What is leadership transparency?
Leadership transparency is the deliberate disclosure of relevant information, reasoning, and limitations in a way people can understand and use. It is not unlimited disclosure.
Reflect on whether people receive relevant, understandable, and timely information while legitimate privacy and confidentiality remain protected.
Answer as you are today
Choose the answer that best describes your recent behaviour at work. No email required.
What does leadership transparency mean?
Leadership transparency is the deliberate disclosure of relevant information, reasoning, and limitations in a way people can understand and use. It is not unlimited disclosure.
Why it matters at work
Useful transparency supports informed judgment and trust. Information dumps, unexplained decisions, selective disclosure, and promises of total openness can create confusion or violate privacy just as easily as secrecy can.
What this assessment measures
Relevant disclosure
Sharing decision-relevant information, uncertainty, and constraints without hiding inconvenient facts.
Clarity & reasoning
Making information understandable and connecting decisions to evidence, criteria, and trade-offs.
Consistency & boundaries
Applying disclosure principles consistently while protecting personal, legal, and commercially sensitive information.
How to interpret your score
Your overall result is normalised to a 0–100 scale. Use it to choose a practice area, not to compare your worth with somebody else.
Build your leadership transparency foundation
Your answers identify a few recurring situations where one visible practice could make this capability more reliable.
A developing leadership transparency pattern
You demonstrate this capability in some conditions. Focus first on the dimension that becomes least dependable under pressure.
A strong leadership transparency pattern
Your answers suggest a reliable pattern. Keep testing it in harder situations and against evidence from people affected.
Designed for reflection, not diagnosis
The ten behaviour-based statements cover 3 practical dimensions. Responses run from “Never” to “Almost always”; negatively worded items are reverse-scored. Overall and dimension results are converted to a 0–100 scale. The assessment is educational and has not been psychometrically validated.
Read the full assessment methodology and editorial standards.
Research that informed this page
Andrew K. Schnackenberg and Edward C. Tomlinson (2016), “Organizational Transparency: A New Perspective on Managing Trust in Organization-Stakeholder Relationships”, Journal of Management.