Three sisters, ages 92, 94 and 96, live in a house together. One night the 96-year-old draws a bath. She puts her foot in and pauses. She yells to the other sisters, "Was I getting in or out of the bath?"
The 94-year-old yells back, "I don't know. I'll come up and see." She starts up the stairs and pauses "Was I going up the stairs or down?"
The 92-year-old is sitting at the kitchen table having tea, listening to her sisters. She shakes her head and says, "I sure hope I never get that forgetful, knock on wood." She then yells, "I'll come up and help both of you as soon as I see who's at the door."
Integrity in Leadership
The spirit of an organization is created from the top.
The proof of the sincerity and seriousness of a management is uncompromising emphasis on integrity of character. This, above all, has to be symbolized in management’s “people” decisions. For it is character through which leadership
is exercised; it is character that sets the example and is imitated. Character is not something one can fool people about. The people with whom a person works, and especially subordinates, know in a few weeks whether he or she has integrity or not. They may forgive a person for a great deal: incompetence, ignorance, insecurity, or bad manners. But they will not forgive a lack of integrity in that person. Nor will they forgive higher management for choosing him.
This is particularly true of the people at the head of an enterprise. For the spirit of an organization is created from the top. If an organization is great in spirit, it is because the spirit of its top people is great. If it decays, it does so because the top rots; as the proverb has it, “Trees die from the top.”
No one should ever be appointed to a senior position unless top management is willing to have his or her character serve as the model for subordinates.
Action point: Evaluate the character of the CEO and top management when considering a job offer. Align yourself with people who have integrity.
The proof of the sincerity and seriousness of a management is uncompromising emphasis on integrity of character. This, above all, has to be symbolized in management’s “people” decisions. For it is character through which leadership
is exercised; it is character that sets the example and is imitated. Character is not something one can fool people about. The people with whom a person works, and especially subordinates, know in a few weeks whether he or she has integrity or not. They may forgive a person for a great deal: incompetence, ignorance, insecurity, or bad manners. But they will not forgive a lack of integrity in that person. Nor will they forgive higher management for choosing him.This is particularly true of the people at the head of an enterprise. For the spirit of an organization is created from the top. If an organization is great in spirit, it is because the spirit of its top people is great. If it decays, it does so because the top rots; as the proverb has it, “Trees die from the top.”
No one should ever be appointed to a senior position unless top management is willing to have his or her character serve as the model for subordinates.
Action point: Evaluate the character of the CEO and top management when considering a job offer. Align yourself with people who have integrity.
How good is your brainstorming?
• Quantity: How many ideas did you generate?
• Flexibility: How different are the ideas that you generated from each other?
• Originality: How unique are the ideas that you generated from those of other people?
Click here to read more: Idea Revolution: Guidelines and Prompts for Brainstorming Alone, in Groups or With Clients (Graphic Design)
• Flexibility: How different are the ideas that you generated from each other?
• Originality: How unique are the ideas that you generated from those of other people?
Click here to read more: Idea Revolution: Guidelines and Prompts for Brainstorming Alone, in Groups or With Clients (Graphic Design)
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