Leading With Transparency: How I Build Trust, Strengthen Teams, and Create Healthy Organizational Cultures

Nov 24

Over the years, I’ve learned that transparency is one of the most underrated tools a leader has. It’s not flashy. It’s not something you can point to and say, “There — that’s transparency.” But it shapes everything: how teams function, how decisions are received, how conflicts are resolved, and how people feel when they walk through the door each morning.

Transparency is not about sharing every detail. It’s about creating an environment where people never have to question your motives, your direction, or your integrity. When people know where the institution is heading and why decisions are being made, they operate with far more confidence and far less speculation. I’ve seen firsthand how transparency calms uncertainty, strengthens culture, and builds a foundation of trust that lasts.

My approach to transparency starts with communication. Leaders must be present and willing to talk — early, honestly, and directly. I believe leaders should explain the “why” behind decisions, not just announce the “what.” When I speak with staff, students, donors, coaches, or partners, I try to give them the context they need to feel included in the process. People want to feel like partners, not passengers.

I also believe transparency is rooted in consistency. People watch leaders closely. When your tone shifts dramatically depending on the audience, or when your decisions appear arbitrary, trust erodes quickly. My goal has always been to be the same leader in private that I am in public. Consistency builds credibility, and credibility builds stability.

Another core part of transparency is accountability. Leaders need to own their decisions — especially the hard ones. I’ve learned that when you stand behind your choices, communicate them clearly, and explain your reasoning, people may not always agree, but they will respect you. Nothing weakens trust faster than a leader who avoids accountability or passes responsibility off to others.

Transparency also requires listening. People will not trust a leader who speaks more than they hear. Throughout my career, I’ve made it a point to create opportunities for real dialogue — not scripted meetings or formal updates, but genuine conversations where individuals can share concerns, ideas, or frustrations. Leaders who listen earn loyalty, not because they have the perfect answer, but because people feel valued.

One of the biggest misconceptions about transparency is that it slows down decision-making. In my experience, the opposite is true. When teams understand priorities, parameters, and expectations, decisions happen faster. Misunderstandings decrease. Alignment increases. Execution becomes smoother.

Transparency builds teams that believe in their work, respect leadership, and stay committed even when challenges arise. It helps institutions navigate change more smoothly, resolve conflict more efficiently, and build cultures that people want to be part of.

I’ve learned that the strongest institutions are not just driven by strategy — they are built on trust. And trust begins with transparency.

Leading With Transparency: How I Build Trust, Strengthen Teams, and Create Healthy Organizational Cultures

Further Reading

Dr. Brian David Wickstrom

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Leading With Transparency: How I Build Trust, Strengthen Teams, and Create Healthy Organizational Cultures

Further Reading

The Future of Higher Education: How I Approach Innovation, Adaptation, and Leading Institutions Through Change

Creating Momentum in Higher Education: How I Drive Institutional Progress Through Vision, Strategy, and Execution

Dr. Brian David Wickstrom

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