Few of us would disagree that ethical behavior is important in the workplace. Yet how we do this is a much more challenging discussion! Below are three practical ways to foster a stronger ethical work culture.
- Visible Moral Symbols. Recent research published in the Academy of Management Journal revealed that individuals who have visible moral symbols in their workspace facilitate stronger ethical conduct. A virtuous quote, a religious image or a moral sign serve as visible reminders – both to yourself and more specifically, to those you work with – that ethical behavior is important. Google’s lead value, “Don’t do evil” is a great example of this (though you could debate if this has shifted in their recent value change from “Don’t do evil” to “Do the right thing”). Before you try this, remember to consider the cultural nuances involved in doing this effectively!
- Public Ovation. In Trust Factor, Paul J. Zak provides fascinating evidence that connects trust development with activities which release oxytocin (something our body produces which makes us both trust others more and become more trustworthy). In short, Zak teaches that creating moments which release oxytocin will build trust. Since trust is a foundational moral value (partially developed by congruence between what we say and what we do), we have opportunity to deepen trust be facilitating oxytocin-inducing moments. Public praise (or what Zak refers to as ovation) is an effective way to do this. When you catch someone doing the right thing, create a moment of public praise (which also serves as a Visible Moral Symbol!).
- Decrease the Gap. Ethics is a combination of two things: what we believe, and, what we do. Inevitably, there will be a gap between them! Effective leaders continually work to decrease their gap. Doing so increases trust and a climate for ethical behavior (see above!). One effective (and humbling) way to decrease the gap is to become a person who regularly asks for feedback. In Thanks for the Feedback (Even When It’s Off-base, Unfair, Poorly Delivered, and Frankly, You’re Not in the Mood), Stone and Heen remind us that research shows we all have 3.2 blind spots. This sobering fact should change the way you live! It also provides a practical method by which to decrease the gap!
Successful organizations do more that pay lip-service to the need to act ethically. These three practices can help turn what you believe into what your organization does. What other practices have you used?
Dr. Jeff Suderman is a futurist, consultant, and professor who works in the field of organizational development. He partners with clients to improve culture, leadership, teamwork, organizational alignment, strategy and organizational future-readiness. He resides in Palm Desert, California. Email: email@example.com
Jena McGregor (2015). Promoting more ethical behavior. LA Times, 2015.
Paul J. Zak (2017). Trust Factor. AMAcom.
Dr. Henry Cloud (2006). Integrity: The courage to meet the demands of reality. Harper Business.
Douglas Stone & Sheila Heen (2015). Thanks for the Feedback. Penguin Books.