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10 Transparent Management Development TipsWe have access to a wide variety of instant information, right at our fingertips. We expect to be well-informed about anything and everything we care about. We can go into a store and do comparison shopping with the touch of a button on our smartphone. We can look up movie listings and reviews in line at the grocery. We feel like we know the intimate details of the lives of all of our friends, celebrities, and political figures. But the truth is, we don’t always know the whole story. Sometimes we only know what someone tells us, or we only know the way something is presented to the world, which isn’t always the whole picture.

One important feature of excellent management development is to encourage openness and honesty at all levels of your organization. From upper management to the hardworking mailroom staff, cultivate a culture of transparency. How can you do this? Make sure that every management development session includes information about the importance of being open with all employees. From the top down, model a practice of keeping people informed about successes, failures, upcoming changes, and the like. Rather than letting employees speculate endlessly, just go ahead and tell people what they need to know.

10 Transparent Management Development Tips

1. Conduct performance reviews that are comprehensive and don’t beat around the bush, while also being fair and objective.

2. Keep closed-door meetings to a minimum, and keep all stakeholders informed in a timely manner about upcoming changes. Don’t wait for important news to travel the grapevine.

3. Develop transparent job descriptions, hiring practices, promotion benchmarks, pay scales and the like in order to treat employees equitably.

4. Model open, honest communication with all coworkers and customers, and promote such communication as an important leadership skill to develop.

5. Analyze performance on an individual level all the way up to company-wide performance. Take an honest, objective look at failures as well as what is working well.

6. Prioritize strong leadership skills such as effective communication when making hiring and promotion decisions.

7. Keep employees informed about your managerial performance priorities as well as the most important goals and skills for employees to work on company-wide.

8. Create company-wide systems that discourage cheating and dishonesty by keeping expectations realistic and keeping performance transparent.

9. Discuss problems and disagreements as they occur rather than letting issues build up and gain momentum over time.

10. Host regular communication seminars



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