Evaluate Your Company’s Integrity

While most people believe they have integrity, their actions may indicate that their code of ethics is not strong or consistent, or they lack courage to speak truth during conflict or in difficult situations. The same is true of organizational cultures. How peers and executives respond to hidden leaders' visible integrity illustrates the company's level of integrity. Use the statements below to assess how well your company supports hidden leaders and their integrity.

 (1=Never, 5=Always)
C-level executives stress the importance of integrity as part of their regular communications. 1 2 3 4 5
Your company's stated values reflect strong ethical concepts. 1 2 3 4 5
Actions by executives, managers, and supervisors consistently reflect the stated values of the organization. 1 2 3 4 5
When employees or peers point out ethical dilemmas, others listen and use the comments as the basis for discussion. 1 2 3 4 5
When employees question processes or actions based on their inconsistency with the company's values, employees are rewarded or commended by someone in management. 1 2 3 4 5
In ambiguous situations, the company's leaders refer to the stated values as a means of determining action. 1 2 3 4 5
People in general commend, reward, or mention employees who get excellent work done. 1 2 3 4 5
Managers and supervisors credit the people they manage for successful results. 1 2 3 4 5
Most people speak openly about issues and concerns. 1 2 3 4 5
People talk to each other about conflicts instead of going behind the scenes to get others to deal with the issue. 1 2 3 4 5
People who challenge the status quo remain with the organization for long periods of time. 1 2 3 4 5