Building trust in leadership requires a deliberate approach to transparency and accountability. This article explores practical strategies for creating an open and responsible organizational culture. Drawing on insights from industry experts, it offers actionable advice for leaders looking to foster trust and improve communication within their teams.
- Model Openness and Admit Mistakes
- Share Data and Implement Open-Book Leadership
- Provide Context for Decisions in Recovery
- Align Teams with Clear Project Information
- Include Families in Treatment Process
- Lead with Humility and Own Errors
- Inform Staff on New Technology Adoption
- Create Visibility Systems for Real-Time Updates
Model Openness and Admit Mistakes
Creating a culture of transparency and accountability starts with admitting, as a leader, that you don’t have all the answers—something I learned the hard way during my early days at N26. I used to think transparency meant having a polished answer for every situation, but all that did was create a wall between me and the team. At Spectup, we emphasize openness from day one, starting with how we share performance data, project outcomes, and even failures. One thing I’ve found incredibly effective is holding monthly team forums where we break down the “why” behind key decisions, even controversial ones. When something goes wrong, I’m upfront about it, sharing lessons learned and inviting input on how to prevent it in the future rather than pointing fingers.
I remember when I was at Deutsche Bahn, the head of our team was very open about the struggles of a project we were rolling out. Instead of spinning it as a near-success, he walked us through the data, the missteps, and his own responsibility in the outcome. That moment sparked such genuine trust and engagement from the team because it humanized decision-making—suddenly, failure wasn’t taboo; it was educational. At Spectup, we’ve embraced this ethos, embedding systems like shared goal boards and open retrospectives into our workflow. It may feel risky to put everything out in the open, but I’ve seen firsthand how trust compounds over time when people feel informed and empowered to speak up without fear. Accountability becomes second nature when transparency sets the tone.
Niclas Schlopsna
Managing Consultant and CEO, spectup
Share Data and Implement Open-Book Leadership
Creating a culture of transparency and accountability starts with modeling it yourself. Leaders must be willing to share both wins and challenges openly with their teams. In the 3PL world, we live and die by real-time data and clear KPIs, which creates a natural framework for accountability.
When I built Fulfill.com, I implemented what we call “open-book leadership” – sharing key performance metrics, challenges, and roadmaps with our entire team. We instituted weekly stand-ups where anyone could ask questions about our strategy or operations. This approach initially made some executives nervous, but it quickly became our competitive advantage.
I’ve found that transparency breeds trust fastest when you’re upfront about mistakes. Last year, we missed a major milestone in our marketplace development. Instead of downplaying it, I called an all-hands meeting to explain what went wrong, who was responsible (mostly me), and our corrective plan. The team responded not with frustration but with solutions because they felt ownership of both the problem and its fix.
Practical accountability requires clear expectations and measurable outcomes. We developed a “success metrics dashboard” that everyone from executives to junior staff can access. It shows real-time progress against goals and who’s responsible for each. When metrics turn red, we problem-solve together rather than point fingers.
I witnessed the power of transparency when working with one of our 3PL partners during a supply chain crisis. Their CEO personally led daily briefings with clients, sharing unvarnished updates about delays and constraints. While competitors were hiding problems, this leader’s transparency turned a potential disaster into a trust-building opportunity. Their client retention actually improved during the crisis because everyone felt they were navigating challenges together.
Remember that transparency isn’t about overwhelming people with information—it’s about providing context for decisions and creating psychological safety. When team members understand the “why” behind changes and feel safe raising concerns, they become your strongest accountability partners.
Joe Spisak
CEO, Fulfill(dot)com
Provide Context for Decisions in Recovery
Trust is fragile in recovery settings. Clients arrive with skepticism, families carry trauma, and staff often operate under burnout. At Ocean Recovery, I’ve learned that transparency is the only currency that holds value in all three directions. I start every leadership meeting by stating not just what decisions were made, but why. When we revised our eating disorder protocol, we didn’t just email the update; we sat with staff, walked them through the rationale, then fielded concerns in real time. That process didn’t slow us down. It built cohesion.
