¿Cómo gestionaría un escenario en el que las acciones de un alto ejecutivo entran en conflicto con los valores de la empresa?

Gather the Facts: Before taking any action, I would need a clear understanding of the situation. What exactly happened? Is there a potential explanation or mitigating factor?

Managing a scenario where a senior executive's actions conflict with the company's values requires tact and integrity. Begin by documenting the actions and how they conflict with company values. Approach the executive privately and discuss your concerns, providing specific examples. Emphasise the importance of alignment with the company's values for maintaining trust and integrity. If the issue persists, escalate it to higher management or the board, adhering to the company's policies and procedures. Ensure confidentiality and support for any affected employees. Prioritise the company's values and long-term reputation in all actions.

Having robust support systems in place can facilitate the resolution of such conflicts. Establish a framework that includes HR, legal, and ethical advisory teams to provide guidance and support. In a previous role, our HR team played a critical role in mediating between the executive and the company's leadership to find a resolution. Ensure that there are clear protocols for employees to report such issues confidentially and without fear of retaliation. These systems can help manage the conflict effectively and provide the necessary resources to all parties involved.

Transparency is key in maintaining trust and integrity within the organization. Communicate openly with relevant stakeholders about the actions being taken to address the conflict. For instance, in my experience, we held a town hall meeting to address concerns and outline the steps being taken to realign with company values. While maintaining confidentiality where necessary, ensure that employees are aware that the issue is being addressed seriously and appropriately. This approach helps to uphold the company's commitment to its values and maintains employee morale.

Developing long-term solutions is vital to prevent similar conflicts in the future. Implement training programs that reinforce the company’s values and ethical standards for all employees, including senior executives. In my experience, after resolving a value conflict, we introduced regular workshops on ethical leadership and decision-making. Establishing a continuous dialogue around the company’s values and embedding them into performance evaluations and leadership development programs can help reinforce these principles over time.

Reinforcing the company culture consistently helps in aligning everyone with the company's values. Celebrate and reward behaviors that exemplify these values, creating role models within the organization. Personally, I found that recognizing leaders who demonstrate ethical decision-making can set a positive example for others. Regularly revisit and communicate the company's mission, vision, and values through various channels such as newsletters, meetings, and internal communications. This ongoing reinforcement ensures that the company culture remains strong and aligned with its core values.

1- speak to your trustworthy colleagues to get a more fresh perspective on the situation. 2- check history or build a case history for the situation. Has it happened before and how often? 3- involve HR if required - depending on if it’s someone in a more senior role or junior or a peer. 4- focus on facts and data. It’s easy to get carried away with emotions or ideologies of what ought to be, but focusing on facts and data helps stay grounded.

Work with the executive to develop a remediation plan that addresses the issue. This may include professional development, or behavior modification strategies. Follow-Up: clear timelines and follow-up procedures to ensure the remediation plan is being implemented effectively.

I must confess that I am struggling with this topic, why? Often companies are declaring some buzz-words as there new company core values and nobody knows them! 1.) If you want to implement core values - do it right and integrate them, otherwise they are not worth the effort (or you want to do a bid green washing /ESG); 2.) If you have integrated them, for sure rätsle care that especially they leadership team is follow these principles; 3.) If you be honest to yourself and realize that you have not properly integrated them, do not blame colleagues that they are not following them (even not the leadership team). It is not about what you think your core values are, it is about what and how you do you business top down!

In addition to the steps outlined above, consider involving external advisors or consultants to provide an unbiased perspective on resolving the conflict. Regularly review and update the company's code of conduct and ethics policies to reflect current standards and expectations. Encourage a culture of open communication where employees at all levels feel empowered to speak up about potential value conflicts. Finally, ensure that the company's leadership is consistently modeling the values and behaviors expected from all employees, as this sets the tone for the entire organization.

First, gather the facts. What exactly happened? Then, have a private chat with the executive. See their side of the story and explain our values clearly. Hopefully, open communication sorts it. But, if it's a big issue, we might need to involve higher management to ensure everything aligns with our long-term goals and ethical standards. Remember, our company's values and reputation are on the line, so let's handle this with integrity and find a solution through honest conversation.