Skip to content Skip to footer

Character-Based Leadership Training

What a great time training the executive team from BRIGHTS in applying Character first principles into the rest of the organisation. BRIGHTS Hardware is a Western Cape based hardware chain dedicated to great service, quality products and expert advice on all thing’s hardware

Feedback from Nita Luis the Founder and HR Director
It was a truly remarkable day!!! Words cannot describe the impact made by your coaching and training. We want to get this ball rolling as soon as possible.

Implementing Character in the Workplace: A Guide for HR Managers

In today’s rapidly evolving business environment, the importance of fostering a workplace culture rooted in strong character cannot be overstated. As an HR manager, you play a pivotal role in shaping this culture, ensuring that ethical behavior, integrity, and respect are integral to your organization’s daily operations. Implementing character in the workplace not only enhances employee morale and productivity but also strengthens your company’s reputation and long-term success. Here’s how you can effectively integrate character into your workplace.

1. Define and Communicate Core Values

The foundation of a character-driven workplace lies in clearly defined core values. These values should reflect the ethical standards and principles that your organization stands for. Begin by involving leadership and employees in identifying these values to ensure they resonate with everyone.

Action Steps:

  • Organize workshops or meetings to discuss and define core values.
  • Create a clear and concise values statement.
  • Communicate these values regularly through various channels, such as company newsletters, meetings, and visual displays around the office.
2. Lead by Example

Leadership behavior is a powerful driver of workplace culture. When leaders consistently demonstrate the organization’s core values, it sets a standard for all employees.

Action Steps:

  • Encourage leaders to model ethical behavior, transparency, and respect.
  • Provide training for leaders on ethical decision-making and character development.
  • Recognize and reward leaders who exemplify strong character.
3. Integrate Values into Hiring and Onboarding

The hiring process is a crucial opportunity to ensure that new employees align with your organization’s values. During onboarding, reinforce these values to set clear expectations.

Action Steps:

  • Include behavioral interview questions that assess candidates’ alignment with core values.
  • Use character assessments as part of the hiring process.
  • Design an onboarding program that emphasizes your organization’s commitment to ethical behavior and character.
4. Provide Continuous Training and Development

Ongoing training helps employees understand the importance of character in the workplace and how to embody the organization’s values in their daily tasks.

Action Steps:

  • Offer regular workshops and seminars on ethics, integrity, and character.
  • Implement a mentorship program where experienced employees can model and teach character-driven behavior.
  • Use real-life scenarios and case studies to illustrate the application of core values.
5. Create a Supportive Environment

A supportive work environment encourages employees to practice good character by fostering open communication, respect, and collaboration.

Action Steps:

  • Promote a culture of open communication where employees feel safe to express concerns and report unethical behavior.
  • Encourage teamwork and collaboration, emphasizing respect and inclusivity.
  • Implement policies and practices that support work-life balance, demonstrating respect for employees’ personal lives.
6. Recognize and Reward Ethical Behavior

Recognition and rewards are powerful motivators. Acknowledging employees who demonstrate strong character reinforces the importance of ethical behavior.

Action Steps:

  • Develop a recognition program that highlights employees who exemplify the organization’s values.
  • Include character-based criteria in performance evaluations.
  • Offer incentives, such as bonuses or public recognition, for ethical behavior and integrity.
7. Address Unethical Behavior Promptly

Addressing unethical behavior quickly and effectively is crucial to maintaining a character-driven workplace. It shows that the organization is serious about its values.

Action Steps:

  • Establish clear policies and procedures for reporting and addressing unethical behavior.
  • Train managers on how to handle ethical issues and conflicts.
  • Take prompt and appropriate action when unethical behavior is reported, ensuring transparency and fairness.
8. Measure and Monitor Progress

Regularly assessing the impact of your character initiatives helps to ensure they are effective and allows for continuous improvement.

Action Steps:

  • Conduct regular employee surveys to gauge the perception of the workplace culture and adherence to core values.
  • Use key performance indicators (KPIs) to measure the impact of character initiatives on employee morale and productivity.
  • Review and adjust policies and practices based on feedback and performance data.

Implementing character in the workplace is an ongoing process that requires commitment and active participation from all levels of the organization. As an HR manager, your role in this process is crucial. By defining core values, leading by example, integrating values into hiring, providing continuous training, creating a supportive environment, recognizing ethical behavior, addressing unethical behavior promptly, and measuring progress, you can foster a workplace culture that not only drives success but also stands as a beacon of integrity and respect in the business world.

More about The Course:
PART ONE: Basic Implementation

Why character First: Learn and discuss why building character is important for your organisation

How to build character: Discover the secrets to building a culture of Character

Employee meetings: Learn how to emphasize character in your organisations

Character Bulletins: Familiarise yourself with tools and resources for studying character

Engagement and labour efficiency: Latest trends

PART TWO: Advanced Implementation

Communicating the standard: Learn how to emphasis character in your organisation polices

Hiring for Character and Character-based Interviewing: Develop character-based hiring practices to find the right person for each position

How to make an appeal: Work through the differences of opinion by making an effective appeal

Character-Based correction: Get to the heart of problems instead of dealing with surface issues

Character- based team audit: Maintaining and sustaining sound character in your team

C1+ C2 =C3 Character plus competency bring consistency.

It is again clear to us that good character transcends age, position, financial status, race, religion, education, gender and personality. Building character makes a person not only a better employee, but also a better spouse, neighbour, parent and citizen. We believe the strength of a nation lies in the strength of its families.

Leave a comment