Actions Speak Louder Than Words: The True Measure of Integrity

Last week, a friend came to discuss a problem he was facing and asked me for advice. I gave him advice but kept reflecting and decided to write this article to help others.

It's often said that actions speak louder than words in life and business. This simple yet profound principle can guide us in various aspects of our lives, from identifying genuine customers to evaluating the sincerity of managers at work. Here's why looking at behaviour rather than listening to words can reveal the truth about people, even in a complex and challenging work environment.

The Power of Behavior Over Words

Words are easy to produce. They can be crafted to deceive, manipulate, or simply appease. However, behaviours are much harder to fake consistently. People's actions reflect their true intentions, priorities, and values. When words and actions align, it signifies integrity and honesty. Conversely, a mismatch between what someone says and what they do is a red flag that warrants closer scrutiny.

Identifying Real Customers from Fake Customers in Business

In business, distinguishing between genuine and fake customers is crucial for long-term success. Here are some behavioural indicators to help identify real customers:

1. Purchase History: Genuine customers tend to have a consistent purchase history. They come back regularly and make repeat purchases, showing loyalty and satisfaction.
2. Engagement: Real customers are engaged with your brand. They provide feedback, participate in surveys, and interact on social media.
3. Problem-Solving: When issues arise, genuine customers seek solutions rather than venting frustrations. They contact customer service with the intent to resolve problems.
4. Referrals: Authentic customers often refer friends and family to your business, indicating trust and satisfaction with your products or services.

In contrast, fake customers may exhibit erratic purchasing behaviour, high returns or chargebacks, and minimal engagement beyond initial transactions.

Evaluating Managers Through Their Actions

In the workplace, assessing managers based on their actions rather than words can help employees understand their true leadership qualities. Here are some key behaviours to observe:

1. Consistency: Effective managers follow through on their promises. If they commit to supporting a project or resolving an issue, they take concrete steps to do so.
2. Transparency: Genuine leaders communicate openly about decisions, challenges, and changes. They don't hide behind vague statements but provide clear and honest explanations.
3. Support: A good manager shows up for their team. They offer guidance, resources, and support when needed, demonstrating a commitment to their employees' success.
4. Accountability: True leaders take responsibility for their actions and decisions. They don't shift blame onto others but own their mistakes and learn from them.

Navigating a Toxic Environment of Micromanagement

In some companies, a challenging environment of micromanagement can develop, sometimes from the highest levels of leadership. This atmosphere can be particularly challenging when the leadership indirectly contributes to the negativity while attributing the blame elsewhere. Recognizing and dealing with such an environment requires careful observation of behaviours and patterns:

1. Control and Overreach: In a challenging environment, you might notice excessive control and interference in day-to-day tasks. This can stifle creativity and autonomy, leading to frustration among employees.
2. Blame-Shifting: A key sign of problematic leadership is the tendency to shift blame onto others for problems or failures. This deflects responsibility and creates a culture of fear and mistrust.
3. Lack of Recognition: Such environments often need genuine recognition for employees' hard work and achievements. Instead, leaders may take credit for successes and point fingers at others for shortcomings.
4. High Turnover: Frequent turnover and low morale are telltale signs of a difficult workplace. Employees may leave because they feel undervalued, overworked, and unsupported.

What Employees Can Do in a Toxic Environment

Navigating a toxic work environment can be challenging, but there are steps you can take to protect your well-being and foster a more positive workplace:

1. Document Everything: Could you keep a detailed record of incidents contributing to the toxic environment? Document dates, times, specific behaviours, and their impact on your work and well-being. This can be useful when escalating the issue or seeking external support.
2. Seek Support: You can find allies among your colleagues who share your concerns. A united front can be more effective in addressing issues. Also, could you seek support from mentors or trusted advisors outside the company who can offer guidance and perspective?
3. Communicate Constructively: When addressing issues, focus on specific behaviours and their impact rather than making personal accusations. Propose constructive solutions, such as more explicit communication, employee autonomy, and better recognition practices.
4. Set Boundaries: Protect your mental health by setting clear boundaries. Communicate your limits respectfully but firmly, and make time for self-care outside work. This can help you maintain resilience in a challenging environment.
5. Explore Internal Resources: Utilize internal resources such as HR or employee assistance programs. They can provide support and may offer mediation or conflict resolution services. Be prepared to present your documented evidence if you choose to escalate the issue.
6. Consider Your Options: If the toxic environment persists despite your efforts, consider other options. Update your resume, network with industry peers, and explore job opportunities that align with your values and career goals.

Why I mix customers' behaviours with toxic leadership behaviour is simple: both situations usually arrive at the same time. Toxic leaders tend to trust anyone from the outside because they elevate their narrative expectations instead of trusting their teams and building great companies.

This will help someone in the same situation and deeply let people think those situations are unacceptable. Nobody can trespass on acceptable boundaries.

If you need advice, I am open to help.