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A frequent speaker at industry events, Neisser has been a featured expert on ABC’s <em ljsid-2=\"\">Nightline</em> and CNBC. Neisser and Renegade won the Shorty award for Best Twitter Campaign on behalf of the NCAA; launched PerkZone, a unique loyalty-building program for Time Warner Cable Business Class; brewed up a “social inspired marketing” campaign for TheBu Kombucha; repositioned a division of RR Donnelley; and helped the Empire State Building achieve new heights across multiple social channels.":1,"#©2021 by Drew Neisser":1,"#Clicking this link will redirect to relevant products for the Publisher CMO Huddles.":1,"#Clicking this link will redirect to relevant products for the Author Drew Neisser.":1,"#As a marketer, ask yourself how you...":1,"#To be successful in marketing, it’s essential that you muster courage. Over the years, marketing has become more and more complex, and yet the complexity hasn’t increased effectiveness. In today’s busy and complicated world, focus is required. Start by tightening up your priorities, clearing away the clutter, and focusing your energies on what must be done, not what can be done. Give yourself permission to think big, ignore the trivial, and commit to creating simpler stories not because it’s vogue, but because it’s timelessly effective.":1,"#luis.kat@gmail.com":1,"#Recently Viewed <span ljsid-2=\"\">(1549)</span>":1,"#Bloom describes mental wealth as health in the mind that helps you find balance, stillness, meaning, and motivation. He explains that it’s evident through a pursuit of growth and a continuation of what makes you distinctive.":1,"#While Bloom asserts that money is important, he cautions that a singular focus on it isn’t likely to bring you a life of contentment, success, or fulfillment. Instead, he believes that a truly wealthy existence requires you to build a life around five essential pillars: <em ljsid-1=\"\">time wealth, social wealth, mental wealth, physical wealth</em>,...":1,"#Bloom encourages you to revisit what financial wealth means to you and decide what “enough” equates to. He cautions you to avoid common pitfalls, which include focusing on the pursuit of this form of wealth at the expense of the others and allowing your definition of “enough” to steadily creep upward.":1,"#Bloom recommends setting goals for your physical wealth. He suggests engaging in safe exercise and health challenges, being mindful of the circumstances that can derail you, and adopting practices that can help you optimize your sleep.":1,"#Bloom explains social wealth as having deep, meaningful connections to others in your personal and professional worlds. He explains that social wealth is especially powerful when you surround yourself with people who are inspiring, genuine, kind, and worth cherishing.":1,"#Bloom encourages you to set goals for building time wealth, specifically by naming checkpoints you want to obtain within the next year. He also coaches you to watch for “anti-goals,” or outcomes you want to avoid on your journey. Finally, he suggests exploring proven systems that can help you compound your progress toward a wealthier life.":1,"#©2025 by SBloom Advisory Inc.":1,"#Many people chase big, monetary goals, believing they’ll finally feel fulfilled once they “arrive.” But often, that finish line doesn’t deliver the lasting satisfaction they expected, especially when their goals are out of sync with what truly matters—time, relationships, purpose, health, and security.":1,"#by Sahil Bloom":1,"#Bloom describes financial wealth as having enough money to care for your needs and many of your wants. Smart money habits can help you find comfort and relieve financial stresses, which can support your life satisfaction.":1,"#In <strong ljsid-1=\"\">The 5 Types of Wealth</strong>, entrepreneur Sahil Bloom challenges the conventional focus on money as the main metric of a person’s success. In sharing his personal journey of redefining success and centering his life around more meaningful factors, he presents the steps you can take to design your dream life and make it a reality.":1,"#You can build and protect your physical wealth by focusing on three important areas. First, practice daily body movement through both cardiovascular exercise and resistance training to promote strength, flexibility, and stability. Second, prioritize your nutrition by calibrating your macro- and micronutrient needs. Third, create sufficient time and an optimal space for sleeping to improve your brain and body functions.":1,"#In <strong ljsid-1=\"\">The 5 Types of Wealth</strong>, Bloom explains that you can find truly satisfying wealth when you measure, make decisions, and design your life around the five pillars of a happy existence. His stories, motivational messaging, and thought-provoking exercises can help you reflect on your current wealth status and find ways to retool your approach to living your dream life.":1,"#Bloom suggests constructing plans to build your mental wealth. One crucial step is to name and explore your purpose. He encourages you to list what you love, what you’re good at, and what the world needs right now to find intersections that could speak to your higher-order life purpose.":1,"#You can build mental wealth by prioritizing three crucial pillars. First, connect with an empowering purpose that feels uniquely important to