I was doing walk-and-talk check-ins with our Seoul team. The first meeting went great, a check-in over iced Americanos.

The second employee walked in and answered the same question I'd asked her teammate, word for word. They'd traded texts in the 75 seconds between meetings. That moment showed me: internal information moves faster than management.

Employees share everything now, including their 360s. We can pretend we control the narrative while employees screenshot Slack messages and share salary data. Or we can lead by setting the terms of transparency ourselves. Culture leaks through Glassdoor, LinkedIn and group chats. Why not build with intention?

After experimenting with transparency for thirteen months, I'm learning the rules.

Related: My Employee Used AI to Ask for a Raise. So I Used AI to Say No — Here's What Happened Next

Developers pioneered "building in public." They tweeted revenue charts and shared prototype GIFs. Their transparency attracted users, generated feedback and built investor trust.

Company culture can follow the same path, with one crucial difference: culture affects people, not code. The stakes are exponentially higher. A software bug breaks, you fix the code. Cultural transparency goes wrong, and you damage careers, relationships and safety at work.

Treat each disclosure as a product feature. Start with the smallest public unit you can handle. Measure impact. Iterate. We tied our........

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