It's Time For the Conversation on Corporate Integrity
Too often, businesses treat ethics and morals as optional extras, sidelining them for profit or convenience. Giving it some thought, how will it be possible to create a better world or even save the planet when ethical leadership is not common practice in businesses?
Lacking Mastery of Ethical Leadership
Businesses shouldn’t have to teach employees how to apologise. Yet in the corporate world, many abandon basic courtesy in their climb to the top. There’s now an increasing number of celebrities and influential people who refuse to apologise. Look at Greg Wallace (the former Master Chef co-presenter), said to be following the flawed practice with the belief that, in time, it will all blow over.
The masses will move on to the next breaking news headline soon enough. The evolution of unethical business practices has been permitted for the perceived greater good. Never mind about the harm or injustice inflicted on others. The unapologetic mindset is a symptom of the larger, deep-rooted issue of those prioritising image over integrity.
Countless articles, blogs and posts can be easily found on the internet. The cruelty and confusing conflicting principles of “do as I say, not as I do” are the best-ranking satire on social media. Although individuals can relate, empathise and share similar encounters, few are seen to be taking actionable steps.
How long can one assess and analyse the issues before taking actionable steps to correct the inconsistencies? The reluctance to take action highlights a missing piece of clear and consistent policies that guide behaviour at every level of an organisation.
Why Clear Policies are Essential for Ethical Leadership
Action has to be taken from the top by the owner. I found a fitting example from “Setting the Table” by Danny Meyer as he spoke about the realisation of how important policies within the business are to guide others. A story of a half-eaten salmon, the fact the manager refused to remove it from the bill but instead chose to add insult to injury and have the rejected meal boxed up, only to be handed to the diner as a parting gift.
Meyer only learned of the silent showdown when he received the complaint letter. This highlighted a few oversights:
- he had always been the person on hand to resolve any issues or disruptions on this occasion he wasn’t present and the manager did what they believed was right;
- a staff meeting revealed that other managers would have taken the same steps;
- this, in turn, brought the realisation that Meyer was working in his own silo;
- the lack of policies meant the managers had the technical know-how but not the intel on the uniqueness of the business
The vision and values were geared around providing excellent hospitality. However, that interpretation went beyond the usual high standards. By not taking the time to have those specific reflections captured in a restaurant’s policies, others were not well versed in the essence of the business.
Policies aren’t tools of oppression. Rather, they should be seen as guides for the team and uphold values. After nearly a decade in business, Meyer realised that policies are essential for sharing a company’s core principles and intentions.
The HouseRules Method
The HouseRules Method is to build a business with an internal community that works interdependently for the joint success of the individual and the business through policies and procedures. The three elements are:
- Policies and Procedures: the rules and guidelines to support the team to carry out their roles effectively;
- Internal Community: an interdependent team working together to achieve shared goals, guided by clear principles, and
- Ethical Standards: Respect for every individual and their contributions, with policies rooted in fairness and justice.
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How to Define Your Ethical Vision
When ethics becomes the centrepiece of the table, how, what, and who to communicate the vision with has a natural flow. Firstly, the owner needs to be clear about what they want to achieve. In the restaurant example, the customer experience was paramount. Protecting the company wasn’t charging for the item that the diner had expressed not liking and then giving her the doggy bag of offending leftovers on the way out.
Building Clear Guidelines and Structure
Next, is to ensure others can understand, support and follow the mission. What is already in the business in the form of structure and guidance that is being adhered to? Review the policies with the current practices and processes. Update procedures once it’s clear how the team are working, incorporating what works. It may require some time to retrain and monitor any changes. Without a clear structure, bad habits and unhealthy egos can slip in with honest mistakes.
Train and Monitor Through Ethical Leadership
To avoid a culture where it’s better to do and refuse to apologise, regular assessments and periodic checks are required. You can’t control what’s said when you’re not in the room but clear directions ensure your vision is defended.
The Unapologetic Pursuit to Power
Purported leaders have modelled the ideal behaviour for generations, hiding their inconsistencies behind executive privileges. Their air of being untouchables has spread beyond the boardroom and now others are adopting the same lessons contrary to the standardised policies. The disrespect and disregard of others and their feelings.
Having policies for all individuals to follow is vital for the company. It is why The Ethical Strategist insists on having meetings with the top brass so that the message is clear as we get into work mode, humming through the existing boilerplate templates with plenty of words but are empty of meaningful intentions that you want to incorporate into your business.
Incorporating ethics into your policies isn’t just a moral obligation. It’s a strategic advantage. When leaders prioritise fairness, clarity and consistency, they create businesses that thrive on trust and respect.
So, if someone as accomplished as Danny Meyer can admit to learning on the job and take the time to get his house in order, what’s the reason for your delay?