you. Second, encourage your personal growth, specifically by exploring the potential of your intellect, character, and abilities. Third, create space for stillness so you can reflect, reset, recharge, and reconnect with your inner voice.":1,"#Mental Wealth":1,"#Time Wealth":1,"#Financial Wealth":1,"#Bloom describes time wealth as having the freedom to choose how you spend your time. Time, an often-overlooked asset, is finite and precious, and when you can control what you’re doing, who you’re doing it with, and when it’s worth trading for something else, your life can feel rich and satisfying.":1,"#While Bloom asserts that money is important, he cautions that a singular focus on it isn’t likely to bring you a life of contentment, success, or fulfillment. Instead, he believes that a truly wealthy existence requires you to build a life around five essential pillars: <em ljsid-1=\"\">time wealth, social wealth, mental wealth, physical wealth</em>, and <em ljsid-3=\"\">financial wealth</em>.":1,"#You can construct a model for financial wealth by optimizing your money in three ways. First, retool how you generate income, perhaps by changing your job, taking on a second job, or engaging in passive income streams. Second, manage your expenses so they stay consistently below your income level and grow far more slowly. Third, invest the difference between your income and expenses in long-term, compounding assets.":1,"#It’s important to know where you stand in these areas so you can recognize opportunities for growth. Bloom presents a simple quiz that can help you assess your current wealth score across these five attributes. You can then determine where you should be investing time to become more holistically wealthy.":1,"#ISBN: 978-0-5937-2318-0":1,"#Bloom discusses physical wealth as caring for the bodily house you’ll inhabit for the rest of your life. This wealth emphasizes the importance of caring for your health, vitality, and fitness to promote energy, endurance, and vigor.":1,"#You can amass social wealth by focusing on three important factors. First, focus on depth in your relationships, specifically by connecting with a small circle of people with whom you can create meaningful bonds. Second, prioritize breadth by connecting to a larger circle of people in your community, religion, culture, or shared interest groups. Third, strive to earn the respect, admiration, and trust of your peers.":1,"#A Transformative Guide to Design Your Dream Life":1,"#Bloom recommends working diligently toward building social wealth. You can start by identifying the core relationships in your life, which may include family members, friends, a partner, or coworkers, and assessing them along two factors: Are they supportive, ambivalent, or demeaning, and are your interactions frequent or infrequent? He suggests mapping your friends in a two-by-two grid with relationship health on one axis and relationship frequency on the other. This practice will help you determine which relationships are highly supportive and frequent (relationships to continue prioritizing), which are highly supportive and infrequent (relationship to nurture), which are ambivalent and frequent (relationships to foster less or retool to be more supportive), and which are demeaning and frequent (relationships to move away from).":1,"#Ask the oldest people in your life what they wish they knew at age 30, and you’ll likely hear wisdom on mending broken relationships, controlling your anger, embracing love, and taking action. Very few seniors will mention that they wish they’d made more money.":1,"#Your New Scoreboard for Wealth":1,"#Clicking this link will redirect to relevant products for the Author Sahil Bloom.":1,"#Social Wealth":1,"#Adapted by permission of Ballantine Books, an imprint of Random House, a division of Penguin Random House LLC":1,"#Physical Wealth":1,"#You can begin amassing time wealth by taking three essential steps. First, recognize how you’re filling the limited amount of time you’re given. Second, evaluate whether you’re using your time well, directing it toward things that matter and avoiding things that don’t. Third, claim control over your time, empowering yourself to choose how you allocate it.":1,"#Instead of asking someone’s name, consider introducing yourself first. And pronounce people’s names in the way that they prefer. When it comes to personal pronouns, consider sharing yours first. When asking others for their pronouns, do so in an even-handed manner, not just when you’re unsure.":1,"#A series might consist of articles, episodes, anthologies, or compilations. At this level, bias can be detected in how a series has been planned and executed. Patterns of questionable elements in a series can reveal double standards and other types of implicit biases.":1,"#At the word level, it’s important to check for implicit and explicit biases that may exist in words, phrases, and expressions. Things to look out for include gender-free terminology, provocative language, exaggerated differences, and outdated language. Try analyzing the content for clarity, accuracy, overinclusion, and misappropriation.":1,"#<em ljsid-0=\"\">Content.</em> When writers know their audiences, they’re able to tailor their content for them through techniques like the level of formality, voice, and more.":1,"#<em ljsid-0=\"\">Conscious language promotes equity by connecting awareness to fairness</em>. Conscious language has five elements: content, context, consequence, complexity, and compassion.":1,"#Clicking this link will redirect to relevant products for the Author Karen Yin.":1,"#<em ljsid-0=\"\">Context.