Archive for July, 2011

Ethics and Integrity

Wednesday, July 27th, 2011

A recent study performed by the Institute of Business Ethics found that companies displaying a ‘clear commitment to ethical conduct’ consistently outperform companies that do not display ethical conduct. The director of IBE, Philippa Foster Black stated, “Not only is ethical behavior in business the right thing to do in principle, we have shown that it pays off in financial returns.” Part of your commitment as a business leader is to create and maintain the processes and a culture that dictates ethical behavior. Ethical behavior is not an easy path, nor is it a path taken without thought and consideration. As a leader, decision with value connections will be presented frequently. Examples could include employees stealing from the company, doing personal business on company time, modifying accounting records, or extending a customer discount that was not earned, etc. Clearly defined organizational goals and clearly stated organizational values are integral to your ability to make the best decisions and take the right actions. As you deal with different types of situations you are being evaluated very closely by your team. As you lead by example, you become a champion for the organization’s commitment to ethical behavior. As you look to enhance the ethical policies and processes within your company, take into consideration the following five principles.

  • Be trustful: Recognize that customers and employees want to do business with an organization they can trust. When trust is at the core of an organization, it is easy to recognize.
  • Meet obligations: Regardless of the circumstances, do everything in your power to keep commitments and obligations to employees and customers. An incredible amount of trust is built when an organization honors its commitments. If unforeseen events stand in the way of meeting an obligation, immediately communicate the challenges and work together to find resolution.
  • Reevaluate all documents and materials: Make sure all department and organizational documents and literature are clear and precise. Make sure they don’t misinterpret or misrepresent.
  • Have documented processes: Every organization is structured differently. However, having documented processes and policies on how your organization interacts with customers and employees is critical. If processes are properly documented there is no question what a product or service should be or whether a customer exception falls within the acceptable guidelines. Take a hands-on approach to all accounting and record keeping as it will allow you to end an inappropriate action in a timely fashion.
  • Be respectful: Treat employees and customers with respect regardless of differences, positions, titles, ages, or diversity. Always treat others with respect and courtesy even if you agree to disagree.

Successful implementation of these five principles becomes a leader’s daily commitment and responsibility. Oprah Winfrey said it quite simply, “Real integrity is doing the right thing, knowing that nobody’s going to ever know whether you did it or not.”

Tammy A.S. Kohl is President of Resource Associates Corporation. For over 30 years, RAC has specialized in helping businesses achieve sustainable results through leadership development and executive coaching. For information on creating a leadership succession plan visit www.resourceassociatescorp.com or contact RAC directly at 800.799.6227.

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The Dynamic Role of a Manager

Wednesday, July 6th, 2011

Your role as a contemporary manager is ever-changing. Many of the traditional day-to-day tasks have been improved or eliminated by technology, and perhaps in that respect the job of a manager has been simplified. However, the global business environment has created quite a different managerial role. If you read or access any source of daily news, you are bombarded with information about organizations that are dealing with consolidation, mergers, acquisitions, and downsizing. These major strategic decisions are forcing organizations to consolidate technologies and functions, merge culture, and deal with generational diversity issues. As the current workforce continues to change and evolve, all of these directly impact your current role as a manager. As John Naisbett discusses in his recent book High Tech/High Touch: technology and Our Search for Meaning, as a business community we are intoxicated by the power of existing and emerging technology and the perceived impact it has on success. However, these ongoing changes mean you must now be highly skilled in interpersonal communication and human development if you are to get your job done effectively. John Naisbett reminds us that more than ever we need to place as much emphasis on people as we do technology.

In addition to an ever-changing global environment, many people have come to expect and demand much more out of their jobs. They have a different set of expectations for what they should derive from their work. For instance, people are demanding more and more non-monetary rewards from their employers. Research documents individuals are looking toward their work as a major source of fulfillment as it relates to their self-esteem, sense of accomplishment, personal challenge, and involvement. Studies have also shown the average employee tenure is at an all time low, which is a huge indicator that individuals are not getting what they need from their positions. There is a direct correlation between individuals staying or leaving an organization and their relationship with their manager.

The challenges facing managers today include creating an environment, a climate, and a culture where your people can satisfy their personal needs and achieve personal goals while accomplishing organizational results. If the individuals within your organization are not fulfilling their needs, are not made to feel as an important part of the organization, and/or are not committed, work and results will be given a low priority. Your employees will devote only the minimum amount of effort needed to get by or choose to move in another direction.

The basic desire to achieve and accomplish exists within most employees as they want their work to hold meaning. Therefore, you must discover ways to reshape relationships within your organization to create a climate of personal growth and contribution. As a great manager, you must discover new methods to channel the energies of your workforce, new ways to communicate, and new ways to help your people become motivated. We are in an exciting business era, one in which our people knowledge must match up with our technical knowledge!

Tammy A.S. Kohl is President of Resource Associates Corporation. For over 30 years, RAC has specialized in helping businesses and individuals achieve high levels of excellence and success. Learn how at www.resourceassociatescorp.com or contact RAC directly at 800.799.6227.

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