The Power of Transparency in Leadership

Most of us have experienced moments at work when a decision was made that significantly affected us—yet we had no idea how or why it was reached. It’s a disempowering feeling. And if you’re in a leadership role, chances are you’ve made a few of those decisions yourself—I know I have.

In 2023, Barking, Havering and Redbridge University Hospitals NHS Trust stood out as a beacon of improvement, dramatically reducing emergency care waiting times after previously ranking among the worst-performing trusts. In a podcast interview, CEO Matthew Trainer shared some of the innovative ways he fostered a culture of openness and transparency across the organisation.

One standout initiative was the creation of a “shadow executive” group. This team, made up of staff from various parts of the Trust, meets ahead of formal executive meetings to review the same agenda. Trainer noted that the perspectives shared by this group were often strikingly different from those of the executive team—offering valuable insights that might otherwise have been missed.

Another bold move was opening executive meetings to any staff member who wished to observe. While observers couldn’t contribute directly, they were welcome to listen in on the full discussion. This simple act of inclusion helped demystify leadership decisions and build trust across the organisation.

You can listen to the full interview below.

In today’s information-rich world, transparency is more important than ever. When people understand how and why decisions are made—even if they disagree with the outcome—it builds credibility and trust.

One powerful form of transparency I learned years ago is the practice of declaring your intentions. Often, we’re left guessing why someone said or did something, because we don’t know their motives. But when we clearly state our intentions, we remove the guesswork and foster understanding. I’ve had the privilege of working with both transparent and opaque leaders, and the difference is always felt—in morale, in clarity, and most of all, in trust.

Transparency builds trust. And trust, as the Barking, Havering and Redbridge University Hospitals NHS Trust has shown, is the foundation of meaningful progress.

Questions for reflection:

- How transparent are you about the decisions you take with your team or organisation?

- When might you declare your intentions as part of communicating a decision you have taken?

 
- Andy Matheson

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