-
Senior leaders
insure that these practices flow easily throughout theculture
and embedded in the formal and informal company practices
-
Stop the
scoundrels at the gate – when you are hiring people for leadership
positions use new approaches to reviews and assessments that are
designed to surface integrity issues. Companies such as
Bristol-Myers, Pfizer and even smaller companies such as Spartan
Stores are using innovative approaches to filter out candidates with
Integrity issues.
-
Put
Integrity components in your compensation and
incentives programs for all not just executives.
-
Communication
between leaders and people in the organization has
deteriorated despite polished multimedia techniques. Your message
may be lost in the technology. Try a proven old technique. Tell
stories about
authentic leaders
at company meetings, publish these
stories in company newsletters.
-
If you
have
Leader development programs, make sure the first course or
seminar includes Integrity.
-
Be seen
by the people in your company. Let them see you and talk with you in
a relaxed place. If you “hide” in your office, it will be more
difficult to build Integrity. A simple change of venue can make a big
difference in establishing a leader’s integrity.
-
Turn
bureaucracy on its head.
Delegate and let people in your group
really show their stuff.
-
Establish a “safe haven” approach that permits employees to surface
integrity problems without them fearing retribution.
-
Tough
decisions will always be a challenge to Integrity. At such times it
takes courage to do the right things. Leadership with integrity
acknowledges accountability and responsibility. Step up to the task,
don’t waste time over analyzing. If you embrace integrity you will
know what to do.
-
Get rid
of the “yes men/women”. Surround yourself with a trusted team of
people with diverse viewpoints who will tell you what they really
think about your ideas. Beware of falling in love with your own
approach.
