¿Cuáles son los errores más comunes a la hora de promover la integridad en tu equipo?

Prior to starting the job, we have our project meeting. I tell the team the scopes and who will be running what scope, and then allocating one person as the team leader on the rig. I then have an open forum, where ideas are bounced around on how the scope will be executed. Once we have all ideas discussed and everyone is happy, I then generate the work pack with each scope and how the tasks are to be done and with which personnel. That way, clear expectations are given, who is the lead for each task and who is the overall lead for the project at site. It’s better to head to site with clear objectives, a decent plan of execution so the job runs smoothly with minimum downtime for the client.

One significant oversight is the failure to foster an open environment where colleagues feel comfortable sharing ideas, feelings, emotions, and the wisdom gained through life and professional experiences. Encouraging the exchange of experiences related to people, places, and cultures, along with the ability to listen and facilitate open communication, is crucial for creating a workplace characterized by integrity.

1. Lack of clear communication on ethical expectations. 2. Inconsistent enforcement of integrity policies. 3. Failing to lead by example and model ethical behavior. 4. Neglecting to provide proper ethics training and resources. 5. Ignoring employee concerns and not addressing reported misconduct promptly. 6. Overlooking the importance of a transparent and ethical organizational culture. 7. Focusing solely on rules, neglecting ethical decision-making. 8. Not recognizing and celebrating ethical behavior within the team. 9. Allowing conflicts of interest to persist unchecked.

In my experience, promoting integrity in a team is crucial for building trust and fostering a positive work environment. Leaders must have the courage to acknowledge fear, which is a natural human emotion and never resort to micromanaging your team. This overbearing supervision can stifle initiative and creativity. Remember, integrity involves aligning what we think, feel, and do. It requires daily practice, commitment, authenticity, and diligence.

Lack of Clear Communication: If expectations regarding ethical behavior are unclear, team members may inadvertently violate standards without realizing it. Solution: Clearly communicate ethical guidelines, provide examples, and offer opportunities for team members to seek clarification on any uncertainties.

1. Lack of leadership by example: Leaders who don't model integrity can undermine efforts to promote it in the team. 2. Not setting clear expectations: Failing to define and communicate clear standards for ethical behavior can lead to confusion and inconsistency. 3. Ignoring small infractions: Allowing minor breaches of integrity to go unaddressed can create a culture where larger transgressions are more likely. 4. Not fostering open communication: Failing to create a safe and supportive environment for reporting concerns or asking questions can discourage team members from speaking up. 5. Prioritizing results over integrity: Focusing solely on outcomes can inadvertently encourage unethical behavior and compromise integrity.

if you do not set clear expectations from the start you will never know how far you made it or what exactly you were even trying to do from the beginning.

Integrity manifests in different ways in the workplace. There are different traits that point to the measure of a person’s integrity in the workplace. Some of them include: Honesty in communications with colleagues and clients Accountability for actions and decisions Respect for colleagues and clients Fairness in the treatment of all employees

If a colleague / employee is nervous to approach you, you're doing it wrong! Working together regardless of your position encourages integrity across the board.

1- Il faut définir, les objectifs, ainsi que les attentes pour chacun des collaborateurs, 2- Faire le suivi, et donner les feed-back, que se soit positifsou négatifs, 3- Faire preuve d'équité entre les collaborateurs, je ne parle pas de l'égalité, 4- Donner l'exemple, et ne jamais faire, ce qu'on demande aux collaborateurs de ne pas faire.

Leading by example is one of the greatest ways to show your team not only that you are there to support in solving problems, but also to show that you are in tune with the work environment and that you make decisions based on realistic expectations.

Not following up on promises and commitments. Undermining policy, procedures and co-workers. Looking the other way when confronted with an issue that needs to be dealt with. Taking credit for others' work.

The way see it is that with trust, comes respect and this can take time to establish. I do however believe in setting the example and creating trust through actions. The rest will follow.

The work place can be a challenging environment, especially a new one, when you are under pressure to produce/succeed. Do not allow the moment(s) to determine how you act. Instead lead with your values, be consistent with your employees, and be the model/benchmark of the integrity that you are trying to promote within your department. Supervisors, peers, associates are always watching on how the leadership acts or reacts.

Failure to Lead by Example: If leaders do not exemplify integrity in their actions, it sends mixed messages to the team and undermines the credibility of ethical standards. Solution: Leaders should consistently demonstrate ethical behavior, uphold organizational values, and serve as role models for the rest of the team.

Initiate the process by instilling a strong dedication to integrity among leaders. Leaders should understand and embrace the idea that integrity forms the foundation of success. This commitment needs to be conveyed in a straightforward and consistent manner to the entire organization.

As Desmond McGuire stated, lead by example. It is also important to know all the facts before relaying any information. i have seen instances where not having all the correct or complete information has been seen as omitting fact. Your team is very vigilant and always looking for your example.

Un lider debe ser transparente ademas de integro sino el equipo que lideras perdera la confianza. Es algo que cuesta mucho conseguir y la podemos perder en un segundo.

