www.missionbased.com

This is a subject that most readers should be familiar with, but one I wanted to take a renewed look at given how much has changed in the field since I last addressed transparency in this publication in June, 2004. Being transparent is no longer a choice: It's an expectation of funders, donors, the community, and the media. The web allows you to do this easily and cheaply. But first, you have to make it a priority, and I give you a number of ideas on this in the Tech Tip below. That said, I want to focus on this:

Transparency should not simply be for "outsiders". It should not stop outside the organization's door. It should also thrive inside your organization. Each staff member and volunteer, each committee and work group, every manager and senior manager should be open, available and accountable to others. Why? Because when organizations are internally transparent there is more engagement, more employee satisfaction, more good ideas thrown at problems, and less gossip and paranoia about what's going to happen.

You may think your organization is transparent now. If so, good, but answer the five questions below before you pat yourself on the back. You might be surprised.

1. In your last strategic plan update, did you share the draft plan with everyone in the organization (all staff and volunteers) for comment? (Same question for your marketing and tech plans, of course.)
2. Are all staff invited to every board meeting? (They should only be invited as observers, not participants.)
3. Are the minutes of every board and board committee meeting as well as every staff meeting available online in the staff section of your website?
4. Do you share your draft budget with every staff member to get input?
5. Do you encourage ideas from staff on how to improve service or solve problems?

If the answer to any of these questions is no, my question to you is why not? What do you gain by not sharing information? How does your organization, your mission, benefit by keeping information close to the vest?

Here's the truth: it doesn't. By locking out people, you lock out their minds, their ideas, their engagement. You're already paying for all of their brains? Why not use all of the resource you've paid for?

There are two ways to look at information and transparency. Both are true, but you have to pick which way you'll run your organization. Here they are.

1. Knowledge is power. If I keep all the knowledge to myself I keep all the power.

2. Knowledge is power. If I share all the knowledge, we all get powerful together.

Which kind of organization would you like to work for? To volunteer in? One that shuts you out of the decision/information process, or one that embraces you in it? One that respects your ideas or one that says "Wait on the sidelines, we know what's best for you".

OK, you get the idea, but if you still need convincing, look at some of the readings listed below. They may bring you over to the side of this discussion that will really, really benefit your organization as a result of being transparent both inside and out.

And, take a look at the marketing and tech tips for some thoughts on external transparency as well.

January, 2009 -by Peter C. Brinckerhoff