Transparency is defined as:
1. The quality state of being Transparent.
2. Something transparent: especially a picture (film) viewed by light shining through it or by projection
When we think of organizational transparency what we are really talking about shining a light on organization specifically along the lines of:
1. What they value
2. How they operate
An organizational culture grows up around these two elements with what you value driving how you operate or behave. Behavior is the elemental change we are seeking with in the Transparency Pillar.
For example, if you value people who work 80 hours a week your culture evolves to operate as if it has twice as many people as it really does and will reward only those who work the way that we value
As we begin to work on our Transparency pillar we must understand that this will be the most difficult to build as it deals with personalities and beliefs, both individual and organizational.
Changing culture emanates from the top and without specific and transparent changes to the way that leadership and management conveys value to the organization we won’t see any real changes. If leadership doesn’t change the way they talk, engage and make decisions, the rest of the organization will see this and understand that the change is superficial at best and short term in nature.