Why Reputation Is a Leadership Responsibility
- 4 hours ago
- 5 min read
Sarah is one of two managing partners at Vane Percy & Roberts with 25 years of experience in global strategy and communications. Known for her clear thinking, sharp wit, and approachable style, she blends expertise in media, public affairs, and strategy to deliver smart, effective solutions that make a real difference.
Most organisations still talk about reputation as if it lives somewhere “out there”, in headlines, analyst reports, social media sentiment, or the hands of a communications team tasked with polishing the message. Reputation, in this framing, is something to be managed externally, shaped by visibility and perception.
But that view misses where reputation is actually formed. Long before customers decide whether to trust you, before regulators scrutinise your decisions, or before talent chooses to stay or leave, reputation is already being built quietly, repeatedly, and often unintentionally, inside the organisation itself.
In meeting rooms. In performance reviews. In leadership behaviour when no one is watching. Reputation is not a communications output. It is a leadership outcome.
This is why the organisations that struggle most with trust, credibility, or consistency are often the ones investing heavily in external messaging while underinvesting in the internal conditions that make those messages true.
This matters because reputation now sits at the intersection of leadership, culture, governance, and brand, not as a bolt-on function, but as a core strategic asset.
The myth of reputation as an external game
Traditional thinking positions reputation as something to be shaped after decisions are made. Leaders decide. The organisation acts. Communications then “explains” or “frames” what happened. This separation creates risk.
When leaders treat reputation as downstream of behaviour, they unintentionally allow gaps to form between what the organisation says and how it actually operates. Over time, those gaps become visible, to employees first, and eventually to everyone else.
Employees are always the earliest audience. They see how decisions are made, who is listened to, what is rewarded, and what is quietly tolerated. If the internal story doesn’t align with the external one, trust erodes internally long before it shows up in public metrics.
And once trust is gone inside, no amount of external narrative can fully repair it.
Reputation begins with internal stakeholder trust
We often talk about stakeholder trust as something that needs to be “earned” in the market. But the most fragile stakeholder trust is often inside the organisation itself.
Employees are not neutral observers. They are interpreters. They read meaning into leadership behaviour constantly:
Who gets promoted and why
How dissent is handled
Whether values are invoked only in good times
How mistakes are owned or avoided
These moments form a lived experience of the organisation’s character. If leaders speak about integrity but performance systems reward only short-term results, the internal reputation becomes clear very quickly. If inclusion is part of the brand narrative but decision-making remains closed and hierarchical, employees notice. If governance is framed as a commitment to responsibility but is experienced as box-ticking, credibility quietly drains away. Reputation, in this sense, is not what leaders declare. It is what people conclude.
Internal communication as a reputational system
Internal communication is often underestimated because it is mistaken for information-sharing. In reality, it is one of the most powerful reputational systems an organisation has.
What leaders communicate and, just as importantly, what they don’t, signals priorities, power, and intent. Ambiguity, silence, or over-sanitised messaging create their own narratives, usually less flattering than leaders realise.
Strong internal communication does not mean constant reassurance or polished optimism. It means coherence. It means helping people understand not just what decisions were made, but how they were made and what trade-offs were considered.
When leaders communicate with clarity and honesty internally, they reduce speculation and increase trust. When they avoid difficult conversations, uncertainty fills the gap, and uncertainty is corrosive to reputation.
Over time, the quality of internal communication shapes how people talk about the organisation externally. Employees become either its most credible advocates or its most convincing critics.
Governance shows up in culture before it shows up in crisis
Governance is often treated as a technical or legal concern. Something that becomes visible only when something goes wrong. But governance is deeply cultural, and its reputational impact is felt long before a crisis hits.
How risk is discussed. How accountability is enforced. How ethical grey areas are navigated. These are daily cultural signals, not abstract policies.
When governance is strong, people feel clear about boundaries and expectations. When it is weak or inconsistent, people learn that rules are flexible for some and rigid for others. That lesson becomes embedded in culture and culture is the most durable carrier of reputation there is.
By the time governance failures become public, the internal reputation damage has usually been done for years.
Culture is the delivery mechanism of reputation
Culture is often described as “how things get done around here.” From a reputational perspective, it is how promises are kept, or broken.
Every organisation has stated values. What matters is how those values are translated into behaviour under pressure. Culture reveals whether values are operational or ornamental.
Leaders sometimes underestimate how quickly culture translates into external perception. In reality, culture leaks. It shows up in customer experience, in supplier relationships, in decision speed, and in the tone of leadership communication during moments of uncertainty.
An organisation cannot sustainably project a reputation externally that it does not live internally. Eventually, the truth surfaces, not necessarily through scandal, but through inconsistency, disengagement, and loss of credibility.
Why this reframes reputation as a leadership responsibility
This perspective flips traditional PR thinking on its head. Reputation is not something leaders delegate after the fact, it is something they create continuously through their choices.
Every leadership decision carries reputational weight:
Who is included
What is prioritised
How power is exercised
How accountability is applied
Seen this way, reputation becomes a strategic leadership discipline rather than a communications specialism.
The most resilient reputations are built by leaders who understand that internal coherence precedes external credibility. They invest in trust before they invest in messaging. They align governance, culture, and communication so that reputation becomes an outcome of how the organisation operates, not how it is marketed.
The real reputational advantage
In an era of scrutiny, transparency, and scepticism, organisations cannot afford to treat reputation as surface-level polish. Stakeholders are increasingly adept at sensing disconnects between narrative and reality.
The real advantage lies with organisations willing to do the harder internal work first, to build cultures that can sustain the reputations they seek.
Because reputation doesn’t start with what the world sees. It starts with what your people experience every day.
Follow me on LinkedIn for more info!
Read more from Sarah Roberts
Sarah Roberts, Global Strategy and Communications Leader
Sarah is one of two managing partners at Vane Percy & Roberts, with 25+ years in global comms, strategy, public affairs, and stakeholder relations. Known for her clear thinking, sharp wit, and approachable style, she delivers tailored solutions that drive impactful change. Her mission is to lead with authenticity, foster collaboration, and ensure every team member feels heard and valued. Recognised for her bold, inventive approach, Sarah is a gifted networker and convenor of creative talent, always ready to make strategic choices that drive success.
