The Modern Leader series: Transparency & why it matters

As The Grossman Group celebrates 25 years, Ragan is partnering with them to share the top attributes they see in modern leaders today.

Modern leadership attribute No.11: Transparency & why it matters

In today’s workplace, employees aren’t just asking for information — they’re asking for honesty. They want leaders who are open, real and willing to share what’s really going on — even when the answers aren’t easy. That’s where transparency comes in.

It’s one of the most powerful tools a leader has to build trust, reduce uncertainty and create a sense of shared purpose. In this Q&A, I unpack what transparency really looks like in action — and why it’s more essential than ever in modern leadership.

Q: In today’s fast-paced, ever-changing business environment, what do you see as one of the most critical aspects of leadership communication?

A: Without a doubt, transparency. In a world where change is constant and uncertainty is high, employees crave transparency from their leaders. They want to know what’s happening, why it’s happening and how it affects them. When leaders are transparent, it builds trust, reduces anxiety and helps employees feel more connected to the organization’s mission.

Q: But isn’t there such a thing as being too transparent? Can’t sharing too much information sometimes cause more problems than it solves?

A: It’s a valid concern, and there are certainly times when complete transparency isn’t appropriate, such as when dealing with confidential personnel issues or sensitive business dealings. But in general, I believe leaders err too far on the side of opacity. They withhold information out of fear of causing confusion or concern, but often, that lack of transparency does more harm than good.

Q: Can you give an example of how a lack of transparency can backfire?

A: Absolutely. Imagine a company is going through a significant restructuring. Rumors are swirling, but leadership remains tight-lipped. Employees start to fill in the blanks themselves, often assuming the worst. Morale plummets, productivity suffers and top talent starts to jump ship. Had leadership been upfront from the start about the reasons for the change and the expected outcomes, much of this could have been avoided.

Q: So, how can leaders practice transparency in a way that benefits their organization?

A: First and foremost, make transparency a core value. Communicate to your team that open, honest communication is expected and valued. Then, look for opportunities to put transparency into practice:

1. Share the “why” behind decisions, not simply the “what”.
2. Admit when you don’t have all the answers.
3. Be upfront about challenges and setbacks.
4. Regularly share updates, even if it’s to say, “Here’s what we know, here’s what we don’t know.”
5. Encourage questions and feedback, and respond honestly.

Q: What would you say to a leader who’s hesitant to be fully transparent?

A: I understand the hesitation. Transparency can feel risky, especially if you’re used to playing things close to the vest. But in my experience, the benefits far outweigh the risks. When you’re transparent, you build trust. You show your employees that you respect them enough to tell them the truth. And you create a culture of openness and authenticity that can be transformative for an organization.

Q: But my employees can’t handle the truth!

A: Yes, they can!  They might not like what you’re sharing, but that’s not the goal — that people like what you’re communicating.  As a leader, your goal should be for people to understand what you’re communicating.

Q: Any final thoughts on transparency in leadership?

A: Transparency isn’t a one-time act; it’s a daily practice. It’s not always easy, but it’s always worth it. As a leader, your words and your actions set the tone for your entire organization. By embracing transparency, even when it’s uncomfortable, you model the kind of leadership that inspires trust, engagement and true commitment.

Reflection Questions:

1. On a scale of 1-10, how would you rate your own transparency as a leader? What’s one thing you could do to move that number higher?
2. Think of a leader you admire. How does that leader demonstrate transparency? What can you learn from their example?
3. What’s one area where you could be more transparent with your team starting today?

If you found this Q&A helpful, you’ll appreciate the insights in David Grossman’s upcoming  book, The Heart Work of Modern Leadership. Click here to learn more and put your name on the list to be among the first to get updates on pre-sale.

About The Modern Leader series

Discover actionable insights released biweekly, designed to help you elevate your own leadership impact and drive the business results you seek.

So, how do you know if you’re a modern leader?

Modern leaders stand apart through their ability to balance head and heart in today’s complex workplace, integrating emotional intelligence with strategic thinking.

New research with The Harris Poll (publishing Summer 2025) shows only 30% of leaders truly meet their teams’ evolving needs — but that elite group leads with “their heart IN their head” and consistently demonstrates six key differentiators.

They:

• Lead with gratitude.
• Listen and empathize.
• Foster an inclusive culture.
• Communicate with context.
• Connect strategy to employee growth.
• Enable employees to meet the moment.

To see additional ways you can differentiate yourself as a modern leader, check out the collection of modern leadership attributes (added bi-weekly) here.

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