Talking About What Matters (Part 3)

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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Why Do People Lead?

By Linda Fisher Thornton

Have you ever thought about why people lead? If you could look into the window of their motivations, what would you discover? I have noticed that people want to be in positions of leadership for very different reasons. Some of those reasons benefit them, and some benefit others.

Below is a starter list of motives that answer the question, “Why do people lead?” As you read the list, consider this question: Which motives reflect the highest levels of human development? 

Unethical Motives

“I Want Access to Money and Power for Personal Gain”

“I Want Employees To Do The Work While I Pursue Other Interests”

“I Want to Sabotage Others to Make Myself Look Good”

“I Want to Treat People Like Pawns in a Game, Keeping Them Guessing”

“I Want to Control Information To Cover Up Ethical Problems”

Self-Focused Motives

“I Want Power”

“I Want Control”

“I Want Visibility”

“I Want Decision-Making Authority”

“I Want Recognition”

“I Want a High Level Position So I Can Make a Lot of Money”

Other-Focused Motives

“I Want to Set a Good Example For Others To Follow”

“I Want to Build a Cohesive Team”

“I Want to Help Others Succeed”

Growth and Learning Motives

“I Want Responsibility”

“I Want to Bring Out the Best in Myself – To Stretch Myself and Learn How to Lead”

“I Want to Help Others Stretch Themselves and Learn”

“I Want to Find Out How Much We Can Accomplish When We Work Together”

Service Motives

“I Want to Serve Others”

“I Want to Help Others Serve Their Constituents”

“I Want to Leave Things Better Than I Found Them”

“I Want to Be in Service in the Community”

Societal Motives

“I Want to Help People Fulfill Their Responsibilities in Our Communities and Our World”

“I Want To Make the World Better Through My Leadership”

“I Want to Make Life Better For Future Generations Through My Leadership”

The journey to ethical leadership is a journey of human development. As we learn and grow, we begin to think beyond ourselves in ways that transform us and those we lead. We move from concern for self-interest to concern for self and others.

Which category of motives do you think reflects the highest level of human development? What reasons for leading would you add to this list? 

  
 
 
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Imagining The Future Of Leadership

 

By Linda Fisher Thornton

Learning At 2,400 Tweets Per Hour

I was very fortunate to have the opportunity to co-host the live #LeadWithGiants Tweetchat with @DanVForbes on January 19, 2015. The topic was “The Future of Leadership,” and the live chat trended on Twitter at about 2,400 Tweets per hour.

Many thanks to the #LeadWithGiants community members who participated in the discussion. Please note that I considered quoting individual Tweets, but there were so many good ones that I couldn’t narrow down which ones to feature! A link to the Tweetchat recap is provided below. Feel free to comment with more of your favorite insights from the conversation. 

During the Tweetchat, inspiring global voices weighed in on big questions, including these:

  • What will the future of leadership be like?
  • What is the best case scenario for the future of leadership?
  • How will we individually and collectively reach that best case scenario?

Envisioning Leadership Future

Here are some of the predictive insights shared during the discussion:

1. The future of leadership is globally collaborative and inclusive – communication, relationships and trust will be crucial.

2. Inspiring others through our leadership will not be about our words, it will be about our actions.

3. We will need to continually learn, stretch beyond our comfort zones, tackle complexity and adapt to rapid global change.

4. We will need to carefully balance our use of technology with maintaining human connections.

5. We must dig deeper and aim higher, taking daily steps to become the leader needed in a globally connected society.

6. We can take actions every day, no matter how small, to add value to the lives and work of others.

7. We must stand up for what is right, even when that perspective is unpopular.

8. Old rules will not apply and old mindsets will have to go.

9. We will need to deeply engage others in working toward shared goals, and develop them to be ready for future roles.

10. It will help to align ourselves with others who share this journey and provide positive support.

11. Without self-awareness, we will not succeed…

A Best Case Scenario

I believe that this is a possible best case scenario for the future of leadership:

When we say “leadership,” that term will include ethical responsibilities along with opportunities and benefits. “Leading” will be a positive term that will imply leading in the way that we want others to go, leading ethically, and leading in the way that creates a better future. With a clear picture of what responsible leadership looks like, unethical leadership will not be tolerated and will be less common. 

