The Corporate Circus: Walking the Tightrope between Private and Public Consequence

Given the recent ethical and moral quagmire the VW Scandal and 7-Eleven companies have been embroiled in, an old colleague wrote an excellent article on encouraging collaborative leadership internally, as well as partnering with external NGO or Public Sector organisations’ dealing with congruent issues – to seek new perspectives on ethically problematic situations.

My colleague’s article reminded me of a situation, a couple of years ago, when I developed and delivered Probity and Ethics training over a few months for a major utility company – as part of good governance for its community relations program. What struck me during this process, was how little – across a very diagonal chain of command – colleagues knew how to methodically work through a process of moral reasoning – to arrive at a morally, and ethically, acceptable outcome both personally, and on an organisational level.

Regardless of who we are, or what our position, everyone, at some point in their career, will be confronted with a Moral Quandary.

In essence, a Moral Quandary is when we are faced with two or more competing right things to choose from.

What arises from a quandary, are Moral Dilemmas.

At this point, it can be very easy to knee-jerk into a foetal position and understandably, react the way most people do – which is to protect and defend oneself, and one’s position – especially when a situation threatens a person’s livelihood or standing – regardless of the public consequence.

Taking time to methodically work through different Moral Dilemmas – as a process of elimination to arrive at a decision to take action or take no action (deciding to do nothing is also an action!) means that when an organisation or an individual is called to account – they should be able to adequately demonstrate, and most importantly, be accountable, for the decision which they arrived at.

Broadly, Moral Dilemmas may include –

  • Truth vs loyalty
  • Individual vs community
  • Short-term vs long-term
  • Justice vs mercy

By considering all the facts at hand, and holding our moral quandary under every potential, competing dilemma, we can work through a dialectic process to arrive at a decision that we can personally live with.  In doing so, we are forced to ask ourselves hard questions such as:

  • Am I compromising too easily or too soon to avoid trouble?
  • Is my integrity threatened? Where do I draw the line?
  • Am I being hypocritical?
  • Have I reached a balance between my personal convictions and the facts at hand?

Unfortunately, most corporates think posting a Code of Conduct on the Noticeboard, and handing it out at inductions should absolve them of future gross misconduct by employees.

The reality however, is that a Code of Conduct is really just a set of agreed rules for a group of individuals to defer to when all else fails. It is a necessarily minimal requirement, which is prescriptive and without compromise. It we are truthful, we must acknowledge that this is not really a true reflection of how we live and interact with the world.

Indeed, in the case of 7-Eleven and VW, their leaders, who are meant to endorse and disseminate their company’s Code of Conduct, miserably failed in its application.

Corporations that genuinely desire innovation and personal accountability must invest in proper ethical training, whereby individuals are encouraged to exercise professional judgement and to never just defer to minimal requirements.  Paradoxically, by taking applied ethics seriously, an organisation is protected from a culture of compliance, whereby colleagues (across all levels) just follow instructions, regardless of common sense or personal discretion – which inevitably always leads to disastrous outcomes, and the VW and 7-Eleven scandals are sober examples of this.

Till next time,

WordSmith Jo

 

 

 

Taking the Conflict out of Collaboration

Often times, the challenges we face in delivering a large project lies not in the planning or execution of tasks – rather, it’s the managing of the multiplicity of professional expectations and personal drivers among teammates which creates tension and potentially, delay.

Everyone understands that a happy team is proven to be more productive. No doubt, your HR person is super enthusiastic with sharing a plethora of personality profiling to help build team cohesion, and bags of cash is often thrown at team build day events – and a belly full of free grub and booze makes the most contentious, amenable – for the day that is.

It’s hard to be personal in a professional environment, and it seems to me, that these kind of exercises, tend to deal with colleagues in a generic, categorical way – which clearly, is non-threatening – but arguably, as potent as tepid tea.

Collaboration Exercise

Here’s a collaboration exercise which I have found to be really effective!

Before your project starts, why not get your new team members in a room, give them the following list of drivers, and ask them to respond as honestly as they can. Collate, publish and distribute everyone’s response together on one page.

Drivers

  1. What’s your personal circumstances?
  2. What’s your personal morality or code of ethics/philosophy that you subscribe to?
  3. What are your ambitions?
  4. What do you personally want to achieve with this project?
  5. What are your skills / knowledge / experience that are valuable for this project?
  6. What is your desired outcome for the project as a whole?
  7. How do you prefer people to communicate with you?
  8. What’s your communication style?
  9. How do you react when your stressed or uncomfortable and what can we do to ease the pressure?
  10. When is the best time to chat for meaningful conversation?

Good collaboration is centred on trust. The quickest path to trust is to share yourself in a real way – being prepared to be vulnerable, is usually appreciated, and our cultural convention leads us to reciprocate quickly – as a way of demonstrating that appreciation.

Doing this exercise before you start your project, will give everyone a chance to know how to get the best out of each other, to produce the best outcome – which is a true collaboration!

Till next time, crack a queer whid!

WordSmith Jo