As a supervisor, you may face ethical dilemmas that challenge your values, principles, and integrity. How do you handle these situations and foster a culture of accountability and trust among your staff? In this article, we will explore some common ethical dilemma examples for supervisors and some tips on how to resolve them.
An ethical dilemma is a situation where you have to choose between two or more conflicting options that involve moral or ethical principles. For example, you may have to decide whether to report a colleague's misconduct, protect a client's confidentiality, or follow a questionable policy. Ethical dilemmas can cause stress, anxiety, and uncertainty, and may affect your reputation, relationships, and performance.
The best way you foster a culture of integrity and accountability among your staff is to exhibit or be an example of that kind of behavior which you wish to cultivate and maintain. Don’t simply talk about it, be about it! We’ve heard the quote from Mahatma Gandhi a billion and one times, “be the change that you wish to see in the world”. So many “leaders” today live by the mantra “do as I say, not as I do”. As a President, Senator, CEO, HR Director, Mayor, Chief of Police, school teacher, Pastor or parent - that isn’t a sustainable way forward. Just as painters paint and singers sing, a leader must lead. It is imperative to avoid not only any impropriety in your behavior but even more so any hint of impropriety.
These dilemmas are the exact reason you are in the position. Choosing options are fine but you have to solve the problem. It can cause personal stress and other issues; however, you can't let that fact determine your decisions.
Cultivate a Supportive Culture. "Culture eats strategy for breakfast." - Peter Drucker. Foster an environment that supports risk-taking and learning from mistakes. Empower the Team. "The growth and development of people is the highest calling of leadership." - Harvey S. Firestone. Give your team autonomy and watch them take ownership of their actions.
Identifying and recognizing the potential impact of ethical dilemmas is the first step to resolving them. To determine if a situation is an ethical dilemma, ask yourself questions such as: does it involve a conflict of values, principles, or standards? Does it affect the rights, interests, or well-being of others? Does it have legal, professional, or organizational implications? Does it make you feel uncomfortable, uneasy, or conflicted? Answering these questions can help you decide if a situation is an ethical dilemma or not.
I’ve been in the industry of corporate (physical) security for more than 25 years. I’ve seen where a lack of a solid Ethics & Compliance Program have been the key factors in causing a company to go belly up. There must be a risk assessment process with mitigation plans based on highest risks with business unit ownership. Even better, an ongoing senior executive-sponsored Risk Assessment Program that encompasses appropriate resources where senior management drives a rigorous audit process of risk mitigation planning. One that encompasses all business units, geographic areas and staff groups, actively running a risk assessment process as a part of their daily, quarterly and yearly planning cycles.
Training newly promoted supervisors and managers can help. Most companies promote the best “doer”, without real regard for whether that person is the right fit as a leader. Then, it’s just assumed that the manager will suddenly know all of the applicable rules, regulations, laws, and management techniques. Many situations posing an ethical dilemma are easy to spot. Many are not. If leaders don’t know what right looks like like (especially legally), they won’t spot the etgical issue in time to resolve them. It’s all leaders’ responsibility, not just HR.
Navigating ethical dilemmas can be a daunting task, so it is essential to seek out assistance from reliable sources. Your organization's code of ethics, policies, and procedures, as well as your professional association's standards and guidelines, can provide a framework for your decision-making. Additionally, seeking advice from mentors, coaches, peer supervisors, legal or ethical advisors, and trusted colleagues or friends can help you gain clarity, perspective, and confidence in your choices.
In my experience, one of the things I noticed is not every manager applies policies, procedures and guidelines fairly and evenly. Treating everyone the same is the key to the task. Everyone says they do it but in reality, it doesn't happen as often as you think. Which is why it is such a struggle for some people.
Once you have identified and understood the ethical dilemma, it is important to evaluate your options and consider the advantages and disadvantages of each. To assist with this step, you can use tools and frameworks such as the utilitarian approach, which concentrates on the results and outcomes of each option and seeks to select the one that produces the most benefit and least harm for the most people. Alternatively, the deontological approach focuses on the duties and obligations of each option and attempts to choose the one that is in line with the moral and ethical principles that you value. Lastly, the virtue approach concentrates on the character and integrity of each option and strives to choose the one that reflects the qualities and values that you aspire to embody as a supervisor.
After you have evaluated your options and made your decision, you need to communicate it clearly and respectfully to the relevant parties, such as your staff, colleagues, clients, or superiors. You should explain the rationale and reasoning behind your decision and how it aligns with your ethical and professional standards. You should also acknowledge the potential challenges and risks of your decision and how you plan to address them.
Transparency builds trust. If a person doesn’t trust you --- they are not going to talk to you. Safety among employees is a must, which also builds trust. You must have: ● Excellent intra-company-wide communication ● a strong ethical culture ● policies and procedures in place on day one serving as a guide for your team members ● buy-in from the Board & senior leadership ● proper delegation of authority, hiring & promoting ● an effective training and continuing employee education program in place ● a rigorous auditing program (People will respect what you INSPECT) ● A reporting hotline that is efficient, pro-active and responsive ● Consistent enforcement and copious recognition of employees that you find doing a great job.
The final step to resolving ethical dilemmas is to reflect and learn from your experience. You should assess the outcomes and consequences of your decision and how it affected you and others. You should also identify the lessons and insights that you gained and how you can apply them to improve your ethical and professional practice. You should also seek feedback and support from others and celebrate your achievements and successes.
Understanding the consequences of your decisions defines the essence of management. Letting those consequences affect your next decision is not always the best course of action. Sometimes the consequences are justified and needed. Choosing between the positive and negative is always a great exercise and learning tool.
Every ethical dilemma is different and we should never let our guard down or take a one-size-fits-all approach. Don't assume the approach you took to resolve a prior issue will also work for a current or future issue. The best way to approach any problem is always with a fresh set of eyes and the understanding that all problems and solutions are not created equal.