It’s become almost a cliche. The conventional wisdom is that organizational communication requires “transparency through every aspect of corporate communications,” as Brigham Young University’s Dr. Brad Rawlins wrote in 2008. Openness, authenticity, successes and failures, ongoing discussion and abandoning the drive to maintain a perfect corporate image. Dr. Brad’s colleagues at BYU, Dr. Rob Wakefield and Susan Walton looked into this assumption and found it wanting, according to their presentation at the 13th International Public Relations Research Conference in Miami in March.
Rob and Susan argue that there are two flaws in the practice of transparency that need to be clarified, as per the summary of their paper:
- Transparency often is interpreted as being completely open at all times — but there are times when it is in the best legal and moral interest of entities to not disclose, and in these times this is the most ethical stance for both organizations and their stakeholders; and
- Entities increasingly are self-proclaiming “transparent” communication, when investigation reveals that the claims are smokescreens to deflect actual lack of openness and honesty.
The authors conducted a series of interviews with seven senior level PR execs or consultants who work with PR leaders around the U.S., asking when, specifically, transparency is needed and good for organizations and society; when it’s better to not disclose information; and in what situations does transparency actually harm stakeholders?
I can’t do justice to Rob and Susan’s thinking in such a brief post, but in short, they learned enough to come up with an alternative to transparency — not a new theory, they hasten to say, but a different perspective: Translucency.
Something translucent lets in light, and one can see the rough outline of things, but those things aren’t entirely visible. Rob and Susan say there are four key considerations under which translucency can and should occur:
- Translucency is a commitment to communication to your stakeholders — not an advance commitment to what that communication will contain.
- Translucency occurs when credibility as already been established.
- Translucency might be most effective when there is reason to believe that an organization’s arguments and data are rock-solid, but not persuasive.
- Translucency is most effective when and organization already has put in place a process and structure for bringing greater light of information through the glass.
No one seems to want to admit that there really is a thing called “too much information.” Rob and Susan do a fine job offering a possible filter to address that problem.