So often we hear about unethical and egregious behaviour of organisations and their leaders that seem intent on screwing their customers, lying and cheating, and perhaps laughing all the way to the bank. It is demoralising to so frequently learn that so many organisations and leaders just can’t be trusted. Yet, there are many ways that organisations can create a culture that supports and nurtures ethics. Here are three ways to minimise risky behaviour:
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Create an open culture. People shouldn't be afraid to speak up when they see something fishy. Make sure you have risk escalation and whistleblower processes in place and actively encourage people to use them when necessary.
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Hire right. Don't rely on resumes and references. Anyone can fake those. Consider going a level deeper and doing employment and background checks. Some risk-averse companies also conduct behavioural and honesty testing to screen employees.
- Incentivise the right behaviour. People don't do what you tell them to do; they do what you pay them to do. Make sure your company's performance measurement and incentive systems don't encourage the wrong behaviours.
The above leadership tip...
was sent in response to a question from a participant on our acclaimed 10/10 leadership development and mentoring programme and was adapted from Five House Rules for Managing Risky Behaviour by James Lam. Whether you're a first time manager or an experienced leader, straightforward, practical advice on best practice is hard to find. Until now. To find out how you, your team or your organisation can benefit, please contact us.
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