Posts Tagged ‘ Integrity ’
Call me idealistic, but I want more from Gen X and Gen Y when it comes to leadership. I want to see us go beyond the standard leadership stereotypes to something more global, accepting, and inclusive. To encourage non-typical leadership types to emerge and develop.
Can you imagine what it might look like if high-potentials weren’t chosen based on how well they fit the corporate image, but instead on how well they treat others? Have we gone overboard with making sure leaders present themselves a certain way as seen in the following video?
Sure, they all have the right corporate image, but is that what the leader of the future should be? What if these guys in the following video were the most ethical leaders you would ever met…
What about those people you work with right now who might not say the right corporate buzz-words, wear the right clothes, or graduate from the right schools?
What if instead, true leaders naturally emerge because everyone whom they come into contact with experiences a solid trustworthy person. When faced with the decision between right or wrong without hesitation he or she takes the ethical high-road. They might not have the right hair, but go out of their way to give credit to the entry-level employee with the bright idea that just made the company millions.
Maybe leadership looks more like the quiet co-worker who detests public speaking and back-to-back meetings, but whose character is unmistakable. Maybe it’s the guy who knows nothing about golf and can’t stand wearing polo shirts or it’s the girl who really doesn’t want to hide her tattoo because it’s part of who she is.
What if tomorrow’s leaders are more about the inside than the outside? Less about the look and more about how they make you feel. Can you imagine? What if tomorrow’s leaders make good decisions, treat people well, and have brilliant ideas, but don’t look or sound the part.
I realize that in a global context, defining what it means to be an ethical leader will differ slightly, but the idealist in me once again asks whether we can move to a broader view of what an ethical leader should look like…
…to a leader who treats others with respect at every given opportunity, someone who is inclusive in encouraging dissenting opinions and viewpoints. Someone who really hears the thoughts and ideas of others, who doesn’t hold an employee’s title over his or her head as a mark of competence, and instead encourages all people regardless of background to lead at all times in everything they do.
All regardless image. Can you imagine…something different?
Cheryl DePonte is a Human Resources Learning and Performance Specialist at The Ken Blanchard Companies and has over 15 years experience in the fields of organizational effectiveness and human resources development.
It seems like every day there are new stories of the ongoing privacy battles between online service providers and their individual users. Facebook always seems to take heat from the public anytime is makes a change to its privacy agreement. Google has been taking flak for recent changes allowing it to track users across all of its services, allowing Google to create a profile of users and their interests purposed for extremely targeted marketing. However, a new battle is brewing around the online privacy of individuals versus those who employ (or will potentially employ) them.
In the last few weeks, there have been a few different stories about whether employers are overstepping their boundaries. There was the teacher who was fired for refusing to give out her Facebook password because a parent who was also a Facebook friend saw a private image they thought was inappropriate and complained to the school. There also seems to be a new pattern emerging for potential employers asking candidates for their Facebook passwords during the interview or screening process.
The tracking of our online activity is one thing. Demanding a personal password to gain access to something not pertaining to the workplace (at least in most cases) is another beast in itself. It can be compared to demanding access to your bank account, or even your medical records. It is a breach of privacy and a huge violation of trust between employers and employees.
On one hand, I understand that businesses want to make sure that those they employ don’t do anything to embarrass these companies or create bad PR for them. I previously wrote about a woman who was fired because she criticized her employer on her Facebook page. In that particular case, what she posted was public for others to see. The internet has been around for so long that by now, we should all realize that if we post negative public information about the companies or individuals we work for, it could be used against us when it comes to our job security or future employment opportunities.
On the other hand, Facebook has the private settings for a reason. Some communications or images we post are not meant for the public. For example, people may post something to their spouse which they would never share with anyone else. The only thing accomplished by demanding these personal passwords is that these businesses are creating toxic work environments for themselves.
I’ve mentioned the ABCD’s of the TrustWorks! model previously, but I want to specifically point out “B – Believable” element in reference to this topic:
“Act with Integrity. Trustworthy leaders are honest with others. They behave in a manner consistent with their stated values, apply company policies fairly, and treat people equitably. “Walking the talk” is essential in building trust in relationships.”- Randy Conley, www.leadingwithtrust.com
The integrity seems to be missing component from these types of demands.
With that being said, I want to leave you with a hypothetical situation. Let’s say I was a hiring manager for your potential dream job. The job consists of everything you’ve wanted to do. It has your ideal salary and the perfect benefits package:
Don’t forget to cast your vote, and as always, be sure to leave your comments!