Always hold yourself to a higher standard during any situation. When situations occur don't point fingers, inquire and try to understand why your worker went about it in that way. If you are the reason for the mistake own it & apologies. Yes it's your job to make sure everything gets done but it's also your job to understand people & their strengths.

Fear of Reprisal: If team members fear retaliation for reporting unethical behavior, they may choose to remain silent, undermining the reporting system. Solution: Establish a confidential and secure reporting system, assure protection against reprisals, and create a culture that values and protects whistleblowers.

We have to create safe and supporting working invoirmnent, encouraging positively approach to project requirements. Need to fear and firm with professional staff. Avoiding negative people and controlling violation and focusing progress.

In my experience be a leader not to be a boss a leader that possesses good work ethics that will inspire your employees to follow the chain of command don’t micro manage and act as communists listen and learn from suggestions and don’t over looked employees achievements

Es fundamental crear un ambiente de compañerismo casi familiar. Un lider, mas de una vez, tendra que hacer de psicologo. Muchas veces debera escuchar y aconsejar algun miembro de su equipo en cuestiones particulares.

Not creating a safe and supportive environment can be a significant mistake when promoting integrity in a team. An atmosphere where members don't feel secure expressing concerns or making mistakes can inhibit honesty and transparency, crucial aspects of an integrity-driven culture. Fostering trust and collaboration contributes to strengthening integrity within the team.

A supervisor needs to create an open, respectful, and truthful work environment. Workers need to know that they can bring any issues they are having to the supervisor's attention. Once this is demonstrated, the worker will trust the boss more. If, on the other hand, the supervisor is looking to "burn" the worker for any and all infractions and share what happened with others who are not part of the work effort, then they will feel they cannot trust the boss and won't be willing to share with him or her and feel comfortable about doing so. Sometimes, even the small things that workers think are big can be fixed simply by the boss being willing to listen and providing ideas about improving when asked to do so.

One consistent feature of U.S. military service is the training regarding many issues with the service. For example, Sexual Harassment, Assault, Response, and Prevention (SHARP) is mandated to occur pretty regularly. This does allow soldiers to consistently be reminded of their rights, responsibilities, and leadership in this realm. One thing of which to be mindful; overtraining can cause people to neglect and ignore issues. Repetition can cause apathy towards important problems. Training is important, but it mustn't be over-repeated nor should it wait to the end of the day.

1. Lack of leadership by example: Leaders who don't model integrity can undermine efforts to promote it in the team. 2. Not setting clear expectations: Failing to define and communicate clear standards for ethical behavior can lead to confusion and inconsistency. 3. Ignoring small infractions: Allowing minor breaches of integrity to go unaddressed can create a culture where larger transgressions are more likely. 4. Not fostering open communication: Failing to create a safe and supportive environment for reporting concerns or asking questions can discourage team members from speaking up. 5. Prioritizing results over integrity: Focusing solely on outcomes can inadvertently encourage unethical behavior and compromise integrity.

1. Lack of leadership by example: Leaders who don't model integrity can undermine efforts to promote it in the team. 2. Not setting clear expectations: Failing to define and communicate clear standards for ethical behavior can lead to confusion and inconsistency. 3. Ignoring small infractions: Allowing minor breaches of integrity to go unaddressed can create a culture where larger transgressions are more likely. 4. Not fostering open communication: Failing to create a safe and supportive environment for reporting concerns or asking questions can discourage team members from speaking up. 5. Prioritizing results over integrity: Focusing solely on outcomes can inadvertently encourage unethical behavior and compromise integrity.

Yeah agreed, some of the bosses don't want to appreciate teammates why !! Secondly culture mainly depends on persons or systems!! Can anyone explain

Using blame culture to rationale mistakes. It's so easy to level deficiency or underachieving on the previous guy. Failure to act or analyze on why things went wrong in the first place leads to repeated failure.

Inconsistent Enforcement: If ethical standards are not consistently enforced, team members may perceive favoritism or lack of commitment to integrity. Solution: Ensure that policies are consistently applied to all team members, regardless of their position or relationship with management.

We all know that integrity is summed up with "...doing the right thing when no one is looking." It's easy to say and promote integrity as a core value but what truly happens when no one is looking? Neglecting the opportunity to identify entities that are lacking integrity will jeopardize the organization's entire ability to maintain their credibility.

It is important to let every member of the team understand that INTEGRITY is your watchword and why it will help the organization achieve its set goals. This standard must be maintained by all, irrespective of rank or position in the team.

6. None of above.. - You were a part of team before you became a team leader and you don't do such a basic things like mistakes mentioned above..

I believe that integrity has to have true value. Can't have one without the other. If we has people have to hide knowledge and wisdom from one another for the purpose of personal gain than where can one say they have integrity.

The rules and standards need to be the same and apply to everyone. The same goes for corrective action taken to bring a deficiency to a satisfied state. There must not be any secrets held back between the supervisor and the worker involved in the work. The worker must always know how well they are doing and that happens through continuous feedback and correction. The worker must be informed of policies and standards and know that the supervisor expects their best daily effort. Open lines of communication can allow the working relationship to be positive. The boss must take an interest in his workers' lives both at work and home when the worker is willing to share the information.