When Your Boss Lacks a Moral Compass

One of my favorite coaching topics is -- leading with a moral compass. People all over the world struggle to follow the directions of their boss AND do what is ethically right. Sometimes, the two are mutually exclusive.

My favorite coaching opportunities have involved helping employees who have profound ethical disagreements with their managers. These situations are extra compelling because these same employees also lead groups of subordinates. They are in the double bind of having to find a way through the muddy waters of ethically dubious orders from their supervisor/s, all while thinking about--and planning for--how to lead their direct reports from a place of integrity.

Some examples might include a manager who pressures their staff not share product inconsistencies/safety concerns with customers during sales calls; or perhaps a team has a boss who treats direct service employees with disdain; or maybe the employer encourages sloppy bookkeeping that does not promote transparent use of funds; or finally, maybe the leader violates confidentiality or operates from a homophobic, transphobic, racist, xenophobic, sexist, classist, ableist, or ageist framework. You are not alone. The news is full of high level government officials and middle managers at large and small businesses/organizations who struggle to find the moral path when working for higher level managers operating from a place of moral ambiguity.

For anyone wrestling with the competing forces of doing what you believe is morally right versus following the chain of command, I offer these strategies for consideration.

1) If the law has been broken, notify law enforcement directly and your company immediately.

2) If no laws have been broken, practice direct communication. Set a meeting with your boss to discuss your concerns. Bring a witness.

3) Reread your employee handbook. What protections are spelled out? What is the whistleblower's policy? If there is an HR department, consider reporting your concerns directly to them.

4) Get clear about why you believe your manager's words and actions are immoral. Be able to state your concerns succinctly.

5) Keep a journal of times, dates, and summaries of how and when you were asked to do something you disagreed with from a moral standpoint; or when you watched your boss do something you found ethically dubious. Record how you challenged these words or actions.

6) Figure out what your deal breakers are. What actions could your boss take that would make staying at the job ethically untenable?

7) If sharing your concerns directly with your manager does nothing to alter your manager's immoral actions, report your concerns directly to your manager's supervisor.

8) Gird yourself to be very uncomfortable. Leaving the job is always an option. If you leave, however, you are only passing the buck to the next direct report working for your morally challenged boss. Practice maintaining strong boundaries between work and home. Home is your sanctuary during this time.

9) As much as possible, protect your staff. Give them the tools they need to perform their job. Encourage them. Do not vent to them. Create a team culture of integrity and transparency. Model for them what morally sound leadership looks like.

10) Find a coach. Find a mentor you trust. Someone who has made a career of managing people AND maintained a strong moral center.

The bottom line is you are not alone. You have a strong moral compass. Your job is to lead from a place of integrity AND to lead your team through ethically ambiguous territory. Your boss might not have a strong moral compass, but you do. Use it.

If you or someone you know would benefit from moral compass coaching at work, please contact Jess Thompson at jess@thomkeconsulting.com