A Culture of Candour the most essential for A Future Ready Organisation

In the present world of disruptive times , wherein organisations are constantly redrawing their plans to stay ahead of the transformation or change of the industry or the sector they are in , Candour plays a very important role as a must have in the culture to survive . Organisations are required to reinvent and transform much faster than ever before .Innovation and change have become the two buzzwords across organisations. Its not that they were not there 10 years back , however it has become a way of life today .In this situation for organisations to survive its important that the leaders who drive and steer the organisation need to be open to feedback ,are able to listen to the man in the arena ,are able to make the changes based on what they hear and the insights generated and if not then it can become to late for the change to happen for the organisation .If Candour is missing in the culture , the feedbacks would be not direct, the insights would be convoluted and the man in the arena will not open his mouth against the system or process. What it would eventually lead to is an organisation which is not able to hear the voices of its stakeholders.

Organisations that have higher level of candour in their culture practice four  things differently , one they are bold to call a spade a spade and address the problem rather than build logics to hide or procrastinate the challenge ,secondly the leaders follow an open door policy in which they are often amongst the people to see and hear what’s happening on the ground and have round tables or town halls on regular intervals and the thirdly every feedback is heard and not classified , there are various mechanisms in the organisation to assimilate all ideas and evaluate the path to innovate and change and lastly there  is a high appreciation and encouragement towards diversity of views and ideas .

While candour is often looked at something to be practiced between the leader with the team , however it enables more productive outcomes even when its practiced in peer to peer interactions and dialogue. It enables the group to think differently and more innovatively for the stakeholders .

Often I have come across leaders who believe in the culture of candour however are not able to practice the same as they have grown up in a culture of not challenging the leaders views , my only recommendation to all such leaders will be that if you respect and wish well for the leader and the organisation  , be candid in your conversation, you will eventually do well as a leader for your leader and your organisation and if there isn’t appreciation of the candour you display  probably its not the organisation of the future.