The Ethical Curren: River Banks Don’t Move

 Let's take a brief detour from our river adventure to delve into a concept that lies at the heart of effective leadership: your personal riverbanks. This subject is frequently discussed in leadership training, books, and motivational speeches, yet often it remains vaguely defined. Here, we'll aim to capture its essence.

 

Your personal riverbanks represent a covenant, not a mere contract, with those under your care. The distinction between the two lies in the fact that, in a contract, both parties must fulfill their obligations for it to remain valid. On the other hand, a covenant is your promise to uphold your end, even if others involved fail to do so. It's not an easy concept to grasp, let alone hold onto, but its significance is immense.

 

To illustrate, consider the image of a father or mother playfully lifting a baby and then pretending to drop them, resulting in laughter and giggles all around. Ever wondered why there's no fear, only mirth in the baby's reaction? It's because the baby has absolute trust in the parent, not even a flicker of doubt that they might let them fall. The baby feels safe, secure, and free to enjoy the ride.

 

Now, imagine if your team implicitly knew that you had their backs, just like that baby's trust in its parent. The freedom they'd experience to think entrepreneurially and with boundless curiosity would be remarkable.

 

This brings us back to you and your commitments. Throughout this book, we've discussed your role and how you present yourself to those you work with. To develop ethical leadership, trust, credibility, and integrity, you must know who you are and where you stand. Here are my non-negotiables, and you can see if they resonate:

 

l  People First Always: There's never a valid reason for mistreating anyone, period.

 

l  The Right Thing Is Always the Right Thing: Maintain an unwavering commitment to doing what's right.

 

l  The Truth Matters. Use It: Transparency and honesty are the foundation of trust.

 

l  Never Pass Up a Chance to Coach Your Team: They deserve your guidance and support for their growth.

 

l  Your Word Must Be Worth Gold. No Compromises: Keep your promises and uphold your commitments, ensuring they hold immense value.

 

Embracing these principles can transform not only your leadership but also the atmosphere in your team, fostering a culture of trust, respect, and innovation. Now, let's delve deeper into the details of this chapter.

 

The importance of ethical leadership

 

As a leader, you must understand that there is no leadership without a strong ethic. And the importance of ethical leadership cannot be overstated. Ethical leadership is a fundamental element in the success of organizations and the well-being of society.

 

So, here's why it matters:

 

l  Trust and Credibility: If you are an ethical leader, you will be trusted by your teams and stakeholders. When a leader consistently acts with integrity and ethical behavior, it builds credibility and trust within the organization.

 

l  Employee Engagement: Being an ethical leader will make it easy to create a positive work environment where team members feel valued and respected. Consequently, this leads to higher job satisfaction and engagement.

 

l  Organizational Culture: Ethical leaders set the tone for the organization's culture. Your values and behavior shape the ethical standards that your team will follow.

 

l  Attracting and Retaining Talent: Ethical organizations are more appealing to potential employees. It will be quite easier for you to retain top talent because employees want to work in an ethical and values-driven environment.

 

l  Decision-Making: As an ethical leader, you should always consider the moral and ethical implications of your decisions. You have to make choices that benefit the organization while upholding a sense of right and wrong.

 

l  Stakeholder Relationships: Ethical leadership extends beyond the organization. It impacts relationships with customers, partners, and the community. Do you know that organizations led by ethical leaders tend to have more positive and lasting relationships with stakeholders?

 

l  Risk Management: With ethical leadership, you stand a high chance of reducing the risk of ethical and legal violations, which can be costly and damaging to an organization's reputation.

 

l  Long-Term Success: Ethical leadership will make you focus on long-term success rather than short-term gains. Essentially, you have to consider the sustainability of your decisions and actions.

 

l  Social Responsibility: As an ethical leader, you have to recognize your responsibility to society and the environment. So, you must make choices that align with the broader social good.

 

Fostering a culture of integrity

 

I like coffee, I mean I so much love it. Each morning, my wife and I rise early and find solace in our sunroom, gazing out over the tranquil lake, and nothing quite matches the warmth and richness of that first sip. Coffee, you see, is the outcome of water gently passing through coffee grounds. A filter diligently keeps those grounds from invading your cup, while the liquid gold prepares to brighten my day.

 

When I speak to groups about integrity, I often use a simple yet impactful illustration, which I refer to as my "filter speech." In fact, during an initial address to our operational leaders, I handed out filters for them to keep as a reminder.

 

Here's how it works:

 

Much like coffee, where nobody wants those grounds in their cup, integrity serves as your filter for what you reject and refuse to tolerate as a leader. If you can grasp this concept and effectively convey it, it will revolutionize the way you and your team perceive everything. I mean absolutely everything.

