OD Salon discussion: What role does honesty play in organizational life?

Nine organizational development professionals gathered last Friday to discuss the topic of organizational development over lunch at Mory's in downtown New Haven. We had a lively discussion, ranging from personal integrity to white lies, and talked about the concept of organizational honesty and also details, the nitty gritty impact of our actions.

We started off with the following questions to stimulate discussion:

• What role does honesty play in organizational life? 
• What is organizational honesty? 
• What action taken or not taken by your organization or someone in it would cause you to quit your job? 
• What is your “ethics line” and what is it for others in your organization?

Responses from participants:

Organizational honesty: A broadly accepted set of values and expectations which govern (guide) choices made by employees at all levels, and in all functions as they interact with each other and the larger community. The organization as an evolving entity provides the framework within which values and expectations are shaped for the purpose of carrying out its goals and objectives.

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As I continue to ponder the questions you raised about honesty in organizations, I come up with more questions than answers:

1. What is the opposite of honesty? Is it lying, cheating, stealing, all of these or something else?
2. How do we evaluate other people's honesty if we don't have a common definition?
3. Are there generational, cultural,or other factors that change the ethical landscape around honesty?
4. What is the difference between espoused honesty and honesty in practice (i.e. actually tested)?

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Honesty: It is very important in organizations but seldom focused on or used.  It is very risky for employees to be "honest". It is less risky for a consultant to be honest but still risky. "Telling the truth" is very often not done. People don't necessarily lie, they just don't tell all of the truth. Honesty is often opinion-based. Honesty is naming the Elephant in the room--something everyone knows is going on but no one wants to say it!

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I believe that organizational honesty is equated with integrity: consistency in principles and actions builds trust in employees, vendors and customers. That consistency is achieved through a values-based organizational culture. When leaders model the shared values through their interactions, they build trust with employees. When employees throughout the organization act in accordance with the shared organizational values by delivering excellent customer service and quality products or services, they build trust with customers.

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Our next OD Salon will be held on May 6th in New Haven. Contact us to register, or visit our website for more information.