I was sitting on my living room couch and my insides felt like they were tied up in knots. I was facing a major decision concerning my position at work. I was pregnant with my first child, and I was anxious about what to commit to with the unknowns of parenthood soon becoming a reality. How would I balance my work and personal life? I felt like I was going to burst with anxiety. Then I was hit with the thought that I was flooding my womb and my child with anxiety and tension. I already was a failure as a parent! Hopelessness tugged at me. But, instead of running from the anxiety and failure, I embraced my brokenness as tears went down my face. I then heard in my heart that my child did not need a perfect parent. Instead, she needed a parent who could model how to live well with imperfections.
Since then I have made more mistakes as a parent and as a leader, but I am learning that this does not define me nor the destiny of those I lead. In fact, it can be a part of the learning process to reach the mission. But in order for me to be a model to others of how to be resilient with hope, I must be transparent with others.
There is a fallacy that you can’t be a strong leader and transparent. But this is living in denial. We all have our strengths, imperfections, and we are all in the process of growth. When we as leaders are real with others, it gives them permission to be their authentic selves. This is where trust and a strong community is built to reach a greater mission.
By being transparent leaders, we give others hope. Charles Richard Snyder is a psychologist who has done extensive research on hope. He learned that hope is not primarily an emotion, but is instead a mindset. We can build transparency and hope with others that we lead through the following 3 areas of hopeful thinking.
Setting Goals
People become more engaged when they feel ownership. Do the intimate members of your organization, such as key stakeholders, staff, board members, volunteers and donors know your strategic plan? Do you then empower them to set goals in alignment with that plan? People have hope when they are given ownership to have an impact.
Tenacity and Perseverance to Pursue Goals
The path to a goal does not always go according to plan. As a leader, how you respond to failed options, unforeseen circumstances and mistakes sends a very loud message to those around you. If you respond with shame and fear, creativity and innovation will die. People will disengage, play it safe and hope will diminish. People become less transparent. If you want a culture of tenacity and perseverance, then replace blame and belittling with the transparency of personal responsibility and the opportunity to learn. As a leader, model the way by being transparent.
Belief in Your Abilities
Sports psychology has shown the power of mindset. An athlete can be tremendously talented, but if they lack belief, they will not attain their goal. As a leader, you are surrounded by people of tremendous potential. They need to believe in their ability to make a difference. You can provide hope. Do you support your people in discovering their strengths and where they can grow? Are you transparent as a community about your strengths and where you are developing?
Transparency is a pathway to hope, and hope builds passion to reach a mission. People have hope when they have ownership of goals, pursue them and believe they have the ability to achieve them. Are you being transparent with your authentic self with others? Are you creating a culture of transparency and hope with others?