Virtuous Business Practice

Making Integrity Count in the Workplace What is the return when investment is made in developing a character-driven

workforce?

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Creating a virtues-based work environment encourages integrity

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Integrity flourishes in a learning environment

It was the start of a new season of the public affairs

program I had produced and hosted for about 10

years. Even with so much experience, I walked

into the studio with a sense of the unknown. This

would, after all, be the day that we would meet

the new interns.

“Isn’t it interesting,” I remarked to my co-host, “that

we keep getting older and yet the interns are

eternally 20-something.”

As I smiled at the group of millennials, I

remembered many of the stereotypes that were

circulating about them. They prefer Facebook to

face-to-face communications. They buck

authority so you have to make them feel like they

are running the organization. They have been

spoon-fed by their parents who are likely to show

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up at their jobs.

Brushing these thoughts aside, as I would any other

prejudice, I said, “Welcome! You are about to

embark on a fast-paced television production

experience for which you come well equipped

with self-determination and assertiveness and

integrity. Now who can tell me the three most

important words you will ever use here or in any

other workplace?”

The blank stares did not last long. These were

young media professionals, and wilting wallflowers

they were not.

“Dedicated. Determined. Dependable,” came the

first response followed by “Who? What? Why?”

Then there was a rare period of silent reflection

after I added my thoughts to the barrage of

answers: “The three most important words are ‘I

messed up.’”

Andrew Carnegie Steel Magnate/Philanthropist

As I grow older, I pay less attention to what men say. I just watch what they do.

by Nwandi N. Lawson

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Virtues are more durable than values In order to create a culture in which employees

feel safe stating what is true, leaders must

demonstrate that they value learning over the

fruitless search for perfection. By sharing

information and creating spaces for employees at

all levels to contribute to decision-making

processes and to reflect on outcomes, a dynamic

experience laboratory is created. As an

organization becomes more comfortable with this

process, the perceived need to cover up mistakes,

criticize co-workers, and pass blame are

minimized.

Although values are the shared ideals of a group

of people in a specific place during a certain time

period, virtues are principles that have endured

and been accepted by diverse groups throughout

the ages. Consider that North American

companies may place high value on individual

endeavor while their Asian counterparts may

honor the contribution of a team. Yet both

cultures honor the virtues of diligence and respect.

Strategic Vision

Few companies today present mission statements

that do not include virtues like accountability, trust,

or excellence. Yet without common

communication tools and accepted practices to

guide each manager and employee towards

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these ideals, it can be challenging to ensure that

they are actually a feature of the workplace.

When customers and employees enter a virtues-

based workplace they receive tangible feedback

about their innate nobility in the form of artwork,

office arrangement, and peer and management

interactions. Their communication is centered on

bringing out the best in themselves and others.

Instead of simply saying, “Thank you,” a virtues-

based manager might offer “I really appreciate

the creativity and courtesy you used to settle that

disputed claim.” Employee evaluations include

commendation for the use of prominent virtues

and coaching about the expanded use of

additional character strengths.

Organizations that ignore opportunities to

strengthen individual and collective integrity suffer

low internal and external trust, inflation of individual

contributions and corporate returns, and high

employee turnover. In the most serious instances,

breaches of integrity lead to government sanction,

civil suits, or criminal charges. Perhaps that is

enough reason to encourage investment in

professional development that strengthens

character.

Integrity is the essence of good character. It is the

sum total of the actions we take whether or not

anyone is watching. It is the ability to look a

colleague or boss in the eye and say, “I messed

up” with trust that mutual support will provide the

path towards a solution.

In looking for people to hire, look for three qualities: integrity, intelligence, and energy. And if they don’t have the first one, the other two will kill you.

Warren Buffet CEO Berkshire Hathaway

Frontier Ventures Unlimited www.frontierventuresunlimted.com

678-557-2020

©2014, Frontier Ventures Unlimited

Nwandi Lawson is a managing partner with Frontier Ventures Unlimited. She is also an experienced journalist, entrepreneur, and organizational culture consultant. Nwandi received an MBA from Emory University’s Goizueta Business School. She also earned an undergraduate degree with honors in journalism from Howard University.