 

Here are a few examples of how this "filter" concept functions:

 

Suppose you say, "I am a professional hotel manager, and I run an organization that prioritizes a culture, where people are respected and valued."

 

Yet, a manager on your team belittles or berates an associate. This behavior doesn't pass through the filter of a culture that's forward-thinking or values its associates, and it contradicts your word.

 

Or perhaps you oversee a hotel, and guests keep checking into dirty rooms. This doesn't align with the standards of a professional hotel manager. Clean rooms are the bare minimum.

 

Now, imagine you're a remote team leader for a software organization, and one of your team members is consistently tardy with work and disengaged. Their behavior doesn't pass through the filter of accountability to their team or the responsibilities they accepted.

 

Or, if you're a grill cook at a local restaurant renowned for its excellent steaks and you notice that the steaks are past their expiration date. The manager, concerned about the cost of the food, wants you to cook them anyway. This situation doesn't align with the integrity expected of a professional cook.

 

This uncomplicated yet powerful illustration applies to all levels of an organization. Use it, live it, and watch as it transforms the way you and your team approach leadership and integrity.

 

Now, let's take a look at how you can foster a culture of integrity as a leader.

 

l  Lead by Example

 

Leading by example is the cornerstone of fostering an integrity-based culture. Your actions and decisions set the standard for your team. If you consistently demonstrate ethical behavior, your team is more likely to follow suit.

 

Additionally, when leaders exemplify integrity, it establishes trust and respect within the team. Team members are more likely to emulate the leader's behavior, resulting in a culture where honesty and ethical decision-making are valued.

 

l  Open and Transparent Communication

 

As a leader, you should understand that transparent communication is key to creating a culture of integrity. Leaders are meant to openly share information, decisions, and the reasoning behind them. This practice builds trust and reduces the chances of unethical behavior in a climate of secrecy.

 

Furthermore, transparency allows your team members to understand the ethical standards and values of the organization. It also encourages open dialogue about ethical concerns, ensuring that ethical dilemmas are discussed and resolved collectively.

 

l  Accountability and Consequences

 

To foster an integrity-based culture, it's essential to hold both yourself and your team accountable for ethical standards. You must define consequences for unethical behavior, making it known that there are repercussions for violations.

 

In essence, accountability reinforces the importance of integrity. When team members understand that unethical actions have consequences, they are more likely to think twice before engaging in such behavior. It also ensures that those who maintain integrity are not overshadowed by unethical individuals.

 

l  Training and Education

 

Providing training on ethical standards and decision-making equips your team with the knowledge and tools to make ethical choices. This education helps them understand the implications of their actions on the organization's integrity.

 

In addition, training and education empower team members to navigate ethical challenges effectively. It provides them with the skills and awareness required to recognize and address ethical dilemmas, ultimately contributing to a more integrity-driven culture.

 

l  Recognition and Reinforcement

 

You should acknowledge and reward team members who consistently exhibit integrity. This reinforces its importance. Recognizing ethical behavior sends a strong signal that the organization values and appreciates those who uphold its ethical standards.

 

Also, positive reinforcement encourages team members to align with the organization's integrity principles. It also creates a sense of pride and satisfaction in adhering to ethical values, which, in turn, strengthens the integrity culture.

 

l  Building trust and credibility

 

I dedicated the better part of 20 years to a single organization. What makes my career intriguing is that, even within the same company, I had the opportunity to lead various business units in the field. Subsequently, at the corporate level, I held nearly all C-level roles except for CFO (which I was grateful for) and CHRO. This journey granted me a comprehensive perspective on the inner workings of our business and the ability to engage with leaders across the organization to foster growth and provide coaching.

 

During this time, I encountered a corporate colleague who faced an ongoing conflict between their perception of their value proposition and the company's perspective. I held this individual in high regard; he was not only highly capable but also a significant mentor to me. As we continued working together, I began to notice a shift in their mindset. They seemed to be closing themselves off from the possibilities, leading to feelings of bitterness and discontent. When someone on your team is in such a state, they are not thriving, and it adversely affects their department.

 

I had a notion of what needed to be said, but I was somewhat apprehensive about how it would be received. Previous feedback had been provided and disregarded because it did not align with the associate's self-perception. This is where the concept of integrity comes into play – doing what is right even when it is challenging. I meticulously prepared my notes and decided to address what I observed and the changes I believed would be beneficial.

