Encouraging Transparency and Openness

Honesty and directness are two of the most valuable traits in any workplace, yet I feel we are losing them...or losing the skill behind them. While many people are avoiding directness for fear of causing discomfort, others dive into “telling it like it is” without the tact and empathy that make honest feedback constructive. Somewhere along the line, these important qualities got tangled up with conflict or insensitivity, making many people shy away from direct feedback or honest opinions. It's important to recognize that: 💡 People often seek reassurance or pity, but what they often need most is honesty and directness. ⚠️ And if we don't recognize this and we lose honesty and directness, we lose the foundation for trust and growth. ⚡ Empathy and kindness are crucial at work, but they shouldn’t come at the expense of clarity and truth. We need to show people we value them by delivering the truth with empathy and respect. When we do this, we also impact efficiency. Instead of tiptoeing around issues, we can address them, find solutions, and move forward. Problems that might have lingered for months can be addressed in a single, honest conversation. There is no need to choose between being direct and being empathetic! It’s about combining the two thoughtfully. ✔️ Take a moment to notice your own emotion and consider how your words and tone will be received ✔️ Be conscious of tact, timing and empathy ✔️ Be specific and constructive..."I've noticed (specific issue) and I'd like to chat about what we can do about it" ✔️ Focus on the issue not the person ✔️ Encourage people to give YOU constructive feedback...and highlight that it goes both ways ✔️ Stick to facts, not opinions. And be clear on the impact before seeking solutions. Change starts with LEADERS! Research from Edelman’s Trust Barometer shows that transparency and honesty are top drivers of trust in leadership, with 84% of respondents saying that open and honest communication from leaders builds trust. We are all leaders in some respect so we can all ask ourselves...am I being direct and honest enough with the people around me? The people I care about? ❓ What are your thoughts on the topic ❓ How can leaders strike the right balance between honesty and empathy to build a culture of trust ❓ What’s one approach that’s worked well for you ❓ Leave your comments below 🙏 #trust #respect #openness #honesty #leadership #teamwork

Cultivating Trust and Transparency - a CFO's perspective In the realm of #leadership, the debate around #trust has never been more relevant. I am seeing a number of posts and articles around this subject, including the problem of when trust is lost! Having steered #finance and #BusinessTransformations throughout my career, as a seasoned #CFO I can attest to the profound impact trust and #transparency wield in shaping a thriving business #culture. Beyond being a moral compass, these values are strategic imperatives for sustained success. Allow me to share my roadmap, as a CFO, refined through experience, to elevate your business culture: 1️⃣ Lead Authentically: As leaders, we wield unparalleled influence on the business's psyche. It's important to demonstrate unwavering integrity, openness, and reliability in your actions. When your team witnesses these values in action, they are more likely to embrace them in their own work. 2️⃣ Foster Open Communication: Establishing crystal-clear channels for dialogue, dismantles barriers and fosters collaboration across all levels. Ensure information flows freely, thus breaking down silos that can impede transparency. Regular town hall meetings, team huddles, and open forums can facilitate honest conversations. 3️⃣ Define Clear Core Values: Articulate the company's core values, ensuring alignment with principles of trust and transparency. Reinforce these values through training programs, recognition, and integration into day-to-day operations. 4️⃣ Embrace a Feedback Culture: Cultivate an environment where constructive feedback is not only accepted but valued. Mistakes are inevitable; it's how we learn and grow from them that defines our success. 5️⃣ Cultivate Collaborative Environments: Foster a collaborative atmosphere where cross-functional teams work together towards common goals. This not only nurtures a sense of community but also breaks down barriers that hinder the free flow of information. 6️⃣ Celebrate Successes, Big or Small: Acknowledge and celebrate achievements to reinforce positive behaviour and foster a culture of appreciation. Every success, regardless of size, contributes to the journey. ......and because of my background in finance..... 7️⃣ Promote Financial Transparency: Cultivate a culture of financial openness by providing clear and comprehensible financial reports. This not only enhances transparency but also empowers employees to understand the financial health of the organisation, fostering a sense of ownership. Remember, building and fortifying a culture is an ongoing process that demands commitment from everyone within the organisation. By prioritising trust and transparency, we not only enhance the workplace but also set the stage for sustainable growth and resilience. Your thoughts and experiences are invaluable - share them in the comments below. 👇 #Leadership #CultureTransformation #TrustAndTransparency #BusinessSuccess #CFOInsights 

