It is one of those buzzwords, created by and repeated by consultants and “experts” (people like me).
They pick a word or phrase and use it so much it gets a life of its own. And whatever relevance it had to begin with is lost in the faint nodding of heads (because everyone is supposed to agree) or the rolling of the eyes (because people are tired of that buzzword).
The buzzword of the day is transparency.
While some buzz words are manufactured, transparency is a real word with a real meaning. Unfortunately, due to its over-use, the relevance of that real meaning has been largely lost as it has become consultant-speak and corporate-speak.
Today I am going to demystify and deconstruct the word so we can all get back to what it really means and how that meaning can inform our work as a leader.
Upon a Google search of the definition of the word transparent, I found the first two definitions to be very insightful.
trans·par·ent transˈperənt/
adjective
1. (of a material or article) allowing light to pass through so that objects behind can be distinctly seen.
“transparent blue water”
Synonyms include clear, crystal clear, see-through, translucent,
2. easy to perceive or detect.
“the residents will see through any transparent attempt to buy their votes”
Synonyms include: obvious, evident, self-evident, undisguised, unconcealed, conspicuous, patent, clear, crystal clear, plain, (as) plain as the nose on your face, apparent, unmistakable, unambiguous
Let’s take each of those descriptions and apply them to our work as leaders.
– See more at: http://blog.kevineikenberry.com/leadership-supervisory-skills/what-transparency-really-means-to-you-as-a-leader/#sthash.sfepdb0v.dpuf
It is one of those buzzwords, created by and repeated by consultants and “experts” (people like me). They pick a word or phrase and use it so much it gets a life of its own. And whatever relevance it had to begin with is lost in the faint nodding of heads (because everyone is supposed to agree) or the rolling of the eyes (because people are tired of that buzzword).
The buzzword of the day is transparency.
While some buzz words are manufactured, transparency is a real word with a real meaning. Unfortunately, due to its over-use, the relevance of that real meaning has been largely lost as it has become consultant-speak and corporate-speak. Today I am going to demystify and deconstruct the word so we can all get back to what it really means and how that meaning can inform our work as a leader. Upon a Google search of the definition of the word transparent, I found the first two definitions to be very insightful:
trans·par·ent transˈperənt/
adjective
1. (of a material or article) allowing light to pass through so that objects behind can be distinctly seen.
“transparent blue water”
Synonyms include: clear, crystal clear, see-through, translucent
2. easy to perceive or detect.
“the residents will see through any transparent attempt to buy their votes”
Synonyms include: obvious, evident, self-evident, undisguised, unconcealed, conspicuous, patent, clear, crystal clear, plain, (as) plain as the nose on your face, apparent, unmistakable, unambiguous
Let’s take each of those descriptions and apply them to our work as leaders.
Transparency is Making Things Clear
When we translate the first definition to our role as a leader, it encourages us to think about what we let people see or know about. When politicians talk about making government more transparent, this is what they are talking about – giving people the chance to see everything that is happening. What does this mean to us as leaders?
Transparency is Being Clear
The second definition relates to the need for us to be more personally transparent. That may be a scary thought to you, especially if you are a more private person. Scary perhaps, but maybe not quite as scary once we unpack what it really means:
Don’t shrug your shoulders and cross your arms the next time the buzzword transparent is used at work. Rather think about what it really means, and how you can achieve it as a leader
By Kevin Eikenberry
BCG analysis has found that among the 20 largest private equity (PE) fund portfolios, an average of 20% of assets are exposed to geopolitical risk (for several funds, the percentage is much higher). Companies must contend with three main areas of risk exposure: cross-border value chains, strategic sectors, and climate regulation and policies.
A group of global CEOs recently gathered for a private dinner in a Spanish restaurant in central Tokyo, representing a variety of sectors spanning food, insurance and banking, medical devices, semiconductors, and heavy industries like steel. These are six topics that dominated the evening’s discussion.
“Despite playing a significant role in organizations, HR is being left out of the conversation on AI adoption,” according to the report. That’s a mistake because HR leaders can help develop a strategic and holistic approach that considers the benefits, risks and objectives of AI use — while also maximizing return on investment and mitigating harms to reputation, security and inclusivity, it said.