Month: April 2025

Leader Integrity

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Meet Dr. Carleta Alston

LEADER IN TEGRITY MATTERS

The primary reason that leadership integrity matters is because followers depend on it, and they perceive good leadership by good character. For many leaders, doing what is right and best is a natural response. They inherently believe that good comes out of doing what is right.

However, integrity is not a characteristic that all leaders possess. In fact, some leaders are gravely challenged when it comes to making decisions with honest intentions. Yes, they may quickly justify their actions and claim it is for the greater good, but in reality, it may mask deception and manipulation.

Why does having integrity matter?

By definition, integrity means having honesty and moral principles. If someone were to dissect the word integrity, it would display the word “in” meaning internal to the individual and the word “grit” meaning having the fortitude to stand up for what the leader believes.

Internal grit is powerful, and if a leader does not have it, he risks losing on multiple levels. Not only will it jeopardize trust relationships, it will diminish the integrity or wholeness of organization. It can also create a hostile work environment. Is it worth it? Perhaps not, which is why it is so important to highlight the benefits of leading with integrity.

BENEFITS

Leadership integrity has several benefits, including:

Here are a few important things to remember during a difficult conversation:

  1. Building trust with team members and stakeholders
  2. Creating a positive work culture based on honesty and accountability
  3. Encouraging ethical behavior and decision-making
  4. Inspiring loyalty and commitment from employees
  5. Enhancing the reputation and credibility of the organization
  6. Improving overall performance and productivity.

A leader lacking integrity can become better as long as the desire to change is greater than pull to remain the same. Start by being integral with oneself.

Leaders vs Unions

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Meet Dr. Carleta Alston

LEADERS VS. UNIONS HOW TO SET UP A WIN-WIN RELATIONSHIP

It is amazing how one organization can have dual philosophies. It’s true. When an organization is unionized, there are challenges that leadership will have to reckon with on a daily basis. These challenges are internal struggles that can thwart production and lead to employee dissatisfaction.

No organization goes into business to make strife its primary objective, yet unionized organizations experience it regularly.

So, how do unionized organizations manage this situation in order to continue its growth and development? Easy ! Strong leaders learn to navigate the union waters to stay afloat and on a steady course

It is possible to set up a win-win relationship with unionized employees, and the most significant tools and strategies start with communication.

WHAT DO UNION MEMBERS WANT?

Union members are typically dedicated to their jobs. They are the front-line workers who see more, hear more, and do more to serve the public than their leadership. What does this mean? It means that they have valuable information, and very often it is untapped by leadership

Communication is critical to the success of any organization but more importantly to one that has a union. In order for leaders of an organization to truly understand its union members, they must build mechanisms and systems of open communication channels. Something as simple as a monthly governance meeting that promotes employee leadership to coordinate and guide meetings could be a game changer.

By listening to staff recommendations, leaders can capitalize on information that they would never have gotten on their own.

This type of communication builds synergy between unionized staff and leadership. Organizations that put supportive efforts behind building communication infrastructure are more likely to experience a win-win relationship between unions and leadership.