</em> The meaning of a word is affected by the context around it. A change in context, for example, can alter content and how audiences receive it. Factors that influence context include the communicator and their audience, history, delivery method, and point of view. When it comes to context, audience is the largest variable. With contextual...":1,"#If communication flows upward from you to superiors, it can be helpful to introduce topics, ask questions, raise concerns, and make suggestions. If you’re communicating laterally with peers, try to invite collaboration on decisions and actions.":1,"#Through conscious language, you reduce the possibility that others will misinterpret your words. The key to working across differences is being open-minded, accommodating, and flexible. Agreeing on what words mean can be helpful. This sort of calibration is highly dependent on context.":1,"#Conscious language helps people tell stories in ways that are clear, fair, accurate, and compassionate. It isn’t political correctness that treats words as “good” or “bad” in a “one-size-fits-all” way. Rather, conscious language focuses on flexibility and nuance.":1,"#<em ljsid-0=\"\">Consequence.</em> Words can change perceptions and lead people to specific conclusions. Even when people have good intentions, casually used exclusionary language or behaviors can result in painful microaggressions.":1,"#<em ljsid-0=\"\">“Zooming out” is a way to identify potential bias in language</em>. This process starts at the word level and then expands to sentences, stories, and series.":1,"#by Karen Yin":1,"#In your organization, you may be the only one focused on conscious language. Rather than abandoning your efforts, continue to model it with no expectation that others will change. Instead of viewing conscious language as a form of censorship, reframe it as saying what you mean. It’s powerful to use words that are more closely aligned with your intentions.":1,"#Design and Images":1,"#In stories, biases may reveal themselves in framing, perspectives, conflation, and more. The way a story is framed influences how events are presented. Describing events from a particular point of view is a common source of bias. Sharing perspectives from a select number of groups can also introduce bias into stories. Conflating words, identities, and groups can confuse audiences and eliminate important distinctions.":1,"#Zoom Level 3: Stories":1,"#Gender-free language, for example, can promote fair treatment and more equitable representations. Provocative language can hinder change when it antagonizes readers—either intentionally or unintentionally.":1,"#<em ljsid-0=\"\">Accessibility is important to underscore conscious language</em>. The design of websites, digital materials, and any form of communication should be optimized to ensure that everyone can access information effectively. This extends beyond language to things like color, fonts, photos, and other images.":1,"#Inclusive terminology is needed in both professional and personal realms, but many find it confusing. <em ljsid-1=\"\">Conscious language</em> is flexible, sustainable, and creative. It minimizes harmful patterns and respects others. In <strong ljsid-3=\"\">The Conscious Style Guide</strong>, award-winning writer Karen Yin provides a reference book that empowers readers to create personalized systems for thinking about today’s constantly evolving world of language.":1,"#Award-winning writer and editor <a ljsid-1=\"\">Karen Yin</a> is the force behind Conscious Style Guide (which was a website before it inspired a book) and <em ljsid-3=\"\">The Conscious Language</em> newsletter. She also founded the Editors of Color Database, one of <em ljsid-5=\"\">Writer’s Digest</em>’s Best Websites for Writers 2023, and <em ljsid-7=\"\">AP vs. Chicago</em>, a humorous blog for anyone who “gives a dollar sign, ampersand, exclamation point, and pound sign about style.” Named editor of the year by ACES: The Society for Editing in 2017, Yin has served on the <em ljsid-9=\"\">Chicago Manual of Style</em> advisory board and contributed to <em ljsid-11=\"\">The Associated Press Stylebook</em>.":1,"#Creating a <em ljsid-1=\"\">ref stack</em> is one way to encourage people to use more conscious language. This is a collection of reference works that serve to ground people and answer conscious language questions. By offering concrete guidance, definitions, and standards, it can be easier to question, critique, and compare your beliefs.":1,"#Address barriers and make change easy.":1,"#Appeal to people’s interests and focus on the benefits. Examples include greater accuracy, increased professionalism, and more flexibility.":1,"#If communication flows downward from you to others, as a persuader you should focus on creating an inclusive culture and delegating. Rules from the top can be equitable and fair if you welcome feedback from subordinates and include diverse voices in decision-making.":1,"#Having doubts about conscious language is normal. On your conscious language journey, you’ll make mistakes. The best path forward is to correct yourself and be transparent. When you accomplish something, celebrate the win.":1,"#People