Credit Where Credit is Due

By Linda Fisher Thornton

Author’s Note: This post is in honor of the many people who have had to fight to get credit for their own work.

Giving Credit and Taking Responsibility

As our understanding of good leadership continues to advance, we are rapidly moving away from leaders “giving responsibility and taking credit” in leadership and moving toward “giving credit and taking responsibility.” This change is overdue, and is part of a bigger change in our understanding of the purpose of leadership.

What’s Wrong With Taking Credit?

We’ve seen many cases of leaders in the news who claimed to have credentials that they did not earn (and many were fired as a result). That is the visible side of the “taking credit” problem. 

There is also a more hidden side to the problem. I have heard from people who have had superiors tell them that they were “too inexperienced” or “too low level” to publish groundbreaking work they had done (and that it would have to be published under the superior’s name instead).

It Violates Many Ethical Principles

Taking credit for work that someone else has done violates many ethical principles:

  • It’s dishonest. It tries to grab credit for something without having to do the hard work. That’s typically referred to in society as “stealing.” 
  • It derails or delays the success of the person who DID do the hard work. That’s usually referred to as “harm.”
  • Intentionally saying that something is true when it isn’t true is often called “lying.
  • When a person claims false credentials, that’s also called “fraud.” 

Remember that good leadership is all about what we do for others to enable their success. That means we hold the responsibility for supporting the success of others all the time, even when their work is measurably better than ours. 

Look for opportunities this week to take responsibility and give credit.

Share your insights in the comments!

Top 100 Leadership Blog

 

axiombronze

 

 

Learn How to Think and Lead in all 7 Ethical Dimensions of Leadership

 

 

 

Click the cover to read a free preview!

 

LeadinginContext.com  

Unleash the Positive Power of Ethical Leadership®

©2017 Leading in Context LLC

Yes, Leaders. Behavior Matters

By Linda Fisher Thornton

As leaders, we are expected to uphold the highest standards of ethical behavior, and that includes interpersonal behavior (HOW we get the results we get, and how our behavior impacts others).

This week I’m sharing a review of behaviors that are a “NO GO” for ethical leaders. Click on each link to learn about why the behavior is outside the bounds of ethical leadership.

Yes, Leaders. Behavior Matters

It is not okay to blame, name call, bully, threaten, or shame.

It is not acceptable to yell and use foul language.

It is not fine to get angry and attack people who disagree with us.

It is not okay to avoid information that conflicts with our beliefs.

It is not acceptable to exclude those who aren’t like us.

It is not okay to treat only certain people with respect.

It is not acceptable to damage relationships with our negative behavior.

It is never okay to skip learning because “we are already a leader.”

Isn’t It Obvious?

These reminders may seem obvious (yes, we learned them in Kindergarten), but don’t leave it to chance. Be sure your leaders are all on the same page about appropriate interpersonal behavior. Your employees, customers and communities will thank you.

Use this post as the basis for conversations about ethical interpersonal behavior in the workplace and beyond.

Top 100 Leadership Blog

Upcoming Event!

Linda Fisher Thornton Leads a New Webinar:  7/11/2017 – Developing Leadership That Inspires

axiombronze

 

 

Ethical Leaders Stay Current as the World Changes

 

Click the book cover for a preview.

 

 

LeadinginContext.com  

Unleash the Positive Power of Ethical Leadership®

©2017 Leading in Context LLC

What Does Respect Look Like?

By Linda Fisher Thornton

The Evolving Graphic

This graphic is a revision of one originally published on April 27, 2011 and includes multiple changes based on reader feedback. It was created to help leaders visualize what respectful and ethical behavior looks like in organizations.

WWhat Does  Respect Look Like?

The Respect Zones

The Green Zone is the optimal behavior for creativity, innovation, engagement and ethical behavior. The Yellow Zone is the minimum standard for ethical interpersonal behavior. The Red Zone includes behaviors that are not acceptable in the workplace.

If you want to build a respectful workplace, teach people to stay in the Yellow and Green Zones, and let them know that behaviors in the Red Zone are not acceptable.

This excerpt shared with you today is an abbreviated version of a full graphic called The Ethics of Interpersonal Behavior.

522

For more, see new book 7 Lenses and the 21 Question Assessment: How Current is My Message About Ethics?

7 Lenses is a Bronze Axiom Business Book Award Winner in Business Ethics41cEVx-Tu4L._SY344_BO1,204,203,200_
2014 Axiom Business Book Award Winner 
About 7 Lenses
 
 
Info@LeadinginContext.com  @leadingincontxt  @7Lenses

© 2012 Leading in Context LLC 

%d bloggers like this: