HONESTY, ETHICS, INTEGRITY… these are very small words but have heavy meanings attached to them.
The trio have been in demand since time immemorial! If you look at it from an economists pont of view, it’s a simple demand and supply graph. The keener you look for them, the harder they are to get. But why? Why has it become so difficult for people in their career span to come out and be truthful and show that there is an iota of integrity left in them? Haven’t we been always morally policed and have been scorned at and reprimanded for behaviours that are not socially acceptable. Then why are such virtues in such a short supply especially in their work place?
The virtues we exhibit, have been handed down to us from our forefathers and just like DNA it started its own variations. People always knew the right from the wrong, no grey areas. Well, whatever they chose, their choices were driven from all the upbringing and the societal perceptions. So why is it hard to find them now?
The answers lie within us. We have been so used to identifying the “Grey Areas” that we have actually stopped considering that, black and white still exist. What is right is right, isn’t it? Why can’t we be honest about it? Do we shy away from self -monitoring? That is the first of the two pronged approach.
The second part, lies in the hands of the Guiding Forces, namely our Leaders in this context. Any positive or negative tone caught in the organization, is driven by them. We all know a top down approach works with ease and at higher levels of acceptance. So, as leaders in our respective fields, if we set our C- suite’s behavioral tone in order (either via power of repetition , behavior modification workshops etc.), we shall start to move on course (cascading effect of such behavior shall be observed).
When our leaders have set the pace, shown us the light; then what’s there to wait around for? If the organizations build their leaders with strong values and virtues, they shall be able to lead their people on the path of success.
Why do we remember leaders like Jack Welsh (GE) or Azim Premji (Wipro)? They embody the trio and lead the path of success and people believe them and so follow them.
As glorious and simple as it sounds, it is not a cakewalk. We have to work towards the goal of having the trio in our organization and simultaneously keeping a hawk’s eye on any weeds claiming to threaten it. Till the time, it becomes a habit as starts coming naturally to the employees, we the leaders should gear up for the road ahead.