With the non-controversial topics out of the way, they moved on to what they all knew was the most difficult issue. Everyone felt the tension, though perhaps no one felt the pressure Trish did. She knew that whatever they announced publicly would affect the share price, and the critical factor would be her estimate of the delay on Metronome. Everyone in the room would feel the pain.
"On to Metronome," Jack pronounced. "Trish?"
Here we go, she thought. The dates were bad news, but the estimates were Peter's, and Peter was the best. The dates were right. "As you all know, the news isn't good. The estimates are June 30th, best case, but possibly as late as November."
Silence. Warfield, as usual, spoke first. "That's unacceptable. What are your plans for replacing Peter?"
"I have no plans for replacing Peter, or anyone else," Trish replied. "They've all done a marvelous job with what we gave them, and it's up to us now to manage this."
In some organizations, Trish's recommendation is unusual. Rather than blaming someone for an organizational failure, Trish believes that the company must tell the public the hard truth. What would you have done?
Now that CEO's will be personally accountable for statements they make about their organizations, we can all expect to be held to higher standards of professional ethics. Some professions have codes of ethics, but most of us don't even have professional associations we could join, let alone formal codes of ethics to guide us.
When you doubt the propriety of an action or decision, what principles guide you? Whether or not you can turn to an association for ethical guidance, writing down a code of ethics for your job can help. Try it. Here are some principles to get you started.Unethical behavior
need not be proactive.
In some situations,
can be unethical.
- Beware personal benefits
- If you would personally benefit from an action you're about to take, it could be questionable. Examine such actions carefully.
- Appearance counts
- The appearance of unethical behavior is as damaging as actual unethical behavior. Avoid even the appearance of crossing the line.
- What you don't do can be damning
- Unethical behavior need not be proactive. In some situations, doing nothing can be unethical.
- Be open about key phrases
- If you intentionally use a key phrase, explain its significance to the listener. Relying on listeners to grasp the importance of innocent-sounding words could be a way of misleading people.
- Consulting an attorney can be a red flag
- Legal standards are usually less restrictive than ethical standards. Excessive concern with the legalities of your actions might mean that you're in danger of ethical transgression.
Is every other day a tense, anxious, angry misery as you watch people around you, who couldn't even think their way through a game of Jacks, win at workplace politics and steal the credit and glory for just about everyone's best work including yours? Read 303 Secrets of Workplace Politics, filled with tips and techniques for succeeding in workplace politics. More info
See "On the Appearance of Impropriety," Point Lookout for December 2, 2009 for a bit more on the appearance of impropriety.
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More articles on Ethics at Work:
- You Have to Promise Not to Tell a Soul
- You're at lunch with one of your buddies, who's obviously upset. You ask why. "You have to promise
not to tell a soul," is the response. You promise. And there the trouble begins.
- Currying Favor
- The behavior of the office kiss-up drives many people bats. It's more than annoying, though —
it does real harm to the organization. What is the behavior?
- Virtual Termination with Real Respect
- When we have to terminate someone who works at a remote site, sometimes there's a temptation to avoid
travel — to use email, phone, fax, or something else. They're all bad ideas. Terminating people
in person is not only a gesture of respect. It's good business.
- Personnel-Sensitive Risks: I
- Some risks and the plans for managing them are personnel-sensitive in the sense that disclosure can
harm the enterprise or its people. Since most risk management plans are available to a broad internal
audience, personnel-sensitive risks cannot be managed in the customary way. Why not?
- Some Truths About Lies: III
- Detecting lies by someone intent on misrepresentation is an important skill for executives, managers,
project managers, and just about anyone involved in knowledge-oriented organizations. Here's Part III
of our little collection of lie detection techniques.
See also Ethics at Work for more related articles.
Forthcoming issues of Point Lookout
- Coming October 17: Overt Belligerence in Meetings
- Some meetings lose their way in vain attempts to mollify a belligerent participant who simply will not be mollified. Here's one scenario that fits this pattern. Available here and by RSS on October 17.
- And on October 24: Conversation Irritants: I
- Conversations at work can be frustrating even when everyone tries to be polite, clear, and unambiguous. But some people actually try to be nasty, unclear, and ambiguous. Here's Part I of a small collection of their techniques. Available here and by RSS on October 24.
I offer email and telephone coaching at both corporate and individual rates. Contact Rick for details at rbrensamFuCLKWqXFkCpCner@ChacGdDbgeSNQuwpZthIoCanyon.com or (650) 787-6475, or toll-free in the continental US at (866) 378-5470.
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- The Power Affect: How We Express Our Personal Power
- Many people who possess real organizational power have a characteristic demeanor. It's the way they project their presence. I call this the power affect. Some people — call them power pretenders — adopt the power affect well before they attain significant organizational power. Unfortunately for their colleagues, and for their organizations, power pretenders can attain organizational power out of proportion to their merit or abilities. Understanding the power affect is therefore important for anyone who aims to attain power, or anyone who works with power pretenders. Read more about this program.
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