A leadership strategy without ethical clarity produces moral bankruptcy.
Bill Donahue
I work with leaders in two environments – doctoral students at a Christian graduate institution and clients in the marketplace. So I help leaders grapple with personal and cultural ethics on a weekly basis. As you face challenges in areas like decision-making, strategic planning, cultural transformation and leadership development, your ethical framework will reveal itself, particularly under pressure.
I confess that I do not like what I see in the mirror sometimes when I am frustrated, tired and weary of battling the challenges I face in work, life and personal growth. So it is important that I keep exposing myself to resources and people that deepen my ethical foundation and promote character growth. What I read, who I meet with, and how I go about my work all shape my approach to ethical situations.
Whether navigating a coaching engagement, teaching students, or marketing my leadership services to groups, teams and organizations, how I do this and the motives behind my actions, send signals about what I believe.
Since the time of Aristotle, says Peter Northouse in Leadership: Theory and Practice, these discussions have focused on 5 core areas that have been the focus of many ethical systems. These are also described, bolstered or expanded in personal beliefs, faith systems, and one’s philosophical or religious worldview.
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Respects Others: We might think we have this mastered, but we disrespect others when we interrupt them, show up late to meetings, only seek advice from our kind of people, or ignore the input of those lower in status or rank.
Serves Others: This is the goal of leadership, but we can subtly exploit others. A few years ago a leader came to an organization I worked in. He really didn’t care about the people, viewing us mainly as a platform for expanding his network, selling his resources, and gaining notoriety. Folks saw through his superficiality and self-centeredness. Soon he was gone.
Shows Justice: Justice requires “making things right” and leaders must act justly whenever they notice injustice committed within a team, community, church or organization. An employee gets overlooked for a raise or promotion because their evaluation was not turned in on time by a supervisor. Make it right. You notice that minority candidates or women get shut down repeatedly in meetings because someone has a cultural bias or prejudice. Make it right. You see a clear violation of HR or legal practices (like a banker I worked with who tried skimming client income into his own personal account). Do the right thing and bring it to light.
Manifests Honesty: This is always a tricky one, particularly in the environments where corners are cut, backroom deals are made, and “bribes” for new business (let’s call it what it is) are routine, tolerated as “just the way things are around here.” Dishonest leaders create deceitful cultures. And a dishonest culture at work or anywhere else is an emotional drain to our people, black eye on the organization. It leaves scars on our families and communities.
Builds Community: This is an area to which I’ve devoted much of my life and leadership. Community is the result of shaping an honest, caring, truthful, engaging, fun and authentic culture. A place where people are known, seen, encouraged and empowered to come together for the benefit of themselves and others. This help us avoid narcissism and consumerism, inviting to become others-minded and creativity-focused.
Ethics matter. You and I set the ethical tone and shape the authentic culture of our teams and in our organizations.
Q: Where do you see ethical breakdowns, and how can you be a force for a better leadership culture?