People who aspire to lead others will be drawn to the role by the opportunity to bring out the best in others (individually and collectively). 

Let’s actively create this best case scenario for the future of leadership through the choices we make today.

About the Tweetchat

A recap of “The Future of Leadership” #LeadWithGiants chat is here. Dan V. Forbes hosts #LeadWithGiants Mondays, 7 pm ET. 

My Journey: On April 1, 2010, I said the words ” I will never go on Twitter.” Later that same day, I started Tweeting. Read the story in my post “Leaders and Social Media: 5 Reasons to Engage.”

 

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How Current is My Message About Ethics?

By Linda Fisher Thornton

Ethical expectations are continually increasing, and it is not always easy for leaders to keep up with the changes. This week, I’m sharing an assessment to help you answer the question “How current is my message about ethics?” 

We convey our beliefs about ethical responsibility through leadership development, ethics training, regular communications and daily actions.  The message we send sets the tone for the ethics of our organizations.

This assessment is based on the holistic 7 Lenses™ framework described in my book 7 Lenses. It will help you identify strengths and areas for improvement in your ethics message. Notice that the assessment is organized into 7 different perspectives on ethical responsibility. Each of these 7 Lenses™ is an important part of leading ethically in a global society, from profiting responsibly to contributing to the greater good of society. 

See how many of the 21 items below are already incorporated into your message about ethics, and check those off. After completing the assessment, add any items you didn’t check off to your list of goals for this year. 

What is My Message About Ethical Responsibility?

Lens 1: Profit

___ I describe profit as the result of doing business ethically and creating shared value.

___ I talk about ethics just about as often as I talk about profits to be sure that people know that it is just as important.

___ I lead open conversations about how to balance ethics and profits, because I know that at times they will seem to conflict.

Lens 2: Law

___ I make it clear that laws are the minimum standards in society, not the expected levels of behavior. 

___ I let leaders know that we need to aim higher than laws and regulations, to the ethical values behind those laws.

___ I talk openly about how we’ll handle situations where something is legal, but may harm our constituents and is therefore unethical.

Lens 3: Character

___ I go well beyond telling people to “do the right thing” and give them details about what that means in our organization.

___ I demonstrate ethical competence and expect it from every leader in the organization.

___  I make moral awareness an important part of leader education.

Lens 4: People 

___ I don’t tolerate negative interpersonal behaviors (like teasing, blaming and belittling).

___ I ask leaders to demonstrate respect for every person, regardless of differences. 

___ I expect leaders to honor the rights and dignity of each person, and they understand what that looks like (and doesn’t  look like) in action.

Lens 5: Communities

___ I make it clear to leaders that community service and involvement are key values in our organization.

___ I offer opportunities for leaders to be actively involved in efforts to support community programs. 

___ Our message is that supporting healthy, thriving communities helps everyone, including us. 

Lens 6:  Planet

___ I make sure that leaders know that in our organization sustainability is more than a pamphlet or a report, it is the way we work every day.

___ I let leaders know that life, nature and ecosystems are silent stakeholders that we must protect.

___ Our message is consistent – actions about sustainability and protecting the planet match our words.

Lens 7: Greater Good

___ Leaders know that our organization believes in creating a better world for all.

 ___ When making decisions, I ask people to think farther ahead than 1-5 years, to consider the long-term impact of their choices 100 years or more into the future.

___ I help leaders balance short-term gains with long-term responsibilities when they make decisions.

How current is your message about ethics?

 


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For more, see Linda’s book 7 Lenses  and Making Decisions Like Global Citizens.

