I recently received an informational request, asking whether I could provide a one-day training program on the topic of Integrity. Frankly, I was somewhat surprised with this request. For one thing, I have never heard of a full-day training program on a topic like integrity. There are many programs on the general topic of ethics, but to single out one element seemed unusual.
The more I thought about it, however, the more I found myself intrigued by this request. I began to realize that while I have not presented a full-day training program on the topic of integrity, that subject is woven throughout many of the training programs that I do conduct. For example, a program that I frequently conduct deals with the topic of supervision and the effective use of “power.” A basic premise of that course is that power used with integrity builds relationships, while power used without integrity destroys relationships. Likewise, much of the work I do in dispute resolution/prevention emphasizes that integrity, or the lack of integrity, is at the heart of our ability to deal effectively with problems.
As a result of my reflection, I submitted an outline for a training program that was based on two primary premises. First, my sense is that we do not directly seek integrity. Rather it is a fundamental element in the emergence of the desired outcome. Wile integrity for its own sake is quite obviously significant, it is the impact on organizational life that is the justification for creating a training program on the topic. Second, preaching on the topic of integrity will have almost a zero impact on an audience. On the other hand, a group of participants can learn from good examples and stories. More importantly, interactive dialogue will have to be the cornerstone for the design of the training program. After all, I doubt seriously that any of us can hold ourselves up as the model for integrity (let he who is without sin cast the first stone).
With the above two points in mind, I provided the organization the following outline for a training program:
Integrity: The gateway to a positive workplace culture.
Integrity: The gateway to powerful relationships.
Integrity: The gateway to constructive collaboration.
Integrity: The gateway to personal happiness.
As part of the work that I do with different organizations, I regularly critique the response to an EEOC complaint. Many of you have been there and know of what I speak. A question that is always asked on the initial EEOC complaint is whether the organization wishes to mediate the problem. I have a standard response. If the complainant has been honest in his or her statement of the complaint, then there is room for mediation. If the complainant has been substantially dishonest in his or her statement, the only thing to mediate is honesty. Mediation doesn’t handle the topic of honesty very effectively.
What I overwhelmingly have found is that complainants often take the position that he or she was a model employee and that the employer, for reasons of age, gender or race, has chosen to mistreat this model employee.
My recommendation not to mediate a case that has a high level of dishonesty in it is predicated on my experience as both an arbitrator and a mediator. As a mediator, I cannot and do not choose to address the subject of integrity. The mediator is not him or herself a part of the substantive discussions. Therefore, it would be difficult for the mediator to bring up the issue of honesty. As an arbitrator, I routinely make a judgment about the integrity of individuals who have testified. The judgment, at times, is extremely harsh. To put it bluntly, the award simply states, “you lied, you lose.”
Returning to the EEOC complaint, an EEOC hearing officer does have the same ability to make an evaluation as to who is “correct” as to their position on the point of dispute. This ruling does involve making a judgment about the integrity of the person’s position. If the complainant has been dishonest, the hearing officer can so rule. If the organization has been dishonest, the hearing officer can also so rule.
I would like to close on a positive note. I am very much looking forward to the opportunity to conduct a one-day training program on the topic of Integrity. It will be a unique, new challenge and I believe it will be a great addition to the body of work that I have been developing related to building a positive culture in an organization.
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