As business leaders, we often move from decision to decision, event to event, leaving little room for reflection. Yet, it’s in those reflective moments that clarity emerges, revealing opportunities and risks we might otherwise miss. Earlier this year, I jotted down two words as guiding themes for 2024: growth and compliance. Looking back, those words have proven critical to navigating our industry's evolving dynamics. One of the defining shifts this year has been intensified regulatory scrutiny in Nigeria’s fintech space. While challenging—and often compounded by media reports that are, more often than not, inaccurate—this heightened oversight is essential. It safeguards consumers, prevents financial crimes, and ensures the long-term stability of our ecosystem. Throughout this journey, a few key lessons have stood out. First, transparency is essential for building trust. Like any organization, we’ve faced challenges and made mistakes. What has mattered most is how we’ve responded—by acknowledging our missteps, learning from them, and making necessary changes. This openness has been critical in strengthening trust across all stakeholders. Second, we view regulators as partners in building a strong and reliable financial ecosystem. While navigating regulatory processes can sometimes be tough, our focus has been on fostering constructive dialogue, providing feedback, and working collaboratively to shape frameworks that balance innovation and stability. Finally, a stronger regulatory framework benefits everyone. For consumers, it means increased protection and confidence in the services they use. For businesses, it ensures a fair playing field and encourages innovation through clear and consistent guidelines. And for the industry as a whole, it promotes long-term stability and resilience. At Moniepoint Group, we remain committed to this journey. While the path isn’t always easy, we see it as an opportunity to mitigate risks, unlock innovation, and expand sustainably. Because when the ecosystem thrives, we all thrive.

The pace of AI adoption in the Smart Hospital is tied to a single, critical factor: trust. Without trust, even the most promising AI solutions will face resistance and skepticism. But trust isn’t built through bold claims or polished pitches—it’s earned through openness, transparency, and a willingness to confront the hard questions head-on. This tension between winning and doing more than that is something I feel deeply. I came into healthcare because I wanted to combine my passion for technology with a purpose: to change the things that matter most in our lives, not just save a few minutes with a new app. This journey is personal for me. I spent 12 weeks by my mom’s side in critical care as she fought through the uncertainty of a lung transplant. It was during that time I saw the best of what healthcare can do—and the gaps where it struggles. That experience inspired me to write a Family’s Guide to Critical Care, as a way to pay forward what others did for my family. That same spirit of paying it forward fuels the open letter I’m sharing today. In it, I call on industry groups, peers, and yes, even competitors to embrace a new standard of transparency for AI in smart hospitals. As I wrote in the letter: "Transparency isn’t just a virtue; it’s the antidote to a fragmented and noisy market. Without it, even the best AI systems will face doubt, resistance, or outright rejection." This isn’t just about doing what’s right; it’s about creating the conditions for AI to truly transform care. If we don’t lead with openness, fear and uncertainty will fill the void. Hospitals have seen this before—with early AI promises from industry giants that overpromised and underdelivered. We’ve also seen how poorly regulation can intervene when the industry fails to act. I believe there’s a better way forward—one that builds trust and accelerates progress. I hope you’ll read the letter and join me in pushing for transparency, trust, and a brighter future for AI in healthcare. cc Tanya Dua Beth Kutscher AVIA CHIME Peterson Center on Healthcare The Health Management Academy Scottsdale Institute Forbes Technology Council HIMSS Coalition for Health AI (CHAI) Stryker AvaSure Caregility hellocare.ai Philips GE HealthCare Intel Corporation Cerner Corporation Epic Healthcare AI Guy

