The Benefits of Candor in the Workplace

Overall, there seems to be a shift in the corporate mind-set-from status-oriented, hard-driven, personality-cult, top-down leadership to more relationship-oriented, collaborative, communication-based types. According to Judith Glaser, author of The Leadership DNA, as quoted by The Wall Street journal, over time, “the ‘me-centric’ approach can morph into a bullying style and create a vindictive, politicized atmosphere in which subordinates battle each other to win the boss’s favor.” The hierarchy-independent style with its domineering leaders is giving way to the hierarchy-independent Awareness leadership style with consensus building and a priority for grassroots sensibility. As Jack Welch puts it so eloquently in his book Winning, to win at business, “you should listen to smart people from every quarter.” In his chapter on candor, he characterizes it as “the biggest dirty little secret in the world”-realizing how rare it is in the corporate culture-“lack of candor permeates almost every aspect of business…When you’ve got candor,” he concludes that, “everything just operates faster and better.” It all starts at the top, of course. At least it gets support there. Higher management takes ultimate responsibility, whether it be toward awareness or status in the organization. In the absence of these skills, the only apparent release for such frustration may be for those higher on the organizational chart to lord it over individuals in the lower ranks, creating the delusion that power is the ultimate reward rather than real contribution to the common goal. Such an organization promotes status as the manifestation of power, stifling each level of the hierarchy in turn, from top to bottom. Contribution to the common goal becomes a low priority, since each individual is now busier protecting his or her turf than being meaningfully productive. With the introduction of candor, generosity of spirit permeates the organization, benefiting even those at the lower levels. The paramount value is contribution to the common goal, superseding rigid demarcation of status. The predominant aspect of communication is accessibility and support. Disappointments are dealt with quickly and fully, quashing any sense of unfai ess or conspiracy. There is a balance to be had when it comes to introducing candor to the workplace, however. One should never confuse candor with being rude or inconsiderate. The net result of such behavior in any organization may generate short-term results but long-term negative consequences. It is thus up to each leader within their respective organizations to find just the right mix of candor and honesty. By doing so, their professional relationship will thrive and goals can be achieved.