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We’re proud residents of the State of Illinois. We’re dismayed, however, that our great state has been getting some bad press recently because of the actions of our Governor, Rod Blagojevich. While he hasn’t been convicted yet of any wrongdoing, it appears that he’s in deep trouble.

A state of dissatisfaction

It’s rumored that he felt he had reached a stalemate in his career. He wanted to make more money. He even had aspirations of running for President. But even before this scandal broke, his approval rating was incredibly low (the last number we heard was 4%). If you look at the state of our State, you can understand why.

He looked at every opportunity for a stepping stone, which culminated in what appears to be illegal activity. That got us thinking – we all need stepping stones to help us get to the next level of success.

Overstepping the bounds

But there’s a fine line between a stepping stone and what we’ll call an overstepping stone.

We abuse our stepping stones when we overstep our bounds. It appears our Governor did this on at least three levels:

Legal / ethical: He used his position as leverage to try to garner favors and commitments of which he was the sole beneficiary. At a time when the public lacks trust in their leaders, he has become the poster boy for self-serving activity. He didn’t live up to his fiduciary responsibility to the people he serves.

Next, not now: He was so focused on what would be next that he failed to do as much as he could have with the now – his current job. He came into a tough situation, without a doubt, but he hasn’t improved it any. If he had focused on doing his current job better, he might have the next one already.

Seeing people only as links: He wanted to make more money. He wanted to have more power. He used people to further his ambitions. It appears there was no value placed on people as humans. They were just stepping stones on his personal path to grandeur.

What can we take away from our dear Governor’s actions? The best way to advance in your career is to do your best in the position you’re in. Serve the people you’re supposed to serve, not yourself. Don’t overstep your bounds by using people or your position as your stepping stone to the next place. Then your bigg opportunity will come! 

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Thanks for checking out our post today. Join us next time when we ask if your e-mail is diluting your message. Until then, here’s to your bigg success!

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He says that he went against the advice of his venture capitalists. They feared losing employees, customers, and other investors if the bad news got out. Clinton found that being completely forthright strengthened his relationships with his employees.

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One of my radio managers did that when our company wasn’t doing so well. I appreciated the honesty and how it put all of us on the same page.

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Honesty is high on most of our lists of core values. However, do we really think that we should always be honest?

For example, picture yourself standing with your best friend adoring her newborn baby boy. You think he’s the least attractive baby you’ve ever seen. She’s going on and on about him, when she asks you the dreaded question …

Isn’t he the best looking baby you’ve ever seen?

Would you tell her what you really think? Or would you pick your words carefully to avoid hurting her feelings?

Of course, this is a different situation than the first one presented – being honest with your employees, even when things are not going well.

But it illustrates that there can be a second value at stake – the desire to not cause undue harm.

Is there a reason to tell your friend what you really think? What good will come from it?

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I’ve come to believe strongly in open-book management. As a general rule, I think the more you share with your employees, the better. Having said that, I have found you also have to know your employees. Open-book requires a higher level of maturity from your employees. If that’s not present, sharing more just creates undue emotional distress.

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The reason an ethical dilemma is a dilemma is because two or more core values at odds with each other. These situations flow up to the leader. You have to find a good solution.

It’s a personal decision. There likely will be disagreement on the best way to handle it. That’s why it’s so important to have a framework in place for these kinds of decisions.
This framework will help you:

• be more efficient in making decisions like this

• make decisions that are consistent instead of all over the board

• build goodwill with all affected parties

• respect the face you see in the mirror at the end of the day

We have a great resource that helps you set up the framework so when an ethical dilemma comes your way you’re prepared. It outlines the three steps to solving an ethical situation:

• Know your core values

• Select an ethical model that helps you apply those core values

• Use a problem-solving process to work through the situation at hand

So we’ve presented an ethical dilemma today … should you share all news with your employees, even the bad stuff? What do you think?

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