I thought sharing the company’s cash flow showed transparency, until my team said it felt like watching their parents panic about money. In 2023, like many tech companies, we faced tough financial decisions. I believed the best way to build trust during uncertainty was to put everything on the table. During town halls, I openly shared balance sheets, cash flow, and even our exact bank balances. After one meeting, a respected colleague approached me privately and said, “Janine, I appreciate what you're trying to do, but this is too much information. I don’t need to see every detail—it just makes me anxious.” That feedback completely shifted my thinking. Transparency is essential, but it isn’t about showing every detail. It's about carefully choosing what to share, ensuring your team feels informed and empowered, not overwhelmed. Think of how parents handle tough financial times: They acknowledge challenges honestly, but don’t burden their kids with specifics beyond their control. They create stability and confidence, even if they're still figuring things out behind the scenes. As leaders, our role is similar: • Be honest about challenges without oversharing details that don’t help. • Provide context that's actionable and relevant. • Filter out information that causes unnecessary anxiety or confusion. • Communicate clearly and confidently about the path ahead. Trust isn't built by revealing everything. It's built through steady guidance, thoughtful transparency, and consistently keeping your word. I learned that the most effective transparency isn't about how much information you share, but choosing the right information to help your team move forward confidently. I'd welcome hearing from others who've navigated this balance between transparency and over-sharing.

TRANSPARENCY In today's competitive and ever-changing job market, transparency between candidates and search firms is more crucial than ever. Recently, I encountered a situation where an executive did not disclose crucial information, which surfaced later in the process and almost jeopardized my client relationship. While I hope the omission was unintentional, the information was vital to the parameters of our search and should have been disclosed up front. As I think through this experience and the lesson learned from it, here is why being open and honest with your search firm can make all the difference: Accurate Representation: When you share your true skills, experiences, compensation expectations and career aspirations, search firms can better match you with opportunities that align with your goals. Equally important, this ensures a more accurate representation to potential employers. Building Trust: Transparency fosters trust. When you are upfront about your expectations, strengths, and areas for improvement, it helps build a strong, trusting relationship with your recruiter. This trust can lead to more personalized and effective support throughout your job search. Tailored Opportunities: By being transparent, you enable search firms to tailor their search to find roles that truly fit your profile. This increases the likelihood of finding a position where you can thrive and grow. Efficient Process: Open communication streamlines the job search process. It allows recruiters to quickly identify the best opportunities for you, reducing the time spent on unsuitable roles and increasing your chances of landing the right job faster. Long-term Success: Transparency helps ensure that the roles you are considered for are a good fit not just for now, but for your long-term career path. This alignment can lead to greater job satisfaction and career growth. Remember, your search firm is your partner in this journey. By being transparent, you empower them to help you achieve your career aspirations.

The best engineering cultures aren’t perfect—they’re transparent Honesty, vulnerability, and communication drive real progress. Early in my career: - Problems were hidden. - Everyone tried to look like they had it all together. - It made everything worse—stress, fear, mistakes. When leaders started sharing challenges openly: - We solved issues together. - We grew together. - The whole team thrived. Here’s why transparency drives real progress: 1. Creates Trust → People trust what they understand. → Transparency eliminates fear of the unknown. 2. Encourages Problem-Solving → Open communication brings problems to the surface. → When issues are visible, solutions happen faster. 3. Builds a Growth Mindset → Vulnerability shows that mistakes are part of learning. → Engineers feel safe to take risks and innovate. 4. Strengthens Team Connection → Honesty brings teams together. → Real conversations lead to real bonds. 5. Aligns Everyone on the Mission → Transparency keeps everyone informed. → A clear mission ensures everyone moves in the same direction. Perfection isn’t the goal. Being open, honest, and real is what makes the best engineering teams thrive. Have you experienced a culture where transparency made all the difference? --- ♻️ Repost if you believe in the power of transparency in engineering! ➕ Follow Ryan Yockey for more

