It’s prudent to begin with defining
“Integrity”, as it is often a misunderstood and
misinterpreted word…
Integrity is the bundled ‘package’ of Values (or
principles) that dictate conduct and reflect beliefs through
behaviors. There exists in each of us a package comprising our
“Personal Integrity”; and where an organization
practices values, there exists a package defining its
“Corporate Integrity.” In either event, whether
from a personal or corporate perspective, Integrity always
exists at some level, as it is the very thing for which you
become known.
§ Personal Integrity is
two-dimensional:
1. ‘Core Values’ (the
“intangible DNA” unique to you – your core
beliefs); Core Values represent the basis of how you approach
life and exemplify the very fiber of your being. In other
words, core beliefs dictate who you are and what you’re
about.
2. ‘Personal Values’ (the
“tangible DNA” you display – your personal
behavior); Personal Values represent the principles you live by
that are complimentary to your Core Values. In short, your
Personal Values are demonstrated in your day-to-day behaviors
and actions.
§ Corporate Integrity is
one-dimensional (the foundation of Corporate Culture /
“Branding”):
1. Corporate Integrity is simply the
standard of behaviors most prevalent in the
organization’s people. An organization achieves and
displays its Corporate Integrity at some level (whether desired
or not), as it is, in fact, the result of the collective
behaviors of the individuals comprising its roster.
Organizations that outwardly and knowingly establish Values,
and define the accompanying behavioral expectations, are simply
making an individual “call for action” to
demonstrate Personal Integrity that is in-line with the
organization’s desired Value culture.
An organization desirous of achieving a Corporate Culture
“by Design” must first investigate and understand
the primary requisite component: Achieving a roster comprised
of individuals whose Personal Integrity is in-line with the
organization’s philosophical approach to conduct
(Corporate Integrity). There will always exist a level of
quasi-corporate integrity, whether an organization desires it
or not, as what an organization becomes known for is the
overriding culture formulated through its collective
individuals.
There is a common misconception that, if one has Integrity, it
is always representative of good and righteous beliefs, actions
and behaviors, as opposed to bad or evil beliefs, actions and
behaviors. The point of clarification is this: an individual
who has Integrity is one who steadfastly adheres to their
unique ‘package’ of Core Values and Personal
Values. Hitler demonstrated the utmost in Integrity, albeit
misguided, as he consistently practiced and clearly displayed
an unwavering commitment to ‘his’ Personal
Integrity.
Rhonda Robinson, Principal & Corporate Strategist
Robinson Enterprises, LLC
www.RobinsonROI.com
Values & Integrity
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