make mistakes. If this happens to you, remember three phrases: “You’re right,” “I’m sorry,” and “thank you.” Effective apologies include the <em ljsid-1=\"\">four Rs</em>: <em ljsid-3=\"\">recognition, responsibility, remorse</em>, and <em ljsid-5=\"\">redress</em>.":1,"#To unlearn implicit biases, you must become alert to bias activation. By recognizing subconscious leaps in logic, you can ask yourself why you believe these things. Developing self-understanding forms the foundation of conscious language and results in an intentional and thoughtful approach to preparing content for specific contexts.":1,"#A <em ljsid-1=\"\">personal style sheet</em> can help you be consistent and anticipate issues. Style related to conscious language may be organized by terminology, topic, type, or a combination. As you create your style sheet, you may want to include a date for different entries, since your views are likely to evolve over time and you’ll want to change your framework.":1,"#A Flexible Approach to Language That Includes, Respects, and Empowers":1,"#<em ljsid-0=\"\">Compassion.</em> Conscious language is an effort to communicate with greater compassion for marginalized groups. Some insensitive language is harmful and should be revisited. However, sometimes insensitive language isn’t oppressive to others.":1,"#<em ljsid-0=\"\">Context.</em> The meaning of a word is affected by the context around it. A change in context, for example, can alter content and how audiences receive it. Factors that influence context include the communicator and their audience, history, delivery method, and point of view. When it comes to context, audience is the largest variable. With contextual awareness, communicators can make choices that support inclusivity, empowerment, and respect.":1,"#<em ljsid-0=\"\">Conscious language</em> encourages equity by connecting awareness to fairness. It requires critical thinking and compassion. There are five components to conscious language:":1,"#<em ljsid-0=\"\">It’s possible to persuade others to explore conscious language</em>. To encourage change, it can be helpful to identify influencers and allies, create the conditions needed for minds to change, focus on the benefits, and eliminate barriers.":1,"#ISBN: 978-0-31647-854-0":1,"#There are several strategies for shifting cultural norms and persuading people to explore conscious language. The one you use depends on your position relative to the audience and the way communication flows in your organization.":1,"#At the sentence level, metaphors may call on traits or characteristics that portray marginalized people pejoratively. Another example of bias at the sentence level is overgeneralizations that aren’t based on facts. In most cases, jokes, comments, and comparisons made at someone else’s expense are inappropriate.":1,"#At the sentence level, concerns include overgeneralization, problematic metaphors, comments at someone else’s expense, and more. The key is to check for biases in sentences, paragraphs, and portrayals that were less obvious at the word level. It’s also important to keep in mind that potential issues identified at the word level may be resolved in the context of a sentence.":1,"#To get people on board with changes to a word, style guide, policy, or culture, consider these four steps:":1,"#<em ljsid-0=\"\">Implicit biases</em> can distort your perceptions, skew your judgment, and influence the way you behave. Conscious language is a way to interrogate those biases and revise narratives that injure others. It can be difficult to detect bias because people tend to confuse their gut reactions with insights. In reality, gut instincts arise from a lifetime of messages and impressions that may not be true. Even if it’s not possible to control your first reaction, it is possible to consciously focus on changing subsequent reactions.":1,"#In contrast, a <em ljsid-1=\"\">style guide</em> is a collection of guidelines related to terminology, spelling, possessives, punctuation, formatting, and more. It enables people and organizations to present audiences with cohesive, consistent, and comprehensible experiences.":1,"#Identify the influencers and potential allies.":1,"#Accessibility is another important aspect of inclusivity. Organizations may craft conscious narratives, but if those with disability are unable to access the content, efforts at conscious language are moot. Accessibility is a critical consideration for design websites and other digital materials. It’s much easier to apply accessible design principles from the start rather than waiting until other decisions have been made.":1,"#One way to detect potential bias in language is to “zoom out” and examine words in increasingly larger context. The key is to identify whether patterns of bias emerge. In many instances, some of the worst bias is hidden in words that appear neutral. There are multiple levels to zoom out on. These start with words and expand to sentences, stories, and series.":1,"#By focusing on the impact that words have, you can realize positive intentions and avoid words that cause harm unintentionally. The meaning of words changes based on the context. As a result, context is essential to understanding the consequences that language may have.":1,"#<em ljsid-0=\"\">Complexity.