I have always been a huge proponent of candor, also in my time as an employee and a leader in different organisations . In fact, only after I met and spent time with Jack Welch, the former CEO of GE, I realized the rarity of candor in leadership and in internal networking within companies. Lack of candor basically blocks smart ideas, fast action, and good people contributing all the stuff they’ve got.
In a short article written in 2005 (!) by Lisa Vollmer, in the Stanford Business Review, the author summarize Jack Welch’s strategy how to create candor in the work place. According to Jack Welch, companies that develop extraordinary products and services do more than gain market share — they represent the very foundation of society.
I would call lack of candor the biggest dirty little secret in business.
What a huge problem it is. Lack of candor basically blocks smart ideas, fast action, and good people contributing all the stuff they’ve got. It’s a killer.
— Jack Welch
If no one ever speaks up, nothing ever changes. These missing conversations are costly – in terms of morale, performance and internal networking and engagement within companies.
It is important to emphasize that “lack of candor” is not dishonesty. I am talking about how too many people—too often—instinctively don’t express themselves with frankness, especially while building relationships within and outside their companies.
They just don’t open up. They don’t communicate straightforwardly.Instead they withhold comments or criticism, to make people feel better or to avoid conflict.
That’s all lack of candor, and it’s absolutely damaging. You cannot build powerful relationships and understand the magical power of connections to build your business, without being candid!
Attentional Leadership™ is no more than using Candor to communicate with others in a respectful, efficient, and impactful way. It’s real conversations. It is a very important component for the growth of companies, and unfortunately nowadays it is the biggest obstacle in the growth of many companies.
When a company develops and promotes building open and candid relationships among it’s employees and with external parties, ideas and solutions are discussed openly, improved, and acted upon.
I really believe that candor is one of the critical behaviors that determine the effectiveness of leaders and their ability to give sincere attention to their employees.
Here are five steps to develop more candid Attentional Leadership within organizations:
1. Set the Stage
You, as the attentional leader, need to give sincere attention to others and share with them the rules – what does it mean to be candid with regards to internal conversations and communications.
It is not enough to talk to people, they need to know how and when to have candid conversations that question assumptions, provoke learning, resolve tough challenges, and improve relationships. Nothing fulfill Attentional Leadership and encourages honesty and open communication as candor.
2. Candor is the rule
One must create a company culture where people can speak openly with each other; truth is heard and candor is an internal value. Remind the people in the organization on a regular basis candor is the rule, not the exception.
3. Become a model
You need to become a role model in your own organization, as a leader, to help and stimulate a culture of candor.
You need to start with yourself, with your own behavior. This includes admitting your mistakes and let others share freely theirs.
This behavior will allow automatically others to join and follow you. Candor like a genuine interest in the ideas and opinions of people throughout the organization
4. Reward Candid Behavior
In the past, I met some companies that rewarded employees for sharing openly and for straight opinion (good or bad) that helped the organization.
One of the best ways to reinforce candid behavior is indeed rewarding it. This is a challenge that takes time but significant for every company. Every Attentional Leader expects to welcome it, the sooner the better for the organization growth.
Are you a candid & open leader? Do you have real open discussions with your internal and external network? Given the advantages of candor in developing relationships, you have to wonder, why don’t we have more of it?
Please share with me your thoughts and ideas.
“Itzik is an International Speaker, Bestselling Author, Business Mentor & Attorney-at-law. The Global Leading Authority on Business Development, Business Networking, Referrals & Relationship Capital & Founder of THE SWITCH® and THE SWITCH HUB®”
