Over the last three years I had several hundred meetings with stakeholders of our solution. This includes business functions, subject matter experts (Quality Manager, Data Privacy Officer, Cyber Security Leads etc.), C-level and Board of Directors. Some of them even entrepreneurs, so owners/shareholders of an organization.
One topic that was often discussed to increase transparency. Everyone claims that more transparency is a key factor for the organization of the future. I have also often been assured that more transparency (often in connection with the digitalization process) is desired. Artificial intelligence and machine learning aim to increase the value of big data and make data lakes more transparent.
However, behind closed doors there is a big concern about liability. “What I don’t know, I can’t be accused of” or “If I know that and don’t do anything, it’s gross negligence and which is not covered by any insurance “.
So, is transparency just a buzz word?
I believe the advantages outweigh the disadvantages by far.
How to make it happen and what are the benefits?
- Introducing more transparency requires full management commitment
- It is even more important to set an example “walk the talk”
- Ideally it is accompanied by an organizational change project (involve Human Resources)
- The gain of correctly introduced transparency occurs on several levels:
- Increased stakeholder trust
- Faster decision making
- Identifying risks and threats earlier
- Initiating counter measures for risks and threats earlier
- Better ethical and moral decision making
- Increased reputation
- Better utilization of employee knowledge, through lived speak up culture
- Higher employer commitment through increased appreciation
All of the above needs to be done with a sensed approach. Ethical, moral and legal limitations need to be considered.
Author – Andreas von Grebmer, CISO of 360inControl® the Internal Control Solution for the digital age.
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