 

The conversation was undeniably difficult. However, the associate was open to the discussion. Throughout the years of collaborating and maintaining a consistent feedback loop, they understood two critical things about me:

 

1.        I was a truth teller, and I would not water down what needed to be said.

 

2.        I always had the best interests of others at heart.

 

This openness was pivotal. The conversation led to action, and the associate took steps to address the issues. Moreover, I made it a point to highlight the noticeable transformation in this individual to other leaders (being an advocate). My pride swelled when I presented this associate to our board for a new VP role, and their approval was swift. None of this would have been achievable for either of us without trust, transparency, and the unwavering commitment to the well-being of others.

 

In essence, this experience exemplifies the power of honest communication, genuine concern for colleagues, and the impact it can have on personal and professional growth.

 

Now, let's focus on what you need to build trust and credibility as a leader.

 

l  Demonstrate Consistency

 

Consistency is the bedrock of trust. Ensure that your actions, decisions, and behaviors align with your words. Team members should be able to predict how you will respond in various situations.

 

When you consistently deliver on your promises and maintain a steady, reliable approach to leadership, it reassures your team that you are a trustworthy leader. This predictability fosters confidence and trust.

 

l  Practice Honesty and Transparency

 

As a leader, you must know that honesty and transparency are integral to credibility. So, you should be open and forthright in your communication, particularly in addressing challenges and sharing information. Avoid sugarcoating or concealing issues.

 

Open, honest communication builds credibility by demonstrating your integrity and a commitment to the truth. Team members are more likely to trust a leader who acknowledges difficulties and shares information candidly.

 

l  Empower Active Listening

 

As a leader, you should listen to your team members actively. Doing this shows that you genuinely value their input and perspectives. You also need to engage them in conversations with empathy and respect.

 

In essence, active listening creates a sense of trust because team members feel heard and understood. It conveys that you care about their thoughts and concerns, strengthening your credibility as a leader who values his team's contributions.

 

l  Embrace Accountability

 

You must take responsibility for your actions and decisions as a leader. Therefore, you must acknowledge your mistakes and use them as opportunities for growth. Also, you need to demonstrate that you are willing to be held accountable for your behavior.

 

Without an iota of doubt, accountability is a cornerstone of trust. When you admit to your errors and demonstrate a willingness to learn from them, you showcase integrity and commitment to improvement. This, in turn, boosts your credibility as a leader.

 

l  Foster Empathy and Understanding

 

As a leader, you must show empathy and understanding towards your team's challenges and concerns. Take a genuine interest in their well-being and demonstrate compassion.

 

Are you aware that leaders who exhibit empathy are often seen as more approachable and credible? Team members tend to trust leaders who genuinely care about their welfare and are willing to support them through challenges. This empathy creates a strong bond of trust within the team.

 

l  Making ethical decisions in complex situations

 

Making ethical decisions in complex situations is a multifaceted process that combines self-awareness, ethical reasoning, and a commitment to ethical values. This subsection will provide you with a comprehensive framework to navigate intricate ethical dilemmas with integrity and responsibility as a leader. So, let’s get into the details without further delay.

 

l  Clarify Values and Ethical Framework

 

You can start by clearly defining your personal and organizational values. Your ethical framework serves as a guiding compass when facing complex decisions. You should understand the principles that underpin your choices.

 

l  Comprehensive Information Gathering

 

Thoroughly gather all relevant information about the situation. This includes an understanding of the context, potential consequences, and the stakeholders involved. Therefore, you should assess the complexity of the issue by seeking diverse perspectives.

 

l  Ethical Theories and Moral Reflection

 

As a leader, you need to familiarize yourself with ethical theories like utilitarianism, deontology, and virtue ethics. After that, try to analyze the situation from multiple ethical perspectives to determine the most principled course of action.

 

l  Stakeholder Interests and Balance

 

You should consider the interests and concerns of various stakeholders. Ethical decisions often involve balancing the needs of employees, customers, shareholders, and the broader community. So, you must strive for a solution that respects multiple values and interests.

 

l  Consequence Analysis

 

Carefully assess the potential consequences of each decision. This entails evaluating both short-term and long-term impacts on individuals, the organization, and other relevant parties.

 

l  Legal and Regulatory Alignment

 

Ensure your decision complies with legal and regulatory requirements. Ethical decisions must always align with the law and uphold moral principles.

 

l  Transparency and Communication

 

As a leader, you need to communicate your ethical decision openly and honestly with all relevant stakeholders. Transparency is critical for building trust and credibility, even when the decision is difficult or unpopular.

 

l  Continuous Evaluation and Adaptation

 

After implementing your decision, you still need to continuously monitor its outcomes. And you must be willing to adapt your course if necessary. Ethical leadership requires ongoing evaluation and improvement, ensuring that ethical principles are upheld consistently.

 

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