Issue 21: Today’s Brew: The Art of Transparency—When Sharing the Truth Builds More Trust Than Protecting Feelings
☕ Brewed for Leaders Who Care
Espresso & Empathy — Issue 21
By: Shannon Foster
Founder & Senior Consultant, Martin & Foster Consulting
July 23, 2025
In times of change, challenge, or uncertainty, many leaders feel torn:
Do I tell them the truth—or soften it to protect them?
It’s human to want to shield people from disappointment or worry. But in leadership, avoiding hard truths rarely builds loyalty. Instead, it often creates confusion, speculation, and broken trust.
At Martin and Foster Consulting, we believe transparency is not about saying everything—it’s about saying what matters, clearly and with integrity.
For All Leaders: Transparency as a Trust Strategy
Teams look to their leaders not only for direction but for context. When information is withheld, employees fill the gaps themselves—and often with assumptions far worse than reality.
Why it matters:
Rumors spread faster than facts.
When people don’t know what’s coming, anxiety rises and engagement falls.
Trust is built when your team believes you’ll tell them the truth—even when it’s uncomfortable.
How to practice transparency as a leader:
Prepare before you speak. Know what you can share and where boundaries exist.
Lead with clarity. Share the “why” behind decisions.
Acknowledge emotions. It’s okay to say, “I know this is tough.”
Follow through. Keep communicating as situations evolve—silence erodes trust.
Transparent leaders don’t pretend to have all the answers. They simply show up consistently, communicate openly, and model the honesty they hope to see in others.
For HR Leaders: Balancing Confidentiality with Candor
HR leaders face a unique challenge: you often know more than you can share. Balancing transparency with confidentiality is one of the hardest parts of the role.
Why it matters:
Employees often see HR as the bridge between leadership and staff.
When HR leaders appear evasive, trust in the entire process erodes.
Your words shape how people feel about leadership decisions—even if you didn’t make them.
How HR leaders can lead transparently:
Be honest about what you can’t share. It builds credibility to say, “There are details I’m not able to disclose, but here’s what I can tell you.”
Explain the process. People feel calmer when they understand timelines, next steps, and how decisions are made.
Show up after announcements. Host open-door times, follow up in one-on-ones, and invite questions.
Model empathy alongside policy. Transparency isn’t just about facts—it’s about how you deliver them.
A Leadership Self-Audit
Ask yourself:
When delivering difficult news, do I prioritize clarity—or comfort?
Have I ever delayed sharing information to “protect” my team?
As an HR leader, do I clearly explain what I can share versus what must remain confidential?
Do my actions show that I value trust over convenience?
Final Thoughts
Transparency doesn’t mean sharing everything—it means sharing enough to show respect for the people you lead.
Protecting feelings in the short term may feel kind, but protecting trust is what truly builds strong cultures in the long term.
Lead with clarity. Communicate with empathy. And remember:
Your willingness to tell the truth—thoughtfully—can be the very thing that helps people move forward.