Tactical Transparency: A tool for building trust and psychological safety

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Having access to specific information is crucial for people to make informed decisions and carry out their responsibilities competently.  Too much information can be overwhelming or superfluous, and certain types of information can cause problems.  It’s challenging to know the right amount of transparency to provide in various situations.  ​

When Silence is Golden
Some information can’t be shared.  It may be classified, inappropriate, or illegal to share (for example, people on your team experiencing disabilities).  

Some information doesn't need to be shared.  Candid feedback that doesn’t focus on behaviors or ways to improve performance isn’t helpful or welcome (think feedback about someone’s voice, appearance, or personality).  Not everything on your mind needs to be shared.  

Information that does not provide clarity or help in making informed decisions may not need to be shared.  Information that people can’t take productive action on yet may not need to be shared yet.  

Tactical Transparency In Action
Effective transparency hinges on its ability to provide clarity, empower informed decision-making, and help people feel secure by knowing what to expect.  Finding the right levels and methods of transparent communication will likely take some trial and error. 

​Once you figure it out, it may shift as the psychological safety on your team increases.  Here are some opportunities for you to increase transparency:

1. Provide insight into strategic vision and goals

• This empowers team members to align their efforts with overarching goals, fostering a sense of purpose and direction.

2. Show people the impact of their work on the team, organization, community

• This empowers people to see the different their effort is making

​3. Ensure people know the benchmarks and performance metrics important to their role

• This enables team members to gauge their progress and contribute meaningfully to the collective success.

​4. Provide clarity on how decisions are made (especially assignments, promotions, and raises)

• A transparent framework demystifies the process, fostering a culture of fairness and trust.

​5. Establish clear protocols for addressing preventable errors and failures.  

• The objective is not to revel in others' missteps, but to provide a predictable course of action in case of recurrence. This clarity ensures accountability without eroding psychological safety.

6. Admit when you make mistakes.  

• This humanizes leadership, demonstrating humility, and fosters a commitment to continual improvement. This vulnerability can catalyze a culture of openness and mutual learning.

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Tactical transparency is an invaluable tool in nurturing trust and psychological safety within any team or organization. By providing clarity, leaders can foster an environment where informed decision-making thrives. As you navigate this terrain, remember that transparency is not a static concept—it's a dynamic force that adapts and grows alongside the evolving dynamics of your team. Embrace it, refine it, and watch as it becomes a cornerstone of your organizational culture.

References
Brown, B. (2018). Dare to Lead: Brave Work. Tough Conversations. Whole Hearts. Random House.

Edmondson, A. C. (2018). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. John Wiley & Sons.​

For more articles about building psychological safety, check out my series here:

Integrity in Action: Building trust and psychological safety in the small moments
​Flipping the Script: Language Shifts for Building Trust and Psychological Safety