7 Lenses is a Bronze Axiom Business Book Award Winner in Business Ethics41cEVx-Tu4L._SY344_BO1,204,203,200_
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Understanding (and Preventing) Ethical Leadership Failures

Ethical Failures

By Linda Fisher Thornton

Understanding What Causes Ethical Leadership Failures

Ethical leadership failures can be caused by different types of problems that may compound. Some of these problems are individual and others may be embedded in the organizational culture.

In 7 Lenses, I describe the kind of proactive ethical leadership that builds ethical cultures. The book is a road map for how to lead ethically in a complex world. While 7 Lenses is written from a positive perspective to help leaders avoid ethical problems and create ethical cultures, I often get asked “What causes ethical failures? What goes wrong?”

So this week I am exploring that question from two perspectives – that of what individual leaders do (or don’t do) and common organizational problems.

Individual and Organizational Causes

Here is a starter list of some of the factors that can lead to ethical failure. The list includes things that individual leaders do (or don’t do), and things that organizations do (or don’t do) to set a positive example and support ethical thinking and behavior.

These factors are connected, and it is often difficult to isolate just one of them when something goes wrong. See if you recognize any of these happening in your organization.

Individual

Ignoring  Boundaries (Ignoring Ethics Codes And Organizational Values That Forbid An Action)

Failing to Use Self-Control (“I Will Do This Even Though It’s Not Allowed”)

Entitlement View (“I Definitely Deserve This Even Though It’s Not Allowed”)

Prominent Personal Values (“I Think This Is Really Fine To Do Even Though It’s Not Allowed”)

Crowd Following (“Everybody Else is Doing It, So It Must Be Fine”)

Lack of Moral Compass (“Nobody Specifically Said That I Can’t Do It, So It Must Be Fine If I Do It”)

Organizational

Lack of Clarity (“What Does Ethical Mean Around Here?”)

No Ethical Leadership and Behavior Standards (“There Are No Rules About This”)

Oversimplified Rules (“Just Do the Right Thing”)

Lack of Positive Role Models (“Who Is Doing It the Right Way?”)

No Training or Coaching (“How Will I Learn It?”)

No Accountability, No Enforcement (“Nothing Bad Happens If I Do It, Even Though It’s Not Allowed”)

No Performance Integration (“We Say We Want Ethics, But We Reward and Promote Based on Sales and Output”)

When Problems Happen, Scapegoats Are Quickly Fired (Instead of Learning From Mistakes and Fixing the Culture)

Compounding Factors

Keep in mind that ethical failures may or may not be due to just one of these factors, but several that compound to create a ripple effect. Here are a few examples where the problem is worsened due to a combination of factors.

  • There are no ethical leadership standards and no positive role models (no way to be sure what to do)
  • A leader has an entitlement view and there is a lack of clarity about what ethical leadership means in the organization (it is easier to justify entitlement, when ethical expectations are unclear).
  • A leader lacks a moral compass and the organization lacks ethical leadership standards (the leader may act based on personal ethics, which may be slanted toward self-gain).
  • A leader has trouble with ethical boundaries and there is no accountability for ethical behavior in the organization (It increases the chances of ethical problems when both the leader and the organization lack clear ethical boundaries).

Problems within the ethical culture clearly make it harder for individual leaders to stay on an ethical path.

Preventing  (or Identifying and Correcting) These Problems in Your Organization

Now imagine what can happen when you have 3 or more of these factors (and perhaps others not named here) happening at the same time. Each additional factor can make it easier for problems to develop. Our goal as leaders is to prevent the problems that lead to a failure of ethical leadership. To do that we need to start talking about the dynamics that cause ethical problems and how to keep them from happening in our organizations.  How do we start the conversation? Talk candidly with leaders at all levels about issues named above that may have become a problem in your organization. For a detailed conversation guide, see Leading the Conversation About Ethical Leadership. For an understanding of how to manage ethical performance in the organization see Managing Ethical Leadership as a Performance System.

Feel free to name additional factors that you have observed that can lead to ethical failure in your comments. 

