Ethically Intelligent

Leadership

Education Training Advising

Code of Ethical Conduct & Harmonious Workplace Culture:

Ethical Intelligence Psychological Safety
Reputational Risk Awareness
Bias Mitigation 

Sustainable Change Responsiveness Wellness By Habit™

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Welcome...

"You, who are on the road must have a Code

That you can live by."

- Graham Nash, "Teach Your Children"

"We are what we repeatedly do. Excellence then is not an act, it's a habit."
- Will Durant

Some believe that leadership is reserved for people in "higher" positions - and not just "average" folks. This is entirely incorrect. The fact is, we all lead by the example we extend via our thoughts, choices, actions and behaviors within whatever field of influence we have in any given situation or interaction in any given moment - and there are no unimportant situations, interactions or moments.

What example are you - or your organization -  living and leading by?
Whether it's at work, home, school, and in all our relationships -

personal, familial, professional and social -

taking 100% ownership for the impact we have upon others and ourselves

is a prerequisite for living and leading by Ethically Intelligent, Honorable and Harmonious example.

 

 

 

Skills training in character development and ethical behavioral habit cultivation have often been placed on the back burner of importance for a number of years, despite the corporate and political scandals that have dominated headlines and ruined countless innocent lives. In a highly competitive world that is focused on power and profits, these were often considered "quaint" qualities for an organization or individual looking to gain in statute. Do "whatever it takes" to have a "competitive advantage" has been a common mantra, and even conscious awareness skills like emotional and social intelligence and mindfulness have been mined to see how they could be used to accomplish goals in performance, productivity and bottom-line profit-making objectives – which unfortunately has led to some individuals exploiting these tools for personal gain. 

 

However, recent surveys and studies show the tide is turning. Ethically Intelligent behavior is rising to the top of the list of leadership qualities essential to sustainable organizational success as well as attaining and keeping public trust. The Conscious Capitalism and B Corp movements are growing in influence, as well as many companies that are choosing to focus on a new triple bottom line of People, Planet and Purpose (beyond Profits). Customers are demanding accountability and transparency in the principles and practices of leaders of all types, and "getting away with" unethical behavior is certainly not something to brag about if you or your organization aspires to have a reputation of unshakable integrity. 

 

It's also not very wise. 

 

Whatever you think, do and say is infused with the consciousness - and the unconsciousness - you bring to it.

“Your beliefs become your thoughts, 
Your thoughts become your words, 
Your words become your actions, 
Your actions become your habits, 
Your habits become your values, 
Your values become your destiny.”


- attributed to Gandhi

Ethical intelligence is the conscious embodiment and courageous application of honorable principles, practices, and processes that cultivate compassion, cooperation and collaboration between individuals and groups across all interactions and situations, and through which elevates humane and sustainable insights, interdependence and impeccability. 

Recent Data & Thought Leadership:

Ethics/Integrity & Diversity/Inclusion

"The world is changing at a rapid pace. New technologies, shifting cultural norms, evolving economic structures, and unprecedented environmental
threats are reshaping the planet.

"Corporate reputation was the #1 driver of sustainability efforts, and with social topics under a larger spotlight than ever, companies are focusing on 
diversity, ethics, and similar issues.

"76% and 71% of respondents consider ethics/integrity and diversity/inclusion

high priorities, respectively."

 

- from the 2018 Annual State of Sustainable Business survey, conducted by BSR, a global nonprofit business network and consultancy dedicated to sustainability in partnership with Globescan, a strategy and insights consultancy.

Psychological Safety

 

"Psychological safety is a belief that I can bring my full self to work. It's a sense that my voice will be welcomed - that I won't be humiliated or made to feel less good about myself if I speak up with work-relevant issues, questions, concerns, and even mistakes."

 

- Amy C. Edmondson, the Novartis Professor of Leadership and Management at the Harvard Business School, author of The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth

“"There’s no team without trust,”'says Paul Santagata, Head of Industry at Google. He knows the results of the tech giant’s massive two-year study on team performance, which revealed that the highest-performing teams have one thing in common: psychological safety, the belief that you won’t be punished when you make a mistake. Studies show that psychological safety allows for moderate risk-taking, speaking your mind, creativity, and sticking your neck out without fear of having it cut off — just the types of behavior that lead to market breakthroughs."

 

- from "High-Performing Teams Need Psychological Safety. Here’s How to Create It," by Laura Delizonna, Harvard Business Review

Workplace Civility

"As the workplace becomes faster-paced, more technologically complex, and culturally diverse, civility matters. Among other things, it helps dampen potential tensions and furthers information sharing and team building.

Whatever the underlying causes, the costs of incivility rise as
employee stress levels increase.

"Forty-seven percent of those who were treated poorly deliberately decreased the time spent at work, and 38 percent said they intentionally decreased the quality of their work. Not surprisingly, 66 percent admitted their performance declined and 78 percent said their commitment to the organization had declined. Part of the performance penalty is related to how employees internalize stress levels. Eighty percent lost work time worrying about the incident, and 63 percent lost work time in their effort to avoid the offender.

"To be sure, the magnitude of the costs and disruptions will depend upon the degree of incivility. Abusive behaviors, for example, will cause deeper damage to the organization than milder forms such as slights. Companies will need to adjust their remedies accordingly."

-  Christine Porath, author of The Costs of Bad Behavior, from "The hidden toll of workplace incivility", published in the McKinsey Quarterly, 2016

Leadership Character Habits

"A close look at the 28 leadership character habits with the strongest correlation

to business results reveals there is always one character habit that is dragging them down the most.
 

"This habit could be anything from having a leadership team with a reputation for telling the truth only 50 percent of the time, to a leadership team who does a poor job of publicly admitting personal mistakes and failures.
 

"This sort of internal leadership reputation promotes environments where

cover-ups and skirting corners are unintentionally encouraged, even with

the best risk management systems in place."

 

- NAVEX Global, creator of compliance program management software 

Individual & Organizational Reputational Risk Awareness

"Leadership character reputation is a valid predictor of employee engagement, organization risk, innovation, collaboration, accountability, and profitability. 

≈ Integrity leads to a culture of accountability

 ≈ Responsibility leads to confidence in management

 ≈ Forgiveness leads to innovation 

≈ Compassion leads to collaboration

 

"Those leadership teams at the top of the character curve average ~5x ROA, +26% Employee Engagement, and notably less risk compared to peers with a self-focused leadership reputation."


- from the "Return on Character Curve," developed by Fred Kiel, author of Return on Character, and his company KRW International's  
"Predictive Index of Organization Profitability"

Environmental, Social & Governance Risks

"… The logic that we’re talking about goes from your workers to the community around you to the regional government, and to the national government.

It’s thinking about how everything is interconnected, and how our relationship

as a company with that entire sociopolitical ecosystem is important for

our long-term returns.

""When we just focus on the short term, and on what minimizes costs today, we’re often creating the basis for anger and backlash maybe next year or maybe five years from now. But if we look out into the long term and we don’t incorporate that, and if our financial models miss those connections, we’re not going to be a company that will be around in the long term."

 - Wharton's Witold Henisz, Katherine Klein and Sherryl Kuhlman discussing how environmental, social and governance (ESG) risks impact companies' bottom lines.

While many experts are acknowledging the "what" and the "why"
they are not always teaching the "how to" skills.

Deliberate, intentionally conscious, radically honest self-reflection provides the conditions in which Ethical Intelligence may be discovered lacking with oneself. Ethical Intelligence can be increased by choosing to upgrade your Internal Operating System through the purposeful cultivation of self-aware behavioral identity habits via both formal and informal practices.​

Learn more about Ethical Intelligence

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