I’ve got a client that has amazing buy-in within their organisation. Average staff tenure is 10+ years and in their market they are growing at a compound rate of over 8% per year when the rest of the market is shrinking by 5%. It’s an amazing organisation.

How do they do it?

One of the keys to their success is how they share information.

We all know that information is power. So they give everyone the information and thus the power. This stops gossip about business, concerns about job security and encourages problems to be solved before they become major issues.

I’ve put together a short video on how my client does this.

You can access the video by clicking on the image below.

Transcription Executive Leadership Coaching iLead

Here is something on the sharing of information and the level of honesty within sharing information that helps build trust within organisations.

The Trust module within the iLead executive leadership coaching program looks at how information is shared, and the way this comes out is under the heading of honesty.

Now, sharing information – I’m not talking about lying, but that naturally comes into it. What I’m talking about is the level of information that is shared.

Holding Information Back

We, as humans, all know that information is power. And because of that, we tend to hold that information back. If you’re in management, you only trickle down what it is the staff needs to know.

When you have a higher level of honesty and you want to build trust, instead of creating information and trickling down that the staff needs to know, you flip that model on its head. Every piece of information you create is open to everybody. Then you apply the classification filter.

People Fill In The Blanks On Their Own

So information is designed and produced and looks as anyone can have access to it, except this part, this part, and this part, and that gets re-classified. Why do we do that? The reason we do that is because when staff have information – enough information – they will make decisions in accordance with that information. But if there are big holes sitting in the information that you’re sharing to your staff, where the holes are, they make up information to fit in there. They start guessing, they start wondering what it’s all about. And that builds a gap in the trust. And they stop trusting you.

What do they use to build up that information? Well, they use maybe media reports, what they see going on in the economy, gossip, rumours, but most importantly, they use their own personal paranoias and their own set of beliefs.

There’s a good chance that that is going to be completely wrong within your organisation. Why? Simply because information is held high and then trickled down as opposed to starting free for everyone and then re-classifying. This is not an exercise in raising people’s classification. It’s an exercise in declassifying information down.

iLead Executive Leadership Coaching

This is just one of the steps that we look at in the Trust module in the iLead executive leadership coaching program to help your organisation produce leaders at every level who have the confidence, the ability, and the desire to make decisions to take action to help your team, your organisation achieve its organisational goals.

What I’d like you to do is below, pop in how you see the organisational information strategy within your organisation. Are you organisations that hold information up or do you filter it down? Love to continue the conversation down there.