All around us, we’re hearing calls for more human leadership. In an era of increasing uncertainty, volatility, and complexity, authenticity has become imperative. But how leaders express authenticity can make the difference between stagnation and growth.
When we think of cultivating authentic leadership, two words often come to mind: candor and transparency. While they might seem interchangeable, these approaches serve different purposes and are sometimes rooted in contrasting motivations. And in the context of leadership, the difference can make or break trust, relationships, and progress.
In this blog, we’re exploring the difference between candor and transparency and why it’s crucial to practice candor rooted in care.
Candor: Leading with Care
Candor is about truth-telling, but with a purpose: to uplift, guide, and develop others. When leaders practice candor, they’re intentional in delivering deliver feedback. They recognize the humanity of the person they’re addressing and frame their words with care.
Candor is deeply connected to coaching, as it seeks to support growth:
- It’s not about “telling it like it is” but about helping people see their potential.
- It’s rooted in a selfless mindset: the focus is on what the other person needs to hear to thrive, not on the leader’s need to offload their thoughts or advance their own agenda.
- It fosters respect and builds a culture where people feel safe to take risks because they know the feedback they receive will be supportive and constructive.
A candid leader might say: “I see so much potential in how you’ve handled X, but I also notice there’s room to grow in Y. Let’s talk about how we can close that gap.”
Transparency: Leading with Trust
Transparency, on the other hand, revolves around trust-building through openness. It’s about sharing information—whether good, bad, or neutral—so others feel informed and included. However, it can sometimes veer into self-serving territory.
Transparency can become more about telling than supporting:
- It might serve as a way for leaders to shield themselves from accountability by “putting everything out there.”
- It risks overwhelming or burdening others with information they don’t need or can’t act on.
- While it builds trust, it may not always drive growth or action.
A transparent leader might say: “I want you to know that our team is facing challenges with X and Y, and here’s what I’m thinking about doing.” While that’s open information sharing, it lacks the coaching and collaborative intent of candor.
Candor and Transparency Both Matter—But Candor is Essential
Effective leadership requires both candor and transparency, but the balance between the two is important. Transparency ensures trust and integrity, but candor ensures progress and development. Without candor, transparency might feel like a one-way street—truth is shared, but growth stalls.
Candor isn’t about simply speaking your mind. It acknowledges the drawbacks of withholding information, knowledge, and feedback. A tight-lipped approach to leadership inhibits everybody’s progress.
Delivering candor with care and honesty becomes a tool to help others unlock their potential. On the other hand, transparency without candor risks being performative—it may show up as the leader’s need to share rather than the team’s need to grow.
Embracing Candor with Intent
So, how do you know whether you’re sharing comes from a place of candor or transparency? It starts by considering your intent and follows by being mindful of your delivery.
Think of candid feedback as an act of care: It’s not about tearing people down but lifting them up. Feedback delivered with candor focuses on helping someone improve, not diminishing their worth. It’s not about perfection but progress. Offering candor helps people develop greater self-awareness, identify strengths and opportunities, and commit intentionally to their development.
The Art of Communicating with Candor
When delivered with care, candor can help you strengthen relationships, boost morale and motivation, and inspire growth in others. Here’s how leaders can approach giving candor with care:
Focus on intent and impact
Candor centers on feedback intended to assist someone else’s growth—not your own goals or motivations. Before speaking up, reflect on why you’re sharing: “Am I sharing this to help this person, or am I doing it to serve my needs? Will sharing my feedback help them thrive?”
Balance honesty with empathy
When communicating with candor, it’s not just about what you say but how you say it. Frame your feedback in a way that respects other’s feelings while remaining honest: “I want to share this feedback because I care about you and your success. How can I support you in …?”
Focus on the future
Candor should always look forward, while transparency sometimes dwells on the present or past. Ask: “What does this person need to grow? How can I help them get there?”
Be selective about transparency
Sometimes, there’s information you must share simply for the sake of sharing (think budget deadlines). But where possible, focus on sharing information that equips people to act (beyond getting their spreadsheet in on time).
Be specific and actionable
Vague feedback can be misunderstood or make someone feel discouraged. Sharing specific suggestions will make your candid feedback more useful: “I noticed that X happened in the meeting. Next time, you might try Y to better align with your goals.”
Encourage two-way dialogue
Communicating with candor should also create space for open discussion. When someone shares their perspectives or asks questions, listen to their feedback and consider how to incorporate their input. This creates a culture of mutual respect and a breeding ground for collective growth.
How to Invite Candor
Offering candor is only half of the equation—seeking it out matters, too. Inviting candor from others requires openness and a willingness to view feedback as a tool for your growth. Here’s how leaders can (and should) request feedback from others:
Ask for feedback regularly
Dismissing opportunities for valuable feedback limits your opportunities to grow. Proactively seek candor from members of your team, colleagues, and mentors with requests like: “What could I improve on to strengthen our team?” or “How did I handle that project, and what could I do better next time?”
Create a safe environment for feedback
Opening up to candor requires leaving defensiveness behind and showing gratitude for people’s honesty. Express appreciation by saying something like, “Thank you for pointing that out. I hadn’t seen it that way before.”
Look for patterns, not perfection
Not all the feedback you receive will land perfectly. But instead of sweeping aside the negative, look for recurring themes that might reveal opportunities for improvement.
Pair feedback with self-reflection
Combining external feedback with your own observations creates a more complete picture of your strengths and weaknesses and allows you to set intentions for areas of growth.
Leading with candor enables you to create a culture where truth is spoken with care and people feel supported to grow. Transparency may open the door, but candor builds connection and transformation.
At Transitions Coaching, we help leaders and teams embrace a more human approach to leadership. Meet the Transitions Coaching team here and learn how we can partner with you.
