Week 8 Discussion – Ethical Leadership

What are the key characteristics of an ethical leader?

How does ethical leadership impact employee motivation and organizational culture positively?

This week you read Ch. 14 in The Leader of the Future 2. In this chapter the authors discuss the concept of servant leadership.

1. Discuss two examples of how servant leadership can ward off unethical behavior.
2. One example should be from the book and the other should be applicable to your chosen company.

Provide a substantive response to one or more of your classmates.

Replying To:

1. Marquette Harris

Hello Everyone

Ethical leaders exhibit key characteristics such as integrity, transparency, fairness, and empathy. These leaders consistently make decisions that prioritize moral principles and the well- being of their employees and stakeholders. Ethical leadership positively impacts organizational culture and employee motivation by fostering an environment of trust, open communication, and accountability. Employees who perceive their leaders as ethical are more likely to feel valued and respected, which enhances their engagement and productivity. Furthermore, ethical behavior at the top often cascades throughout the organization, encouraging employees to emulate these positive behaviors, thereby reinforcing a culture of integrity.

• The concept of servant leadership, as discussed in Chapter 14 of *The Leader of the Future 2*, provides a robust framework for promoting ethical behavior. One example from the book involves TD Industries, where servant leadership creates a culture that values and respects employees, reducing the likelihood of unethical behavior. Leaders at TD Industries prioritize their
  team members; well-being and development, fostering trust and accountability. This supportive environment makes unethical actions less tempting for individuals, as they feel a strong sense of responsibility towards their colleagues and the organization.

In my chosen company, Sephora, servant leadership similarly mitigates unethical behavior through its commitment to employee development and empowerment. Sephora invests in comprehensive training programs and mentorship opportunities and encourages open dialogue among employees. This approach enhances job satisfaction and loyalty and fosters a sense of community and trust. Employees who feel supported and valued are less likely to engage in unethical conduct. The culture of accountability and responsibility cultivated by servant leaders at Sephora strongly deter unethical behavior, ensuring that employees act in the best interests of their colleagues and customers.

Week 9 Discussion – Managing by Inclusion

This week you will complete the final part of your business consulting plan with your implementation strategy. A precondition for success in implementing organizational change is making sure stakeholder voices matter, which creates an inclusive environment for the successful execution of the plan.

This week you read Chapter 17 Challenges for Leaders in the Years Ahead which explored the concept of managing by inclusion.

Discuss an industry from the reading that has a history of failing to foster inclusion in the decision-making process. Provide specific examples.

How does practicing inclusion (recognizing that stakeholders must be factored into every decision) create a challenge for achieving consensus? How is this a positive outcome?

Share two examples of how you can translate these leadership practices into your implementation strategy for this week’s assignment. Be sure to support your position with evidence.

Provide a substantive response to one or more of your classmates.

Replying To:

Joseph Salazar

Good morning, professor and classmates,

This week’s reading points out a critical time in our country. Specifically, it explains how our strategy has shifted due to our cultural changes; this chapter narrates the challenges faced in the early 2000s and provides a good prediction of what has happened since the book was published. Below, I will be addressing this week’s questions.

1. Discuss an industry from the reading with a history of failing to foster inclusion in decision-making. Provide specific examples.

The book’s reading of this week points out to a lot of different industries but mainly points out to the ones that have failed to embrace diversity and benefit from this in their decision-making and point out that “Virtually all of the organizations that found themselves beset by
Scandals in the past ten years needed to have understood this…From cronyism and incompetence in government agencies to the seeming
Surprise of American auto manufacturers” (Hesselbein, 1, p. 187). I have worked in the technology field for many years; in the last decade, I was a part of a large American technology company and experienced it myself in this industry. My line of business was sold to a foreign company that was equally as large; however, a key difference is that every single one of the executives was of the same sex and race in the new company. For many years, the unchanging leadership of the new company that acquired us challenged my original company’s embrace of diverse groups.

2. How does practicing inclusion (recognizing that stakeholders must be factored into every decision) create a challenge for achieving consensus? How is this a positive outcome?

1. Practicing inclusion might be challenging for two main reasons; the first one is that the people in charge may have already been set on their ways as they managed that way for many years and will find it challenging to share that power and change their ways of doing things. From the other perspective, it could be difficult for the diverse group as this is the first time they are valued and seen as a valid voice. That can be a shock and learning curve to achieve consensus; however, embracing diversity, as awkward or challenging as it may be initially, can have significant benefits to the availability of solutions and ideas as they come now from many different walks of life and experience as opposed to the same way it used to be done. Having a diverse crowd of stakeholders can present new perspectives that have never been considered or even limited due to the constrain of the exposure of the original decision-makers. Any relationship is work, especially building trust in a relationship, and this can be a challenge; however, the rewards are way more important as you have probably experienced it in your own life when you get to a point where you develop that relationship of trust with someone.
2. 3. Share two examples of how you can translate these leadership practices into your implementation strategy for this week’s assignment. Be sure to support your position with evidence.
3. I can share two examples to include these practices in my implementation strategy: open communication, collaborative decision-making with all stakeholders, and diversity inclusion within the staff chosen to carry out the project. These two have become second nature to me as it is a theory that I have embraced for many years. I value the input for all stakeholders as it provides rich material to develop a project further and start building on solid ground. I love to be open with communication and, most importantly, with feedback, allowing all to present their question and concerns to include the best possible solution in any project. I also ensure that all can voice their opinion and feedback and account for them by following a formal log and change management process that allows all voices to be heard. The second example is a bit simpler and might be the first to occur; however, hiring diversity is just the starting point, and including diversity in the organization is the main point to be embraced. Including diversity in the team will also encourage and bring new ideas and perspectives. It will also influence others who identify with the group to feel represented and more openly express their opinions without fear of being ignored or ridiculed. As the book described, “the common thread is the obtuseness and inadequacy of leaders who restrict decision-making to a narrow and insufficient base and insulate themselves from anyone who might ask a challenging question”(Hesselbein, 1, p. 187). These two examples will lead to a better-educated and inclusive implementation plan that will be accomplished.

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