By Larry Johnson, Bob Phillips
WorldCom. Enron. Tyco. stunning accusations of dishonesty and silent complicity have ruled headlines lately, and value the yankee economic climate trillions of greenbacks. in actual fact, dishonesty doesn't pay.
Drawing from those tales, in addition to from extra optimistic ones, Absolute Honesty exhibits find out how to identify and continue a tradition the place sincere communique is the norm, and staff can converse overtly with out worry of retribution. The publication illustrates the impression that truthfulness and responsibility may have on agencies, attacking this kind of passivity that enables little lies to develop into tremendous failures.
Structured round the Six legislation of Absolute Honesty, this insightful publication is going past easily extolling the virtues of ethics to supply a template managers can use to take care of an atmosphere of fit debate. It additionally incorporates a toolbox of concepts somebody can follow to enhance his or her skill to confront and get to the bottom of tricky matters.
Companies can gain large advantages from cultivating an environment of belief. Absolute Honesty is a crucial, well timed e-book that gives readers with the instruments and methods to set up a tradition within which conversation flourishes and effects communicate for themselves.
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Extra resources for Absolute Honesty: Building a Corporate Culture That Values Straight Talk and Rewards Integrity
Abrashoff spent his first days wandering among the crew asking them to tell him what they thought was wrong and to offer suggestions for fixing problems. After listening carefully, he assigned teams to develop and implement those suggestions for improvement. According to Commander Abrashoff, he tackled the problem in this way because he really had no idea what to do, and he figured the only logical approach was to ask the crew for advice since they were closest to the problems. The simple act of listening not only gave him the answers he needed but also, he later realized, inadvertently stimulated the spectacular turnaround in morale and performance.
Even with her naturally forthright manner, she said that she had worked for other managers to whom she would never have spoken up about anything. In other words, if Tom had been a less open manager and prone to punishing employees for their honesty, Lisa would have kept her mouth shut. ) After hearing Lisa’s explanation, we complimented Tom for his willingness to admit he was wrong. We asked him if his response to Lisa was part of an intentional effort to maintain the open atmosphere he aspired to.
Then, by promoting the virtues of honesty, creating a safe environment in which to express it, and practicing it yourself, you help to raise P2 (the pain of desire to do it). Finally, by providing infrastructure, training, and institutionalization for the practice of absolute honesty, you lower P3 (the pain of getting there). THE TRANSFORMATION PROCESS With an understanding of the culture that currently exists in your organization and the challenges you’ll face changing it, you’re ready to begin the transformation.
Absolute Honesty: Building a Corporate Culture That Values Straight Talk and Rewards Integrity by Larry Johnson, Bob Phillips