What should leaders know?

 When it comes to knowing what their team is doing on an everyday basis, teams with high levels of freedom, trust and connection will be doing more than any one person could fully know. Teams with low levels of these do far less, making it more likely that leaders could know "everything going on" at any point in time. That's the reality of the tradeoff. Keeping the team transparent with Slack and Trello keeps everyone in the know.

The power of actions

If you work at Front, a collaboration software provider, you can anytime scan CEO Mathilde Collin's calendar. This kind of transparency goes a long way in building and sustaining a culture of trust. It gives her the kind of integrity, accessibility and humility she expects and depends on from her leaders and everyone else. She is clear that actions speak volumes words only allude to. We Need more leaders like this.

What if everyone had a transparent and agile exit strategy?

What if everyone on a team semi-annually shared their latest version of what they want to go to next, when (if they have a sense of that) and why?

Wouldn't this happen in a culture of integrity, translated as adult transparency, contrasted to adolescent passive aggressive non-transparency? What if people leaving or changing was anticipated rather than a surprise? Would it allow teams to enjoy better proactivity and continuity? Could it help the team better support everyone's growth dreams and intentions?

Would people paradoxically feel a greater sense of commitment to a tribe committed to their growth?