Radical Transparency: Internal Communications That Build Trust

There’s a reason internal communications is always at the top of every staff survey: it’s either broken, baffling, or completely absent. When I step in as an interim CEO, one of the first things I hear is, “We never really knew what was going on.” That’s not just a communication gap. That’s a canyon.

And when there’s a canyon, people fill it with rumors, drama, conspiracy theories, and passive-aggressive Slack messages. Because when people are in the dark, they don’t just fill in the blanks—they write entire horror novels. Fear grows. Rumors fly. And trust? Gone.

But the fix isn’t a fancy comms plan. It’s just being honest and acting like a real human.

🔍 Radical Transparency in Internal Communications – No Secrets, No Spin, No Surprises

Here’s how I open the floodgates in the first 30 days:

• 💬 “Ask Me Anything” Town Halls. No slides. No agenda. Just a standing invitation for staff to ask whatever they want. I’ll answer truthfully and fully—even when the answer is “I don’t know yet.” That alone builds trust.

  
  

• 📊 Financial Reviews for All Staff. Nonprofit finances can be messy, and staff are usually kept in the dark. Instead, I walk everyone through what I’ve learned—no sugarcoating. It turns staff from passive recipients into active problem solvers.

  
  

• 📧 Post-Board Recap Emails. Staff shouldn’t have to guess what happened in a board meeting. I send an all-staff summary with real takeaways—not PR spin. It brings light to the places that were once a black hole.

  
  

• ✍️ Blog Posts from the CEO’s Desk. A public-facing post reinforces internal trust. It’s not just what I say in the building—it’s what I say out loud to the world.

  
  

• 🎂 Human Moments. I show up in Slack channels with a picture of my latest cake creation, my German Shepherd doing something ridiculous, or my often strong opinions about our local football QB situation. And I give space for others to do the same—like a 5-minute “show and tell” at an all-staff meeting. These small moments humanize us. They matter.

🤝 One-on-One, I Get Curious (Not Controlling)

Top-down memos only go so far. Real communication happens face-to-face—or at least one Zoom square at a time.

• Biweekly 1:1s with Direct Reports. Weekly is overkill. Biweekly gives us time to reflect, make progress, and have meaningful conversations. Prepare an agenda, and keep notes about next steps and follow up items.

  
  

• Short Questions. Big Insights. I use a consultative style. I ask lots of ‘new guy’ questions to lead people to their own self-discovery. No lectures. No sermons. Just the kind of questions that spark reflection and real dialogue.

  
  

• Open Office Hours Anyone can book time with me. You don’t have to go through a chain of command or offer a blood sacrifice to get 15 minutes on my calendar.

🚶Communication Without Words Still Speaks Volumes

We know most communication isn’t what you say—it’s how you show up.

• Management by Walking Around. I’ll come to your space. One staff member once told me I was the first CEO who’d ever stepped into his office. That’s a problem. I learn more when I meet people where they are—literally.

  
  

• No Special Treatment. If the hybrid policy is three days a week in the office, then you’ll see me there three days too. If I screw it up, I say so. I model the behavior I expect, starting with humility.

🎙️ Elevating Other Voices

It’s not “my show.” I make space for others to lead, share, and dissent—because shared leadership builds trust faster than any memo ever could.

• Shine a Light on Your Team. I ask my direct reports where they want to lead—whether that’s presenting to the board, taking point on a major initiative, or owning a piece of internal communication. When they reinforce the message, it doesn’t feel top-down—it feels unified.

  
  

• Make Space for Dissent—Then Close the Loop. I don’t get defensive. I listen, validate, and follow up. I give staff structured space to raise concerns and show them that their voice actually mattered by following up.

  
  

• Humanize the Board. I love a good brown bag lunch. Board members and staff in the same room, sharing stories and motivations, and no PowerPoints. It reminds everyone we’re on the same team—even if we wear different badges.

Final Thought

Communication isn’t just about charisma. It’s about consistency and transparency. It’s about showing up, speaking truth, and listening like it matters—because it does. When communication is strong, you don’t just build clarity—you build trust. And when trust is high, your staff will do incredible things—even in a crisis. Because leadership isn’t about being the loudest voice in the room. It’s about creating a room where everyone feels safe enough to speak.

We're just about at the end of our 30 days. I know...it seems like its been an eternity! Time to synthesize what we've learned, report back to the board, and turn it into a game plan. That's up next!