</em> Because people, relationships, and situations are complex, language is as well. Language-related “dos and don’ts” can’t be imposed without knowledge of the context.":1,"#Conscious language and style can also be applied to interpersonal communication. For instance, before asking someone about their age, gender, race, spirituality, or other social attribute, ask yourself whether the question is relevant or invasive. Consider how the question might make the other person feel. If you must ask this type of question, request permission first.":1,"#It’s helpful to develop an approach to conscious style that’s holistic and extends beyond language. To improve access and reach, consider offering the same content in multiple formats and on multiple platforms. Color meanings, for example, vary by context and are rooted in cultural beliefs. Photos, videos, and other images depicting people should be selected with special care. Even some fonts are culturally coded. It may make sense to avoid them if their use would reinforce stereotypes.":1,"#Zoom Level 4: Series":1,"#Zoom Level 1: Words":1,"#<em ljsid-0=\"\">Conscious language helps people communicate clearly, accurately, and fairly</em>. It makes people more aware of implicit bias and identifies where communication may need to be revised. Tools that help include <em ljsid-2=\"\">ref stacks, style guides</em>, and <em ljsid-4=\"\">personal style sheets</em>.":1,"#©2024 by Karen Yin":1,"#Create the conditions needed for minds to change. This often means giving people the space to process information and be open to change.":1,"#Conscious language plays a central role in how you pose questions to others. For instance, some people have negative feelings about the word “should.” Stock phrases like “per your last email,” can also rub people the wrong way. Instead of using stock phrases, focus on being sincere.":1,"#At the story level, it can be helpful to proactively provide context for audiences by anticipating questions and potential sources of confusion.":1,"#Zoom Level 2: Sentences":1,"#The Imperatives":1,"#However, both leaders relied on morally shocking actions to challenge the prevailing moral order, particularly in the context of moral anomalies. These actions could have threatened their careers or well-being, but both leaders could justify seemingly unethical actions to establish their desired moral order. For Churchill, these actions included directing troops to fight to the death and kill key allies. For Walker, they included betraying her mentor, divorcing her less-ambitious husband, and bullying a neighbor to give her hair-model daughter up for adoption.":1,"#Matthew Hancocks":1,"#In <strong ljsid-1=\"\">Leadership as Masterpiece Creation</strong>, Spinosa, Hancocks, and Tsoukas offer counterpoints to several modern leadership strategies and encourage you to focus on the masterpiece you want to create. Folding in practices such as managing moods, building trust, listening for difference, and speaking truth to power, the authors highlight how you can create an organizational culture, strategy, and leadership style that your customers, employees, and stakeholders will admire.":1,"#Making Your Leadership Style a Masterpiece":1,"#Clicking this link will redirect to relevant products for the Authors Charles Spinosa.":1,"#Clicking this link will redirect to relevant products for the Authors Haridimos Tsoukas.":1,"#Spinosa, Hancocks, and Tsoukas conclude that you must develop a personal style of leadership that allows you to practice the previously described skills, draw admiration, and encourage the acceptance of the moral risks you take. Their advice runs counter to several contemporary leadership maxims, which emphasize building herd-like followership rather than authentic support in creating a masterpiece.":1,"#The final skill is moral risk-taking. Spinosa, Hancocks, and Tsoukas explain that a commitment to a clear mission and truth-seeking can help you and your team take on difficult odds, be courageous, be self-sacrificing, and endure hardships. They believe the outcomes of a moral masterpiece are worthwhile.":1,"#Another skill is putting truth first. The authors coach you to seek and express difficult truths, placing more importance on truth than on compassion. They encourage you to engage with your customers, employees, and shareholders to find hidden truths, verify them, and share those that you find to be important, clear, and compelling.":1,"#The authors close with seven steps you can take to create and revise your masterpiece-focused leadership style. First, tell a story of who you are. Second, include an honest account of the virtues you exhibit. Third, explore the challenges of your current leadership style and how your virtues may contribute to them. Fourth, characterize your less helpful virtues in a way that will help you detach from them. Fifth, note and characterize the new virtues you adopt. Sixth, develop an image that helps you name and describe your new admirable leadership style and then apply it in times of moral risk. Seventh, retell your story so it incorporates your new leadership style and virtues.":1,"#The authors provide another example in Madame C.J. Walker, who inspired many Black women to make their lives a masterpiece by adhering to the aspirational, clarifying moral norms of industriousness, mutual care, and self-reliance as she ran her business. She showed women how to care for their hair, an act that aligned with her moral order of aesthetic, financial, and