution is everything. And the ticket to good execution is good alignment: </li></ul><ul><ul><li>All sectors of an organization must understand exactly what’s required so they act in a coordinated and collaborative fashion. </li></ul></ul><ul><li>Transparency is what facilitates that kind of alignment. </li></ul>
  13. 13. Transparency Main Reasons <ul><li>It eliminates Park Ranger Leadership: </li></ul><ul><ul><li>If you were lost in the woods a few times and a park ranger always showed up and led you to safety, you wouldn’t develop any survival skills. You wouldn’t have to. </li></ul></ul><ul><li>The same is true of employees who wait for their heroic park rangers (senior leaders, that’s you!) to lead the organization out of the economic wilderness. </li></ul>
  14. 14. Transparency Main Reasons <ul><li>It facilitates the best possible solutions: </li></ul><ul><ul><li>In transparent cultures, leaders encourage employees to solve problems themselves. </li></ul></ul><ul><li>And because those employees are the people closest to a problem, and because they must live with the outcome, they almost always design the most effective, efficient solution. </li></ul>
  15. 15. Conclusion <ul><li>Transparency is a way of life, not a stop-gap measure. </li></ul><ul><li>It shapes your organizational culture and drives results in any economic environment. </li></ul><ul><li>As recovery gets underway, as long as you maintain your commitment to openness and constant communication, your organization will only get stronger. </li></ul>
  16. 16. Lico Reis Consultoria & Línguas Roberto Lico Reis Feel free to send us suggestions about new presentations, that can help you to face your life or professional challenges. [email_address] E-books: Linkedin: Twitter: @licoreis
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