The Courage to Create a Culture of Ethics and Integrity

Keith Starcher
DayStar Consulting, Inc.

You are a role model for your team.  You really have no choice in that.  Being a role model comes with the territory of leadership.   

As a leader, you must model the behavior you expect from others.  If you expect employees to treat customers (and each other) with respect, do you model that behavior yourself?  It’s interesting to study why employees leave an organization.  Most times the individual doesn’t leave the company, the person leaves his/her supervisor.  That’s right, your employees don’t necessarily work “for the company,” they work for you. 

So what do employees expect of you as a leader? 

·         Be honest

·         Be fair

·         Be competent

·         Be caring

·         Be committed

·         Be a steward of the organization’s values

·         Walk the talk

·         Do the right thing—no matter what 

To help everyone align with your company’s ethical values, you must avoid certain behaviors: (from Leadership Courage by David Cottrell):

·         Promoting an employee who does not have the trust and respect of coworkers

·         Professing verbal support for an “Open Door Policy” while behaviorally discouraging its use.

·         Hiring an employee without making sure that he or she has “walk-in” ethical beliefs and a history of ethical behaviors.

·         Failing to confront “small” ethical breaches because of competing priorities, poor coaching skills, or “it just doesn’t matter” justifications.

·         Talking about people “behind their backs”—and allowing others to do the same.

·         Demonstrating power and control by withholding information.

·         Not considering the organization’s shared values when making decisions.

·         “Bad mouthing” the organization and blaming others.

·         Using ethnic, gender, or other “those people” slurs and negative references.

·         Not preaching, teaching, and supporting the organization’s mission, vision, values and ethical standards.

·         Failing to listen to the ideas and suggestions of others.  Worse yet—asking for input but ignoring the information.

·         Not understanding the universal ethics principle: Ethics is displayed in everything we do—EVERYTHING counts! 

But avoiding the above behaviors is not enough.  You must hold everyone accountable to the ethical values of your organization (be careful that the group “norms” of your organization actually align with the corporate values.)  So, back up your words with actions.  Remind those on your team that WHAT and HOW both matter.  That is, reaching the goal is important and so is HOW you reached the goal.  We’re going to fight in the marketplace—but we’re going to fight fairly—no matter what!    

Don’t fall for situational ethics, the ends justify the means, etc. etc.  Particularly, as Christians, we have a higher standard—an absolute standard laid down by the One Who created us: 

1Corinthians 10:31 Whether therefore ye eat, or drink, or whatsoever ye do, do all to the glory of God. 

I know the “What Would Jesus Do (WWJD)” mantra has become commoditized.  And sometimes the situation is not a black and white issue that leads to a simple choice.  However, we as leaders must determine through counsel, prayer, etc. –what is the right thing to do right now (remember—leaders must be decisive).  

In conclusion, think about this: What happens when people on your team perform with integrity—which might include challenging the appropriateness of an organizational action or practice?  Are they given support and encouragement for their behavior?  If the answer is yes, congratulations!  If the answer is no, you have some work to do. 

Remember, ethical leaders appreciate ethical employees doing ethical things (from Leadership Courage).   

Or as Confucius once stated, “To see what is right and not to do it—is cowardice.” 

The biblical version would be:

James 4:17 Therefore to him that knoweth to do good, and doeth [it] not, to him it is sin. 

Have a great week!

Keith