Working for a boss with a hidden agenda—it’s like navigating a minefield in the dark. I remember one agency where I gave my all, believing in a mission I thought we shared. But every time I got close to a breakthrough, it was like a shadow would creep in, shifting priorities without warning. When I thought I was making progress, the hidden priorities would emerge like a switch on the tracks, abruptly changing the course and leaving me standing there as the train sped away.
This scenario didn’t just affect me; it impacted my entire team. We would devote countless hours to projects, only to see them abandoned or delayed without explanation. The results were wasted effort, broken morale, and a culture that undermined team cohesion and organizational success. Some people were in the know, while others were left out in the cold. The secrecy and the perpetually shifting objectives left us divided, with confusion and distrust taking root across the organization.
The pitfalls could have been avoided, and many lessons can be learned from the “hidden agenda” of a Horrible Boss. Let’s dive in.
The Damage Done by Hidden Agendas
Plans kept in the dark don’t waste time and resources; they erode trust. Team members start questioning not only their leaders but also their colleagues. When a few are privy to the “real” strategy while the rest remain in the dark, it creates an environment of suspicion and exclusion. Those left out feel like their work is unvalued or, worse, irrelevant.
Both managers and employees are feeling the pinch in these scenarios that stem from hidden agendas:
- Lack of Information: 74% of employees feel they are missing out on company information and news. (Involv Intranet)
- Managerial Communication Challenges: 69% of managers are uncomfortable communicating with employees, which can lead to significant information gaps. (WorkLeap)
- Perceived Communication Failures: 86% of employees and executives cite ineffective communication as a leading cause of workplace failures. (EveryoneSocial)
- Employee Engagement: Only 13% of employees strongly agree that their leaders effectively communicate with the organization. (Involv Intranet)
As you can see, confusion can extend even beyond individual morale. It disrupts the very foundation of teamwork. How can a group of people move in the same direction when they’re not even sure how to go? When priorities shift without notice and decisions are made behind closed doors, the sense of a shared mission evaporates. This not only hampers productivity but also compromises the integrity of the organization itself. The result is a fractured workforce, divided between those “in the know” and those left to pick up the pieces.
What I Learned as a Leader
Thankfully, my experiences with a boss who played by a different set of rules taught me one crucial lesson: nothing honorable comes from deception in the workplace. If you want to play in the big leagues, you must be transparent and authentic. Deceptive and divisive behaviors keep you—and your organization—in the minor leagues, where you’re constantly firefighting rather than building toward long-term success. And the numbers show it:
- Employee Happiness: In a survey of over 40,000 workers, transparency was the number one factor contributing to employee happiness. Slack
- Trust and Performance: Deloitte’s 2024 Global Human Capital Trends report highlights that 86% of leaders believe increased transparency leads to greater workforce trust, which is essential for organizational success. Deloitte
The best people won’t tolerate shenanigans. Team members will lose faith in your leadership when they realize they’re not getting the whole picture. It is exhausting to work in an environment where agendas are constantly shifting, and priorities are kept under wraps. As leaders, we owe it to our people to be honest and forthcoming, especially when the stakes are high.
Creating a Culture of Transparency
To be an effective leader, you must build a culture where information is shared openly and honestly. My team knows that I’m not one to keep secrets. I make it a point to share as much as possible, as often as possible. When the greater good of the mission is on the line, I believe in bringing my team into the fold. Sharing “secrets” doesn’t just inform them; it binds us together. When everyone knows the full picture, we can all move forward in unison, pulling in the same direction.
Being open isn’t just about avoiding the pitfalls of a hidden agenda; it’s about empowering your team to contribute meaningfully. People are more invested in the outcome when they know what’s at stake and understand the broader goals. They become problem-solvers rather than order-followers. They don’t need to guess what to do when a challenge arises because they know the bigger picture and can act accordingly.
Lessons for New Leaders
For those stepping into leadership roles, remember this: transparency isn’t a sign of weakness; it’s a hallmark of strength. Don’t make the mistake of thinking that withholding information gives you more control—it doesn’t. It only creates more chaos. If you want to build a resilient and adaptable team, you need to share the bigger picture with them. Trust them to handle the truth; they will reward you with their best efforts.
A team that works under a leader who values honesty and integrity is more than just a group of employees—they are a unified force working toward a common goal. So, avoid the temptation to hide behind secrecy or manipulate agendas. The cost is too great, and the rewards too few.
Lead authentically, choose people you can trust, and bring them into the conversation. That’s how you earn respect, build a strong team, and achieve extraordinary results.
About Gina L. Osborn
Gina L. Osborn is a former FBI Assistant Special Agent in Charge, former Chief of Safety for LA Metro, and a recognized security, crisis management, and leadership expert. With extensive experience combating international terrorism, cybercrime, and violent crime, she is committed to helping organizations develop effective, proactive safety strategies. She shares lessons on authentic leadership, leading through chaos, crisis, and change, and rising to the top in male-dominated fields. To learn more, visit www.ginalosborn.com.