Why your Organization may need an Ethics Consultant.
The development or update of a code of ethics, its implementation and expectations that establish the following:
• Who has the authority to do what and why?
• Who is responsible for which decisions?
• How will people be held accountable for their individual choices and actions?
• What your stakeholders can reasonably expect from this leadership approach?
This code, its implementation and expectations are needed to give guidance to employees so that they can choose,act responsibly and above and beyond the compliance regulations.
What might be indicators of this approach working and for further development?
1. Leaders that have come to embrace ethics and values as much as the bottom line.
2. All employees feel safe to deliver bad news.
3. All feel fairly treated.
4. All feel valued as employees.
5. There is no pressure to compromise one’s values.
6. Ethical behavior is recognized and rewarded.
7. Unethical behavior is revealed and punished.
To help this process along, keep this in mind. Try to refrain from the overuse of the terms “right” and “wrong” for these can be very subjective. Instead in establishing a code, a process, etc use the terms, “What’s acceptable and what is not acceptable. What is negotiable and what is not negotiable.”
This approach “invites” collaboration and consensus so that all know and play by the same rules, so to speak.
Now, in this first full week of 2015, is the time to evaluate what your leadership development training needs to “take it to the net level.” Ponder these ideas as starting points for dialogue and collaboration.
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