Underrated leadership lesson: Be radically transparent. Feedback shouldn't happen just once a year. It should be a daily, continuous loop. During my 10 years at Bridgewater, I received 12,385 pieces of feedback. And, it wasn't just reserved for formal reviews. Feedback was given LIVE throughout the day. In the middle of a presentation? Feedback. Right after answering a question? Feedback. Truthfully, as an employee, I didn't always love it. But I valued it. After all, they're called blind spots for a reason. This was all the result of one key principle: Radical transparency. A system that integrates candid feedback into daily work life, Allowing employees to constantly assess and be assessed. Here's why it works: ✅ Good thinking and behavior increase ↳ Processes improve when logic is analyzed in real time. ✅ High standards are maintained  ↳ Problems get fixed faster when everything is visible. ✅ No more workplace hierarchies ↳ Continuous improvement happens when everyone is accountable. It's a principle that didn't just change my resilience to feedback. It completely transformed my leadership as a whole. So managers, Consider implementing radical transparency for these 7 reasons: 1. Faster problem-solving ↳ Small issues are easier to fix than big ones. 2. Openness saves time ↳ Less time wasted on gossip and tracking information. 3. Accelerated learning  ↳ Teams grow faster when they understand each other’s thinking. 4. Long-term success ↳ Ongoing feedback improves leadership and the organization. 5. Building an idea of meritocracy ↳ Transparency builds trust and rewards good ideas. 6. Reduced workplace inefficiencies ↳ Open communication cuts wasted time and confusion. 7. Proactive issue resolution ↳ Fixing small problems early prevents bigger ones. While getting scores live in the mid-presentation may not be for everyone: Becoming more transparent has real, tangible benefits, And can put you on a streamlined path to success. Leaders - are you brave enough to try it? ♻️ Repost to help other leaders become radically transparent. 🔔 And follow Dave Kline for more. 

𝐏𝐚𝐲 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐝𝐢𝐫𝐞𝐜𝐭𝐢𝐯𝐞𝐬 𝐚𝐫𝐞 𝐧𝐚𝐭𝐮𝐫𝐚𝐥𝐥𝐲 𝐩𝐚𝐯𝐢𝐧𝐠 𝐭𝐡𝐞 𝐰𝐚𝐲 𝐭𝐨𝐰𝐚𝐫𝐝 𝐠𝐫𝐞𝐚𝐭𝐞𝐫 𝐠𝐥𝐨𝐛𝐚𝐥 𝐏𝐚𝐲 𝐄𝐪𝐮𝐢𝐭𝐲 ! 🏢 Companies increasingly recognise that greater pay transparency is no longer optional — it’s becoming a new reality that can strengthen employer brand and boost competitive advantage in the talent market. 🇺🇸 In the US, more organisations are embracing transparency, even as 2025 Executive Orders and 🇪🇺 EU Pay Transparency directives introduce new regulatory complexities. 🛠 Proactive steps are on the rise — leaders are navigating both domestic and global directives to provide clarity around pay equity, demonstrating a commitment to fairness and trust. 🚀 The most‑used metrics are: 1️⃣ Changes in the gender pay gap 2️⃣ Gender pay gap relative to peers 3️⃣ Impact on employee engagement In a competitive talent landscape, transparency isn’t just compliance — it’s a strategic lever to attract, engage, and retain top talent while building a culture of trust,🤖 according to a new interesting research published by WTW using data 📊 from a survey of 1,915 respondents globally. ☝️ 𝙈𝙮 𝙥𝙚𝙧𝙨𝙤𝙣𝙖𝙡 𝙫𝙞𝙚𝙬: I find it truly amazing that the once‑taboo subject of employee pay and compensation is finally stepping into the light. With the momentum of new regulatory rules, we are witnessing a wave of change pushing not only EU companies but also their US counterparts to embrace pay transparency. This shift is more than a compliance exercise — it is a profound step toward fairness, trust, and open dialogue in the workplace. By confronting the topic head‑on, organizations are laying the groundwork for genuine pay equity. The ripple effects of this movement will, without a doubt, help close the Gender Pay Gap on a global scale. It’s a powerful reminder that when transparency meets courage, progress follows — and that is a future worth building. My recommendation 🌟 For organizations: ➡️ Embed transparency into culture — make open pay conversations a norm, not an exception. ➡️ Equip managers with training and resources so they can confidently and consistently explain compensation programs. ➡️ Audit and act ➡️ Communicate with empathy 🌟 For recruiters: ➡️ Lead with transparency in job postings by including salary ranges up front. ➡️ Champion equity ➡️ Educate candidates on how your organization approaches compensation and career progression. ➡️ Be a bridge — share candidate feedback with leadership to continuously improve pay practices. 🙏Thank you WTW researchers team for sharing these insightful findings: Eva Jesmiatka Lindsay Wiggins Gaby Joyner Kristy Banas 🔑 How do you see pay transparency transforming workplace culture in the next 5 years? #PayTransparency #PayEquity #EqualPay #GenderPayGap