Leadership transparency and accessibility have become buzzwords in most organizations and industries. But CEOs and other senior executives and leaders who really practice what they preach when it comes to this idea opt for “glass office” leadership.
The phrase “glass office” is a direct metaphor for a leader’s transparency, drawing on the idea that someone living in a glass office is completely exposed to public view. The concept—also known as “glass office” leadership—symbolizes a company leader’s unshakable commitment to radical transparency and accountability. Because of this transparent leadership style, the CEO’s actions, decisions, and even flaws are highly visible not only to the public, but also to employees.
It’s not easy for a top leader to adopt a glass office leadership style because, by being transparent, this style also calls out bad behavior, or what I refer to as the three traps for leadership:
1. Ethical traps: scandals, misconduct, and breaches of trust.
2. Cultural traps: toxic bosses, blind spots that poisoned the culture, lack of inclusion.
3. Business traps: greed or shortsighted decisions that undermined long-term trust.
But on the flip side of these negative outcomes, glass office leadership also highlights a CEO’s positive behavior and decisions for all to see. I’ve personally observed or worked with CEOs whose strong principles and intentional actions help build trust, engagement, greater innovation, and performance among their employees while also earning the trust of shareholders.
What does a glass office CEO’s actions look like in practice? Some who are often cited as examples of transparent leadership include Microsoft’s Satya Nadella, General Motors’ Mary Barra, Buffer’s Carolyn Kopprasch, and Patagonia’s Yvon Chouinard. Nadella is known for transforming Microsoft’s culture to be more inclusive and open while championing open communication and encouraging learning from failures. Barra initiated a cultural shift at GM by focusing on open dialogue and addressing past mistakes, which restored trust in the company. Kopprasch established “default to transparency” as one of the company’s core values, which includes making salaries and financial metrics public. And Chouinar built a reputation for honest and transparent practices related to the company’s environmental and social impact.
To break this down into some identifiable principles, glass office leadership commonly translates to:
- Accessible leadership: CEOs can build a culture of transparency with practical actions, which start with maintaining their own “open-door policy” as CEO, while also keeping other executives accountable for remaining visible and approachable. Accessible leaders also lead with personal integrity by consistently aligning their actions with their stated values.
- Open communication: Glass office style incorporates multiple communication channels, such as internal blogs, anonymous feedback boxes to encourage two-way dialogue, and holding regular “Ask Me Anything” sessions or town hall meetings where employees can ask the CEO unfiltered questions—and receive transparent answers. Transparent leaders also foster a collaborative decision-making process by seeking input from employees at various levels.
- Admitting mistakes and sharing challenges: Part of open communication means candidly acknowledging errors and failures while discussing lessons learned, which humanizes the CEO and models a culture of responsibility. Communicating openly also includes being upfront with employees about internal struggles and marketplace difficulties, rather than hiding bad news. Part of this is about providing strategic context, not just information, explaining the “why” behind decisions.
- Financial transparency: Practicing “open-book management” by sharing financial metrics, goals, and challenges with all employees also creates transparency and trust. CEOs can help bolster their glass office by utilizing technology, such as digital dashboards showing real-time performance metrics, to make the company’s progress visible to all.
While it takes fearlessness for CEOs to be this revealing with all of their actions visible, embracing the glass office approach can lead to several significant benefits for employees, leadership, and companies alike:
- Builds trust and loyalty: Openness and vulnerability at the top of an organization result in a foundation of trust throughout the company, as people feel valued and respected. This increases employee morale, engagement, and retention.
- Improves performance: When employees are clear about the CEO’s goals and strategy and receive information that isn’t veiled or sugarcoated, they can align their efforts more effectively. This leads to better and more informed decision-making across the organization, improving team and company performance.
- Fosters innovation: By being visible and accessible, glass office CEOs create a culture of psychological safety for employees. These leaders aren’t afraid of negative feedback and encourage people to share it, while letting people know that mistakes are simply learning opportunities. This allows for greater creativity and collaboration, where everyone can do their best work and share ideas.
- Manages crises effectively: In difficult times, a CEO’s clear and honest communication can mitigate reputational damage and maintain confidence both within and outside the company. CEOs must strike a balance by providing substantial and relevant information, explaining the reasoning behind key decisions, and timing disclosures carefully.
- Enhances reputation: Beyond work culture, a CEO’s style has a big effect on brands. Brands known for glass office transparency and ethical practices attract purpose-driven talent and build stronger relationships with customers and investors.
Glass office leaders foster a resilient and agile culture that effectively navigates disruption and change, moving beyond traditional corporate communication to foster open dialogue, honesty, and trust throughout the organization. Are you ready to build your glass office?
If you’d like to expand your strategic leadership skills and capabilities, get in touch with us at info@shambaughleadership.com.
Visit SHAMBAUGH’s offerings on Executive Coaching/Advisory Services, Leadership Development, Coaching and Development Programs for Women, Building High Performance Teams, Keynotes, and Fireside Chats.
Rebecca Shambaugh is a contributing editor for Harvard Business Review and has been showcased on CNBC, TED Talks, Fox News (New York), NPR, Washington Business, and ABC. Rebecca is President of SHAMBAUGH Leadership, Founder of Women in Leadership and Learning, and author of the best-selling books It’s Not a Glass Ceiling, It’s a Sticky Floor. Rebecca is also the host of her podcast, Leaders Rise.