Exploring Integrity

I've often heard organizations talk about their principle of integrity. They feature it on a sign in the lobby. They tell people about it. They share it like a buzz-word with candidates and drop it as needed in to coaching conversations and improvement plans. But are the leaders walking the talk? Taking a deeper look at integrity when it comes to your human resource and organizational management practices is a great jumping off point for an internal audit of your principles. As the old adage goes, "Actions speak louder than words". If your people have the impression that your principle of integrity is little more than a catch phrase, and that honesty and authenticity don't go along with your definition of integrity, then the ground game in your organization is likely experiencing an expectations gap.

Why is that a problem? Well, my guess is that when you decided to adopt Integrity as one of your guiding principles, that you actually had actions that reflect honesty and authenticity in mind. That you wanted people to do 'the right thing', even when it isn't easy. Yet, if you haven't defined what that 'right thing' is, or the front line observes that in reality you treat people with a lack of integrity (for example, people are valued for their ability to drive revenue even if they treat others poorly and are otherwise out of line with your principles), then you may be finding that your CULTURE is suffering.

Order a gap analysis consultation. A fresh perspective, and real feedback can help you align your principles with your operational goals. Successfully marrying business principles with operations will result in your improved bottom line success!