{"id":20137,"date":"2026-05-07T16:31:02","date_gmt":"2026-05-07T20:31:02","guid":{"rendered":"https:\/\/sourcelive.hr.msu.edu\/?p=20137"},"modified":"2026-05-12T16:33:52","modified_gmt":"2026-05-12T20:33:52","slug":"the-transparency-tightrope","status":"publish","type":"post","link":"https:\/\/sourcelive.hr.msu.edu\/?p=20137","title":{"rendered":"The Transparency Tightrope"},"content":{"rendered":"\n

Written by Sharri Margraves<\/strong>, EdD, SHRM-SCP, Director of HR Organization and Professional Development<\/em>.<\/p>\n\n\n\n

In times of change, one word rises quickly to the top of every conversation: transparency. Leaders are told to be more transparent. Employees ask for greater transparency. Organizations claim it to be a cultural value. And yet\u2014transparency can be one of the most misunderstood concepts in the workplace. During change, the gap between expectations and reality becomes visible. This is where frustration grows, and trust is tested.<\/p>\n\n\n\n

At the end of the article, you will find a facilitation guide you can use for your own discussion guide or feel free to reach out if you need support.<\/p>\n\n\n\n

Organizational change often exposes internal boundary conflicts, especially when leaders struggle to suspend judgment and approach concerns with curiosity. Feedback is data\u2014meant to be considered, not dismissed\u2014and effective leaders can truly listen, even when it\u2019s uncomfortable.<\/p>\n\n\n\n

Here are a few thoughts on transparency. What do you think?<\/p>\n\n\n\n

1. Transparency Means Sharing Everything<\/h2>\n\n\n\n

Expectation:<\/strong> Employees often believe transparency requires complete openness and immediate access to all information, thinking this will lead to a fair and equal workplace.<\/p>\n\n\n\n

Reality:<\/strong> Transparency involves sharing relevant and vital information while maintaining necessary confidentiality for legal, strategic, or privacy reasons. It\u2019s about honesty and openness in decision-making and processes, not about information overload. It may lead to frustration if not properly communicated.<\/p>\n\n\n\n

2. Transparency Eliminates Gossip<\/h2>\n\n\n\n

Expectation: <\/strong>Employees may assume that complete transparency will eliminate workplace gossip and rumors.<\/p>\n\n\n\n

Reality: <\/strong>While transparency can reduce uncertainty that fuels gossip, it can\u2019t eliminate it. Some level of informal communication will always exist, and transparency helps manage it by providing accurate information. Using the adage \u201cTHINK.\u201d Is it True, Helpful, Inspiring, Necessary, or Kind to reduce gossip.<\/p>\n\n\n\n

3. Transparency is a One-Time Achievement<\/h2>\n\n\n\n

Expectation: <\/strong>Employees might think that once transparency is achieved, it remains static and requires no further effort.<\/p>\n\n\n\n

Reality: <\/strong>Transparency is an ongoing process that requires consistent effort, communication, and trust-building. It evolves with the organization and its dynamics; it is a product of the collective culture.<\/p>\n\n\n\n

4. Transparency Equals Trust<\/h2>\n\n\n\n

Expectation: <\/strong>Employees may believe that transparency automatically creates trust among the team.<\/p>\n\n\n\n

Reality: <\/strong>Transparency is a component of building trust, but it\u2019s not the sole factor. Trust also depends on consistency, integrity, and the ability to deliver on promises.<\/p>\n\n\n\n

5. Transparency Slows Down Decision-Making<\/h2>\n\n\n\n

Expectation:<\/strong> Leaders might think that being transparent with information will slow down decision-making processes because more people are involved. Conversely, employees often believe they should have a say in all decisions.<\/p>\n\n\n\n

Reality: <\/strong>While gathering input can take more time, transparency typically leads to more informed decisions, stronger trust, and greater commitment to implementation. Employees should have a voice, but not necessarily a vote. To prevent confusion or frustration, leaders must clearly communicate the type of input they seek and the level of decision-making authority. Just be sure to avoid \u201cthe illusion of inclusion.\u201d Don\u2019t ask if you don\u2019t really intend on using the input.<\/p>\n\n\n\n