One moment stands out. A family was anxious about transitioning their daughter from residential to outpatient care. Instead of vague reassurances, we shared clinical scores, therapist notes, and step-down plans. The father called me two weeks later, not to challenge us, but to thank us. “I felt like we were partners,” he said. That’s the power of clarity; it transforms apprehension into alliance.
Maddy Nahigyan
Chief Operating Officer, Ocean Recovery
Align Teams with Clear Project Information
In construction, miscommunication can cost thousands and erode client confidence overnight. At Viking Roofing, I’ve made transparency a competitive advantage, not just with customers, but inside our company. Every foreman sees the full scope of each project, including timelines, margins, and client expectations. There’s no hidden layer between office and field.
We once had a supplier delay that jeopardized a high-profile build. I pulled the entire crew into a morning huddle and laid out the issue, what caused it, how we were adjusting the schedule, and what we needed to communicate to the homeowner. No blame, just facts. That ten-minute meeting prevented finger-pointing, helped us realign labor, and strengthened the homeowner’s trust when we updated them that same afternoon.
Leadership isn’t about having all the answers; it’s about making sure your team has the same map you do. When people are clear on the direction, accountability stops being a burden. It becomes instinct.
Carl Dugan
CEO & Founder, Viking Roofing
Include Families in Treatment Process
When I founded Able To Change Recovery, it was in response to a system that often excluded families from the process. Transparency, for me, was never an abstract principle; it was the core promise to every mother, father, and sibling who walked through our doors.
We implemented a family protocol that included weekly clinical summaries, access to the treatment team, and open Q&A calls. Initially, some staff pushed back, worried about overwhelming families with too much information. But what we saw instead was increased trust and improved outcomes.
One father shared during a graduation ceremony that knowing exactly what his son was working on each week helped him heal alongside him. That level of transparency didn’t just support the client; it rebuilt the family unit. Leadership, especially in treatment, has to be accountable not just to data, but to the people behind the charts.
Saralyn Cohen
CEO & Founder, Able To Change Recovery
Lead with Humility and Own Errors
At Synergy, we teach that action defines growth. So when it comes to leadership, I don’t just talk about accountability; I live it. From the beginning, I’ve made sure every staff meeting opens with our weekly wins and losses, mine included.
One of the most defining moments came when I admitted to a hiring mistake that affected staff scheduling. I stood in front of the team, owned the error, and laid out a recovery plan. Nobody walked out. In fact, two people stepped up to help with interviews.
That day proved to me that transparency isn’t about control. It’s about creating an environment where responsibility is modeled, not mandated. When you lead with humility, people rise with you, not against you.
Timothy Brooks
CEO, Synergy Houses
Inform Staff on New Technology Adoption
In orthodontics, where patient trust is often built over months or years, transparency is not optional; it’s foundational. I’ve always believed that a well-informed patient is a confident one. This principle extends to how I lead my team.
When we adopted a new AI-based imaging system, I didn’t just roll it out with a tech demo. I walked every team member through the cost-benefit analysis, clinical rationale, and even the projected impact on appointment times. Our dental assistants weren’t just executing; they were contributing. That shared understanding helped us identify workflow tweaks we would’ve otherwise missed.
Leadership transparency in a healthcare setting translates directly to better outcomes. When your team knows why decisions are made, they internalize the mission. And when patients feel the alignment behind the scenes, their trust grows, appointment by appointment, smile by smile.
Randy Kunik
CEO & Founder, Kunik Orthodontics
Create Visibility Systems for Real-Time Updates
Transparency begins with over-communication, not silence. As leaders, we set the tone by defaulting to visibility on goals, decisions, and even mistakes.
At Brick Brick, we implemented a live project visibility dashboard early on. Everyone, from engineers to marketing, could see progress updates, delays, and financials in real-time. When a major land partnership fell through last year, we shared it openly, explaining not just what happened, but why. Instead of causing panic, it rallied the team. Trust grew, rather than diminished, because people felt like insiders, not outsiders.
Clear systems build culture. We use structured weekly check-ins and a shared decision log. These simple tools eliminate gossip and confusion. Transparency isn’t just a vibe; it’s infrastructure.
Sean Willams
Founder, Brick Brick