Talent Journey

It is important for leaders to demonstrate integrity. In order to effectively lead, we must continually keep ourselves in “check” and make sure there is alignment between our character and actions. Integrity drives wise decisions and earns respect.

Integrity is defined as the state or quality of being entire or complete; wholeness; entireness; an unbroken state. It is referenced as a moral soundness; honesty; freedom from corrupting influence or motive. Integrity is the internal “stuff” of our personhood. When someone has integrity, it means they bring strength and courage to any situation. Integrity stands in the hard places and makes the hard decisions for the good of the whole and the long term. Integrity says that honesty is a higher truth than any dishonest short cut.

What does a person with strong integrity operating in his/her character look like?

1. They have the ability to connect authentically and with kindness.
2. They seek truth relentlessly (which leads to finding and operating in reality).
3. They embrace problem situations head-on and without fear.
4. They get results.
5. They are oriented toward continual improvement and growth.

In today’s uncertain times, the importance of leading with integrity should not be under-estimated. It is too easy to find ourselves distracted by short-term interests or the pressure of our environment. Under these types of pressures, we can be tempted to take shortcuts that lead to disaster. Today’s leaders must walk the higher path. In areas where we fall short on integrity, customers and profitability will suffer. Undeniably, poor decisions lead to negative consequences. Most of us do not have to look far, or think too long to recall an example of that scenario. A very real example is how the lack of integrity of some leaders and individuals resulted in the state of our economy today. Success always rests upon the foundation of integrity.

Think of yourself as a builder and your life as your home. Every day you have opportunities to hammer a nail, place a board, or erect a wall. It is critical to build carefully because this is the only life you have. The plaque on the wall says, “Life is a step-by-step project.” Your life tomorrow will be the result of the decisions and actions you make today. Live a good life, live a life of integrity.

In times like these, when the economy is struggling to recover, strong 21st century leaders will exemplify three key attributes: authentic communication, values alignment, and strategic talent retention.

Communicate with authenticity . According to Moslow’s theory, physiological and safety needs are core basic needs, more central than affiliation, esteem, or career fulfillment. In turbulent times, creating an environment of authentic communication and trust is critical. People want and need to know truth, even if the news is bad. The simple task of sharing information and listening to concerns builds a reputation of trust. However, truth and openness are not sufficient. Effective leaders also need to generate hope by leading with vision and realistic optimism. Staying committed to sharing the truth, but also communicating that message in a way that engages and gains the commitment of team members is vital. When leaders paint truth, alongside realistic hope, they build trust that generates commitment. Trust functions similar to a bank account. When we invest truth and hope, the return on investment multiplies.

Although some may disagree with President Obama’s political positions, he serves as a potent model in communicating with authenticity. He has been forthcoming in terms of the crisis that exists, the amount of time it will require to find solutions, and the need for responsibility of both top leaders and individuals. A potentially gloomy speech each time he approaches the podium is transformed into a promise of hope. He engenders hope by referring to the work ethic, ingenuity, and greatness of American people. Whether we agree or not with his position, these communication examples demonstrate authentic leadership communication.

Take action using key corporate values. Whether your organization is growing or shrinking, the way you treat employees and customers will shape organizational culture for the future. People catch culture; culture is not mandated. No matter what tough decisions you need to make, ensure that you act consistently with the values you espouse. It is always important to honor people, commitments, and processes. (See our integrity article in this issue for more on the importance of leading with integrity.) Where economic conditions mandate shifts in commitments and processes, do everything possible to over-communicate. Make your messages clear, simple and transparent. Let your team know you are looking out for their best interest, as well as the business’ success. Any variation from your values to manage profit, calm employee waters, or pacify stakeholders, risks long-term repercussions. In some cases it will be necessary to step-back and not allow the immediacy and stress of the moment to lead to regrettable long-term mistakes. Under stress, even the best of us can inadvertently miss the broader view.

Retain talent aligned with your strategic mission. If you are in a downsize situation, remember that it is difficult on everyone. We encourage you to take a strategic approach to downsizing. First, are there any other options available such as reduced hours, allowing part-time working arrangements and/or establishing quarterly shutdowns? Look for opportunities to create wins (some workers would love to get a short- term break from full time work) in these tough economic times. At the end of the day, if you need to downsize, ensure that you analyze your talent strategically. Many organizations downsize whole project teams or eliminate a department. This is rarely the best option. Long-term viability depends upon retaining your BEST talent. We recommend doing a resource planning assessment to identify the top skills and competencies you will need over the next 2-3 years and beyond. Then, use a competency- based assessment to determine which team-members should remain with the organization, regardless of where they are currently working.

Leaders of today, we need to act strategically, respond carefully, and communicate authentically.