By Linda Fisher Thornton
I have heard from readers that this topic is timely and they hope this series will not end with just 2 posts – so here is Part 3!
Talking About What Matters
In the post Talking About What Matters (Part 1) I explored how talking about ethical values engages people, helps them find meaning and improves the organization’s metrics. In Talking About What Matters (Part 2), I explored how leaders need to “not have the answers” and be ready to engage in conversations about applying values.
In Part 3, I want to offer some questions that lead to meaningful conversation. These are not questions that have known answers, but questions that dig into what is weighing on people’s hearts and minds, and identify gaps and opportunities in applying ethical values.
Questions to Ask
Open ended questions help define appropriate behaviors in the context of your organizational values. They help leaders tolerate “not knowing” and get the conversation started.
These questions are ones I proposed in an article published by the Association For Talent Development (formerly ASTD) in Training and Development Journal and in a Best of Leadership Development issue. They are helpful conversation starters:
- What are the specific ethical behaviors that are required of all organizational leaders?
- What are the consequences if they don’t behave ethically?
- What are the situations that people encounter that could lead them into a grey area?
- How should those grey areas be handled?
- What does it look like when leaders perform according to the organization’s stated values?
- What does it look like when they don’t?
- How should people make decisions when they encounter difficult situations?
- Where might our leaders fall into grey areas while implementing our goals and values?
- What are areas where we will not tolerate compromise?
- What are areas of flexibility?
- Where do we need to clarify our mission and values, to make it clear that we are an ethical organization, and ethics is not negotiable?
- How can we more effectively recruit, recognize, and retain ethical leaders?
Linda Fisher Thornton, “Leadership Ethics Training: Why is it So Hard to Get it Right?” reprinted in Training and Development: The Best of Leadership Development, American Society for Training and Development. (March, 2010)
Leading In The “Figure It Out Space”
When we ask questions like these, and open the conversation, we have to set aside our need to be “right.” Values (when brought to life) live in the collective organizational space, not in the domain of any one leader. They also live in the “figure it out” space. It is the struggle to “figure out” how to apply the organization’s values in day to day work and leadership that brings them to life.
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©2017 Leading in Context LLC