I was recently at a Peer-to-Peer Human Resource group at Elinvar in Raleigh, NC. They had an interesting speaker, Santo Costa, Esq., who spoke to the group about workplace integrity. The surprising observation he made was that integrity in an organization can be determined by how a manager handles mistakes. He brought up the example of General McChrystal stepping down after comments some of his staff made to a New York Times reporter and contrasted that with Janet Reno saying she was “taking full responsibility” for the Waco Siege but went back to her office and kept her job. I think any political example can be fraught with misinformation (press versus one party versus another party) but it does illustrate that the person who takes the bullet for his staff can dictate the culture of the organization.
In most organizations that I have worked in, if the leader isn’t willing to take the heat for his direct reports mistakes, there is inevitably a lack of trust. If the leader is constantly throwing their reports under the bus for every error and misstep, it will be a culture of CYA squared (covering your butt). If you want to build a culture of trust and integrity in work or your life, you’ll need to fall on the sword whether it’s for a direct report or your child or your spouse.
Here are some ideas on how to boost your integrity:
1. Consistent. Show up in your relationships in a consistent manner. The ability to control one’s emotions is a basic tenet of Emotion Intelligence. Being a hot head or moody, can put people in your life on edge. “Hmmm. I wonder if Dr. Jekyll or Mr. Hyde is showing up for this budget meeting?” Working towards authenticity involves people’s expectations being met in that they can be confident that you won’t overreact or fall off the deep end. They know what to expect when you interact with them. Consistency is important to building trust.
2. Humility. Being humble in front of the team is important. No one likes working for the leader who is constantly tooting their own horn. The leader who does so is much less approachable. The humble leader makes sure their entire team gets credit for the project and makes sure the organization knows it. The humble leader is not trying to build their resume. They are building everyone else’s resume.
3. Rationale. Sharing the rationale with the folks around you builds integrity. If you are looking at new software to make the transaction process easier, make sure the folks that will be impacted by the new software, understand the rationale. There won’t be any buy-in if you don’t communicate the rationale. More likely, there will be dissent and mistrust and folks might try to thwart the process. Share the rationale.
4. Punches. Don’t pull punches. If there is bad news, craft the message and deliver it. Don’t drag your feet. Having information in limbo causes everyone to be in limbo. The gossip mill will certainly get a tidbit of information and turn it into catastrophic conclusions in the blink of an eye. Grab the tiger by the tail before it gets loose. Don’t pull punches.
5. Private. When someone makes a mistake, talk to them in private. Figure out what went wrong; maintain their self esteem and move on to some solutions. Don’t call someone on the carpet in front of the team. The best practice for a leader is to critique in private.
6. Public. When someone or the team gets something right, celebrate in public. It’s so important to identify milestones in a project or when you finally attain the millionth customer that you celebrate. Let everyone bath in the glory. They will seek more of it. Others will want to be on your team. Make sure you celebrate success in public.
7. Monkeys. Once you have delegated a monkey (a task or project), don’t take the monkey back. If you have assigned a monkey and the person has gotten off to a rocky start; don’t take the monkey back. You want to check in on the monkey (make sure it’s being fed and scratched), just don’t take it back. If people are unsure if they will keep the monkey they are much more likely to fail. Keep the monkeys where they belong.
Building trust and creating an authentic relationship is a long process. This cannot be created overnight. Take responsibility for those that work for and with you. There are times when you will need to fall on the sword but your team will be there to support you and you will create a culture of integrity.