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Walking the Walk When It Comes To Integrity

Hey everybody, Ken Cameron from Corporate Culture SHIFT.


We're here today about halfway through our ATB BoostR campaign.

Thanks for joining us.


Every week, we have been doing a different blog post on one of the different suites of cards within The SHIFT Card Deck.


There's 81 cards in total, each one representing a different value.


We've organized them into nine different categories. Today, we're going to talk about integrity.


Now, last week I had my lead researcher, Alexandra Hatcher, on the program with us.


I've invited her back this week to talk about...



Integrity within your Organization


Welcome, Alexandra.


Alexandra: Thanks, Ken.


Ken: And so, let's talk about integrity, because we've got some great stories around it. Why don't you give us a little tour of the Integrity suite?


Alexandra: Sure!


With integrity, like so many of the other cards within the deck, it really is woven throughout an organization...


Not only in how the organization works,

but how individuals within the organization work,


The behaviors and attitudes that they have as they're interacting with each other, and with those that come into the organization as clients, or patrons, visitors.



The 8 Key Components that Shape an Organizations integrity


The eight cards that we have in the SHIFT Deck are...


Dignity


Dignity is about treating each other with compassion and as human beings, that everybody is valued as a human being.


Equity, Diversity and Inclusion


Understanding that there are commonalities amongst all of us as human beings, but there are differences. And acknowledging that, and respecting that.


Ethics


Working ethically and from a place of understanding right and wrong, that moral compass as an individual.


Courage



Being able to stand for what you believe in.


Part of this whole deck is getting a true understanding of who you are and what you believe in at the very core of who you are.

But with courage, actually standing up and going, "I own that, and that's about me," and creating a culture that is open to that as well.


Tenacity


Or determination, sometimes those actions are not easy to take.


But tenacity allows you to be able to do that with courage, but with conviction, and that determination to do the right thing.


Mindfulness


Is about being present and understanding where we are in that one moment in time.


Being present, being aware, and seeing connections amongst all of the things that we are, we're working on, or those that we're working with.


It's really understanding that sort of ecosystem in which we exist as an organization, but as individuals as well.


Humility


Understanding that there is an awareness of who we are in relation to another person, and that ego is removed from some of those conversations.


And then...


Loyalty

This is really about the connections between, through trust and awareness, understanding what you can do for somebody else, and that there is an ongoing relationship there.


Loyalty is basically a manifestation of that ongoing relationship, that you will be there for that person, or you'll be there for your organization. You'll stand up for it.


Ken:


So, these eight values taken together are necessary to bring integrity to the organization?



Alexandra: Absolutely, yeah.


And it's not that they can't stand alone as well, but they as a group, really, that is the definition of integrity are these eight cards.


Ken: And there's a well-known story about a well-known company that claimed to have integrity, but then didn't actually walk the walk.


Alexandra: Yes...

We're probably all familiar with Enron.


In their Manhattan office, literally in a granite wall, was carved their four values,

  • integrity

  • respect

  • communication, and

  • excellence.


Just because you have them literally chiseled in stone does not mean that that's who you are as an organization.


It's really about living the values,


practicing them, seeing them in the behaviors and attitudes of those that work in the organization that interact with the organization.


Because just because like Enron, just because you have integrity on the wall, doesn't mean that you're going to act with integrity.


Ken: One of the things I like about the SHIFT Card Deck is that the way it's laid out. It allows you as a leader to address these individuals suites or suits in a bit of an exercise.


If you were an organization that knew that integrity was core to your work, and you really wanted to galvanize all of your employees around integrity, then you could take each of these eight cards and look at each of them in an individual team meeting.


Say you were meeting with your team like once a week and you felt that you needed to really stress integrity to your team.


You could spend the first meeting, the first week talking about...

  • loyalty, the next week talking about...

  • mindfulness

  • humility

  • tenacity

  • dignity,

...so on and so forth.


Then, look to how you can put those values into practice each week so that the end of the eight weeks, you would've done an eight week program to really reinforce integrity as organizational value.


That's only one of the ways in which the SHIFT Card Deck is really useful.



Alexandra: Well, having those conversations also provides the opportunity for everyone around the table to say what that means to them, because you may not know what a coworker thinks when they think ethics or mindfulness.


So, having that conversation provides increased awareness to build loyalty, to build understanding, to build compassion amongst your coworkers as well, and use that to be able to build more of it.


Where are the strengths? Where are the things that we want to do more of? Those conversations really allow for that to come to the forefront.


Ken: I find sharing those stories about how these values are lived every day really helps reinforce that with everybody on the team. Because then, you've got things that you can point to as behaviors you want to replicate.


Alexandra: Absolutely. Also, when you're having those conversations, ask for examples of where you have seen that actually demonstrate it, whether it be in the organization or in your own life, to make it really practical.


Because some of the ideas can be a little abstract if they're not part of your core values. Hearing those examples of how someone demonstrated that will make it real for you.


Ken: Thanks, Alexandra.


Thank you for joining us as we talk about the integrity suite of cards within the SHIFT Card Deck.


If you like what you're hearing and you want to find out more, make sure that you keep listening to our vlogs.


If you are really interested in the SHIFT Card Deck, click on the link on this page, and go to our ATB BoostR Campaign, find out more. If you really like it, get a card deck and start putting it into practice.


Thanks very much, and we'll see you in our next vlog.