I vividly recall one of the first workshops I facilitated for a client. The CEO opened the session by emphasising not only the importance of alliances to their company but also the vital role transparent communication plays in making them successful.
He shared a principle embedded in their company culture: transparency. Whether dealing with a job candidate or a potential partner who wasn’t the right fit, they always communicated openly, yet positively. As he explained, “Today, this candidate or partner might not be the right fit. But tomorrow, they might be.”
This philosophy extended beyond immediate decisions. The CEO recognised that in his industry, people always talk, about partnerships, about companies, and about reputations. Creating an environment where those conversations remained positive became a cornerstone of their strategy.
This client has been remarkably successful in managing their alliances. Over the years, I’ve seen their commitment to open, transparent communication in action, and it consistently strengthens their relationships.
Unfortunately, not all organisations adopt this approach. I’ve witnessed situations where individuals avoid clear communication, leaving potential partners or candidates in the dark, even ghosting them. Sometimes, it seems they are too hesitant to provide a straightforward answer: “Yes, we will work with you,” or “No, we won’t.”
But by avoiding the conversation, they unintentionally create confusion, frustration, and even bad press for their organisation.
Alliances are formed between organisations but thrive, or fail, based on the relationships between people. Clear and transparent communication is essential. Leaving a potential partner or candidate guessing can lead to negative perceptions of your organisation.
So, take a moment to be clear about your intentions. Transparency isn’t just a courtesy: it’s the foundation of trust and long-term success.