Management Principles: Candor

Management Principles #8:  Candor

              Merriam Webster’s dictionary defines candor as “the quality of being open, sincere, and honest”.  As for the 16 management principles I am using for the basis of my most recent blog topics, it talks about candor as not being afraid of saying the phrase, “I don’t know”. But that is not all candor is; let’s breakdown the very definition of candor.

               Being open.  I see being open as becoming vulnerable, which is not a bad thing. In the workplace, sharing your motives and ideals from the beginning can be a successful tactic that creates unity in the work environment. Being open is crucial to gaining the trust and cooperation of your people. To complete a task with high morale and efficiency, remaining open about your goals is always the first step.

               Being sincere.  Being sincere is one of the best traits you can have. It is very welcoming and inviting, and shows your people that you truly care. They can sense compassion and understanding through sincerity. Once you gain trust based on your sincerity, it is a bond that is tough to break.  If one of your people comes to you being open, as discussed above, and you show sincerity acknowledging their bravery in this time, you will have the respect of those around you as a person who is very approachable. The idea of you being an approachable boss leads to open discussions and allows people to share ideas more freely.

               Being honest.  Honesty should always be a core value in a leader.  Honesty should always be the first thing you think about and a trait you never hesitate to use.  While honesty can be very blunt, you can find a way to always be honest with tact. When asked a question, even a white lie could steer somebody wrong. You must always be honest not only to your people, but to yourself as well. Honesty is rarely easy. When it is time to do a peer review, withholding from your people the truth is accepting the flaws you are choosing to overlook. If they are not performing well and you do not tell them, then they will never know they need to improve. This will hurt you, them, and the company.  If you are honest with them, with tact, openness and sincerity, then they will be open to criticism and together you can create a personal improvement plan that both parties can agree to. Openness and sincerity make honesty easier and more easily accepted.

               Candor is a big deal.  These are just examples of how candor can affect the workspace. What are some of your examples of candor as a leader?