Integrity is the third most popular Corporate Value.
Why?
Perhaps Owners & Corporate Boards are concerned about fraud and honesty. Fair enough.
It’d be a pity if that’s where it stopped.
If honesty in external dealings, or obeying the law are the only focus then a really important point is being missed.
A leader in an organization with “Integrity” as a value has a great opportunity to make sure that objectivity is given priority internally – so that personal bias and prejudices aren’t allowed to color Performance reporting & slow down problem solving.
Cherry picking data isn’t illegal but it does hide non-performance (and non-performers) from scrutiny.
Dropping uncomfortable measures from reports may not be fraud but it does reflect on the integrity of leaders who allow it.
You won’t be arrested or your career ended for adjusting the scale on a PowerPoint chart to hide a failure, but that failure might not get the attention it deserves.
Following the law is a virtue, but an obvious one that seldom takes real courage because consequences are big, and personal. It might take more courage to admit that your project didn’t deliver, or your team didn’t perform. It might even be career limiting in the short run, especially if senior leaders also lack the same courage.
But it will demonstrate integrity.
And it will help you make true progress.
“Cherry picking data isn’t illegal but it does hide non-performance…”
Integrity in external dealings is vital, but Integrity internally is just as important.
How honest are you with your boss? How honest are your team members with you?
Do you value honesty or punish it?
When was the last time a team member openly disagreed with you?
Do you set up measurement systems to be independent, or change them to amplify good news?
Integrity is much bigger than obeying local laws, or looking good in the public square. True integrity is about earning the trust you’ve been given as a leader to drive true performance, not just appearances…