Examples of Clarity in Decision-Making:<\/h3>\n\n\n\n
    \n
  1. Inform:<\/strong> \u201cThis decision has been made. Let\u2019s discuss potential impacts, next steps, and any clarifying questions.\u201d<\/li>\n\n\n\n
  2. Consult:<\/strong> \u201cI\u2019ve been asked to provide input. What will the impact be on our work or operations?\u201d<\/li>\n\n\n\n
  3. Recommend:<\/strong> \u201cPlease gather input, assess impacts, and develop recommendations. I will make the final decision.\u201d<\/li>\n\n\n\n
  4. Empower: <\/strong>\u201cYou are responsible for the decision. Let me know what you decide and how you plan to move forward.\u201d<\/li>\n<\/ol>\n\n\n\n

    6. Transparency is Only Top-Down<\/h2>\n\n\n\n

    Expectation: <\/strong>Employees may believe that transparency is solely the responsibility of senior leadership to communicate downward.<\/p>\n\n\n\n

    Reality: <\/strong>True transparency is a two-way street. It involves open communication across all levels of the organization, encouraging feedback, and fostering a culture of mutual openness. Feeling \u201csafe\u201d to brainstorm, suggest alternatives, and \u201cagree to disagree\u201d are hallmarks of a stronger culture.<\/p>\n\n\n\n

    7. Transparency Balance<\/h2>\n\n\n\n

    Expectation: <\/strong>Employees might expect flawless, all-encompassing transparency.<\/p>\n\n\n\n

    Reality: <\/strong>Transparency involves balancing openness with practicality, and there may be periods when information is withheld for its sensitivity. Clarify that you will be transparent whenever you can.<\/p>\n\n\n\n

    8. Transparency reduces conflict<\/h2>\n\n\n\n

    Expectation: <\/strong>Transparency will prevent or solve all workplace issues and conflicts.<\/p>\n\n\n\n

    Reality: <\/strong>While it helps in resolving many issues, transparency alone cannot address all underlying conflicts and organizational challenges. Building a culture of trust, in which transparency plays a role, ultimately enables us to have the hard conversations that drive greater effectiveness and positive work cultures.<\/p>\n\n\n\n

    9. Transparency equals access<\/h2>\n\n\n\n

    Expectation: <\/strong>Transparency equates to immediate access to management and leadership.<\/p>\n\n\n\n

    Reality: <\/strong>Employees might find that transparency involves structured communication channels and scheduled updates rather than instant access. Access to senior leaders is inherently limited, and they rely on the organizational hierarchy to develop the skills and abilities needed to manage communications, information, and decision-making. Creating a culture in which information flows up the hierarchy to clarify, advance ideas, or discuss barriers and obstacles is critical.<\/p>\n\n\n\n

    10. Transparency eliminates ambiguity<\/h2>\n\n\n\n

    Expectation: <\/strong>Transparent workplaces will have no \u201cgray area.\u201d<\/p>\n\n\n\n

    Reality: <\/strong>Even in workplaces with a high degree of transparency, ambiguity will remain as certain decisions and processes are complex and evolve. Help employees understand that there are rarely clear-cut situations\u2014our work requires us to be comfortable with ambiguity. Adaptability takes practice and is one of the more critical skill areas for all leaders. And let\u2019s be honest, we are not at our best self all the time. Allow space and grace, particularly during change.<\/p>\n\n\n\n

    Facilitation Guide: Transparency in Times of Change<\/h2>\n\n\n\n

    Purpose<\/h3>\n\n\n\n

    Align teams on expectations and realities of transparency during change.<\/p>\n\n\n\n

    Agenda (45 Minutes)<\/h3>\n\n\n\n
      \n
    1. Introduction (5 min)<\/li>\n\n\n\n
    2. Review concepts (10 min)<\/li>\n\n\n\n
    3. Discussion (20 min)<\/li>\n\n\n\n
    4. Agreements (5 min)<\/li>\n\n\n\n
    5. Wrap-up (5 min)<\/li>\n<\/ol>\n\n\n\n

      Discussion Questions for Teams<\/h3>\n\n\n\n