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Building workplace integrity means creating a workplace of high professional standards underpinning the values of the organisation.

Your professional Integrity course is structured around five key areas considered fundamental to building ethics and integrity

  • Ethical leadership
  • Active management and supervision
  • The right people
  • Effective processes
  • Confident professional reporting

Embedding Professional Integrity. The ethical tone of your workplace starts with managers taking responsibility for building a professional and respectful workplace. Managers need to communicate clear messages about conduct, expectations and integrity. Simultaneously managers need to be integrity role models and demonstrate the ethical behaviours expected by staff, managers and customers. The role of managers is certainly to underpin a commitment to integrity and ethics. Demonstrating commitment to the values and goals of the organisation is consistent with professional leadership.

“The role of managers is certainly to underpin a commitment to integrity and ethics”


MODULE 1 : LEARNING OUTCOMES

The transformation of an ethical organisation
  • Discover why business etiquette is important
  • Ensure your ethical behaviour is transparent

Group exercise, individual reflection, buddy talk. Trio role-play.

Ethical tools
  • Revising your Code of conduct
  • Setting values
  • Walking the talk

Facilitated discussion, table discussion, group task, individual reflection.

The weakest link
  • Rotating your value proposition
  • Sustainability
  • What happens to a string chain with weak links?

Facilitated discussion, table discussion, group task, individual reflection.

Trust Building
  • Trust Building – Why bother?
  • The link between trust and congruence
  • Brands we trust and brands we mistrust – Why?
  • What’s confidential & what’s not

Facilitated discussion, table discussion, group task, individual reflection.


MODULE 2 : LEARNING OUTCOMES

Managing people who are pulling in a different direction
  • Aggression – a tool people use to not concur
  • Profiling aggressive people
  • Understanding the signs of aggression
  • The right people (what does that mean)
  • Ethical leadership
  • The role of reframe

Practical group exercise flowed by discussion.

Setting boundaries
  • A formula for setting boundaries with people who overstep them
  • Eliminating words that cause negative and volatile confrontations
  • Being clear about what behaviour you prefer
  • Risk awareness
  • Communicate with people as if they are well intentioned
  • How to deliver unexpected or difficult news and managing reactions/expectations

A practical exercise with explanation and discussion.


MODULE 3 : LEARNING OUTCOMES

Breaking Down Communication Silos
  • Silo thinking styles
  • Replacing silos with transparency
  • Sharing information
  • Working collaboratively

Role plays, interactive discussions, group discussions and individual exercises.

Personality conflict
  • Understanding that people perceive information differently
  • Identifying different personality types
  • Understanding different personalities and how to effectively work together

Role plays, interactive discussions, group discussions and individual exercises.

Reporting and action plans
  • Reporting protocols review
  • Improve service delivery and customer satisfaction
  • Expecting better outcomes
  • Action planning

Group exercise with observation and discussion.


MODULE 4 : LEARNING OUTCOMES

Psychology of ethical Conflict
  • Defining and understanding the conflict process
  • Identifying and labelling the different types of conflict
  • Untangling roles and personalities

Role plays, interactive discussions, group discussions and individual exercises

Respect Different Values
  • Develop a value of Leadership as a higher order way of being
  • Demonstrate behaviour that reflects care for the wellbeing of the team
  • Critique how our values influence our behaviours
  • Gain an understanding of others values and the need to respect different value systems
  • Expand team members view of what is appropriate behaviour.

Role plays, interactive discussions, group discussions and individual exercises

Create a Feedback Culture
  • Build and Develop Emotional Maturity
  • Develop the confidence to give and receive feedback which generates a powerful and dynamic team
  • Develop an understanding of the dynamics of feedback
  • Discuss how our blind spots can cause a malfunction in the teams’ performance
  • A strong team develops the courage to provide team members with feedback regarding boundaries and inappropriate team contributions
  • Perceive feedback by viewing it as an opportunity to grow and enhance resilience

Practical strategies are provided to enhance the ability of team members to give feedback graciously.


“Gain an understanding of others values and the need to respect different value systems”