Everybody Wants Candor Until Someone Is Candid with Them: The Double-Edged Sword of Honesty in Business
? ECS - 2024

Everybody Wants Candor Until Someone Is Candid with Them: The Double-Edged Sword of Honesty in Business

In business, managers frequently tout the importance of transparency and open communication. "We need more candor," they say, "to drive innovation and growth." While this sentiment seems worthy, there's a stark truth often overlooked: Everybody claims they want candor until someone is candid with them.

Candor is a cornerstone of high-performing teams. It promotes trust, encourages creativity, and fosters a culture of accountability. When team members feel comfortable being honest, difficult conversations are no longer avoided. Mistakes can be addressed quickly, and decisions can be made more effectively. Conceptually, candor sounds like the perfect recipe for a thriving business.

However, when candor is no longer an abstract principle but practiced, it can quickly become uncomfortable. Managers who encourage their teams to be candid often find themselves on the receiving end of honest feedback. This is where the real challenge of candor lies: embracing it when directed at you.

The Discomfort of Honesty

The discomfort that accompanies candor is often rooted in ego. When we ask for honesty, we subconsciously expect it to affirm our beliefs and actions. However, real candor doesn’t always align with our expectations. A candid colleague might point out a flaw in our strategy, highlight a gap in our Management performance, or challenge an assumption we've held dear.

This feedback can feel like a personal attack, even when delivered with the best intentions. It’s easy to encourage candor when you’re giving it; it’s much harder to receive it, especially when it challenges decisions.

Why Candor is Essential Despite the Discomfort

Candor isn't about tearing people down; but about building a culture where open dialogue and honesty lead to growth. Businesses that embrace candid communication outperform those that avoid difficult conversations. When feedback is welcomed and addressed constructively, it leads to better decisions, stronger relationships, and a better-performing, more resilient organization.

To leverage the benefits of candor, business Managers must first become comfortable with discomfort. This requires developing a mindset that values feedback as a tool for improvement rather than a threat to authority without reacting to it as if candor is a threat.

Leading by Example

If you want candor to become a core part of your business culture, you must model it yourself. Managers who respond defensively to candid feedback create an environment where honesty is stifled. On the other hand, managers who actively seek and graciously accept feedback set a powerful example for their teams.

When receiving candid feedback, it is important to pause before reacting. It is best to refrain from reacting; instead, accept the feedback thoughtfully. Consider the intent behind the message and reflect on how to utilize it to enhance your performance. Showing you appreciate honesty, even when it is uncomfortable, inspires others to be equally forthcoming.

Creating a Culture That Embraces Candor

To create a culture of candor, business leaders need to build psychological safety within their teams. When employees feel secure in speaking their minds without fear of retaliation or judgment, candor becomes the norm rather than the exception.

A few strategies to foster a culture of candor:

Set Clear Expectations: Make candor is valued in your organization. Encourage honest dialogue in meetings, performance reviews, and daily interactions.

Practice Active Listening: Show that you are open to hearing difficult feedback by listening attentively and without interruption. Validate the other person’s perspective, even if you don’t agree with it.

Respond with Gratitude: When someone is candid with you, thank them for their honesty. This reinforces the idea that feedback is a gift, not an attack.

Follow Through: Demonstrate that you take candid feedback seriously by acting on it. If a team member brings up a concern, address it promptly and visibly. If action can not be taken communicate the rationale and assure that the input will be kept during future decisions

Candor is a powerful tool for business success, but it’s also a double-edged sword. It requires vulnerability, humility, and a willingness to confront uncomfortable truths. While it's easy to champion candor conceptually, the real test comes when you’re faced with it yourself. Managers who can embrace candid feedback, even when it challenges their ideas, build stronger, more agile organizations with loyal employees. Because in the end, it’s not just about wanting candor—it's about being able to handle it when it comes your way.

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