This term remains a major inhibitor to action even in cultures where codes of ethics are in place. So what is needed? Remember I’m all about solutions rather than continuing the problem.
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Moral rebels have learned to act even when consequences are clear. Why do they do it? Research says that people with a strong sense of inner responsibility are more likely to act. They’ve had this instilled in them since an early age. They have an ability to go against a norm
So orgs require to help people tap into their own moral compass and to align that with the mission of the org. In my old profession, policing, that’s simply to help communities. Help build self awareness. Don’t force bakes on staff. Align yourself with theirs.
Set clear ethical standard and train leaders to reward teamwork and not just individual achievement. Teamwork is a strength in orgs. It it’s seldom rewarded directly.
Orgs require to encourage direct open conversation. Many orgs rely on e-learning to address culture issues. Such an approach fails to correct the misperceptions I discussed above. Work to create a culture where staff feel discussing concerns with each other.
Build psychological safety. A safe culture isn’t simply the goal. It’s the environment where are goals are achieved. Also such safety isn’t the end result it’s a journey that is ongoing.
Next encourage early action. That way staff don’t need to snitch on their colleagues. Peer intervention is designed to support such early action. Earliest is way best. Early action leads to less harm.
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