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For more, see Linda’s 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  Bronze Axiom Business Book Award Winner 
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16 Trends Shaping the Future of Ethical Leadership

By Linda Fisher Thornton

Today, I want to share with you the picture of the future that I see, based on a powerful movement toward positive, proactive ethical leadership. As a global community, we are increasingly aware of the impact of our choices on others.  We are more aware of our human connection and our responsibilities to one another. 

There is a trend toward considering our responsibilities broadly, beyond making profits to also making a difference. 

Here is my list of 16 trends shaping the future of ethical leadership. 

As we head into the New Year, let’s help our leaders be ready for this positive, proactive “ethical leadership future.”

16 Trends Shaping the Future of Ethical Leadership

To learn more about the future of ethical leadership, see the “What Ethical Leaders Believe” Manifesto by Linda Fisher Thornton at ChangeThis.com.

 

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For more, see Linda’s 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  Bronze Axiom Business Book Award Winner 
About 7 Lenses
 
 
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© 2013 Leading in Context LLC 

 

 

 

 

Ethical Voices on Service

By Linda Fisher Thornton

Ethics is fundamentally about thinking beyond ourselves, and service is an extension of that thinking. Service in leadership involves dedicating ourselves to the success of others.

Service“A servant leader does not consider himself above those he leads. Rather, he is primus inter pares from Latin, meaning ‘first among equals.’ That is, he sees those he leads as peers to teach and to learn from. He is willing to lead others in order to reach an agreed upon goal, but he doesn’t believe that being the leader makes him better than others.”

Servant Leadership: Accepting and Maintaining the Call to Service, Community Toolbox, The University of Kansas, ctb.ku.edu

Through serving others, we quickly remember that we are not the only one trying to get somewhere, and that we are not the only one with challenges, struggles and victories. When we serve, we focus on making the journey richer for others – and in doing that, we grow our leadership capability in important ways.

Ethical Voices on Service 

Here is a hand-picked collection of quotes that reveal how service, ethics and leadership are connected:

“Words only reveal half of your heart. Service defines the other half. Character is the combination of the two.”
― Shannon L. Alder

“The best way to find yourself is to lose yourself in the service of others.”   ― Mahatma Gandhi

“Relationships are never about power, and one way to avoid the will to power is to choose to limit oneself – to serve.”
― Wm. Paul Young

“Never look down on anybody unless you’re helping him up.”  ―Jesse Jackson

“True leaders understand that leadership is not about them but about those they serve. It is not about exalting themselves but about lifting others up.”   ― Sheri L. Dew

“Joy can be real only if people look upon their life as a service, and have a definite object in life outside themselves and their personal happiness.”  – Leo Tolstoy

“Leaders in all realms and activities of life knew that the power they had come to hold existed because they were responsible to serve the many, thus power was position of service.”    ― Vanna Bonta

“Life is for service.”     ― Fred Rogers

“Helping, fixing, and serving represent three different ways of seeing life. When you help, you see life as weak. when you fix, you see life as broken. When you serve, you see life as whole. Fixing and helping may be the work of the ego, and service the work of the soul.”― Rachel Naomi Remen

I never perfected an invention that I did not think about in terms of the service it might give others… I find out what the world needs, then I proceed to invent.  ― Thomas Edison

“The more you become aware of and respond to the needs of others, the richer your own life becomes.”   ― Mollie Marti

“Service is the measure of greatness; it always has been true; it is true today, and it always will be true, that he is greatest who does the most of good. Nearly all of our controversies and combats grow out of the fact that we are trying to get something from each other–there will be peace when our aim is to do something for each other. The human measure of a human life is its income; the divine measure of a life is its outgo, its overflow–its contribution to the welfare of all.”     William Jennings Bryan

Through Service to Ethical Leadership

It is through service to others that we grow as leaders and begin to understand the fullness of what ethical leadership includes. This understanding informs our choices as leaders. As James McGregor Burns said, “Divorced from ethics, leadership is reduced to management and politics to mere technique.”

Without service to others, isn’t leadership just self-serving?

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For more, see Linda’s 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  Bronze Axiom Business Book Award Winner 
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