moral good.":1,"#One is Winston Churchill, who led the UK through World War II with a set of norms that were radically different than those it abided by in its pre-war state. Churchill organized the country through ruthlessness and a call for victory at all costs. Brutal realism and buoyancy rounded out his new moral order, which served to inspire civilians and the troops.":1,"#As a leader, there are specific skills you can develop to impact the moral fabric of your company.":1,"#Another skill is harnessing trust. The authors assert that trust can be gained at first sight, especially when people and organizations model virtues you admire. You can leverage this phenomenon as a leader. Showing classic virtues—courage, prudence, justice, temperance, hope, faith, or love—or modern virtues—wit, generosity, responsiveness, resourcefulness, initiative, creativity, productivity, speed, precision, athleticism, or strength—can be cause enough to earn trust. The key is to spot what others are eager to admire in you and the organization and ensure that it’s evident.":1,"#A third skill is listening for difference, or as the authors explain, listening with such care that you can determine where others might think you are terribly wrong in your opinion or approach. Spinosa, Hancocks, and Tsoukas recommend taking notice of ethical, political, social, gender, racial, and cultural nuances that will help you recognize what matters to a person, form interpretations of their beliefs, find similarities to build on, and make connections that bridge the differences.":1,"#One of these skills is managing moods. Spinosa, Hancocks, and Tsoukas explain that moods are contagious. One person’s mood of fear, hostility, or positivity will drive them to take specific actions and spark a rippling effect throughout a company. When people are in a similar mood, they communicate and coordinate accordingly. If you can inspire a desired mood, whether by modeling it, motivating it, or shifting it through storytelling, you can encourage your team to take actions that contribute to better business results and, potentially, better lives.":1,"#Spinosa, Hancocks, and Tsoukas assert that bold risks can resolve moral anomalies, but in most cases, leaders must influence others to act appropriately. They caution you against becoming a jerk or tyrant, but instead, to act in ways that allow you to sleep well at night and feel confident that you’re creating a moral difference. However, they also state that leaders can’t build moral masterpieces without morally shocking actions.":1,"#Clicking this link will redirect to relevant products for the Authors Matthew Hancocks.":1,"#24 minutes":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Marc Harrison":1,"#Madoff evaded authorities for years through forgery and record manipulation until the 2008 market collapse caused many investors to request their money back. Realizing the scam was over, Madoff pled guilty to the 11 charges against him and received a 75-year sentence.":1,"#Continuous improvement, retrospective analysis, and testing frameworks are core elements that keep a compliance program sustainable in the long term. If an organization doesn’t identify the root cause of a violation, it’s likely to have repeat offenses, which come with hefty fine multipliers. Beyond adherence with government and industry regulations, compliance programs are valued by consumers and are correlated with revenue increases across industries.":1,"#The Ethics and Compliance Initiative found that in any given year between 2000 and 2010, almost 50 percent of employees observed misconduct in the workplace. The vast majority of these observations went unreported, so leaders must establish reporting frameworks and communication structures to encourage reporting. When an employee comes forward with an issue, be sure to take immediate action to show the reporter that their information is taken seriously. This builds trust and ensures the issue is resolved internally rather than through federal intervention.":1,"#Clicking this link will redirect to relevant products for the Author Paul Fiorelli, JD, MBA.":1,"#Fraud, cheating, and stealing are more common in major companies than many expect. When fraud is discovered in an organization, a leader’s first reaction is often to point fingers and panic about consequences. You must be able to identify the following profiles of fraudsters and understand the actions necessary to prevent future fraud:":1,"#Don’t hand off the dirty work.":1,"#For performance, business, or conflict-based reasons, most leaders with long tenures will at some point need to let employees go. Regardless of the cause, a leader should be truthful when firing an employee and offer references, network connections, and resources to help them find their next job. The following 10 tips will help you let go of employees compassionately:":1,"#Fluctuating economic conditions constantly flip the power dynamic between employers and employees. During the COVID-19 pandemic in 2020, there were five unemployed workers for every job opening. Two years later, there was one unemployed worker for every two job openings. VBLs need to maintain a focused hiring, retaining, and firing cycle to prevent market conditions from upending their company and the lives of their employees.":1,"#Risk management programs are necessary to limit regulatory penalties.":1,"#by Paul Fiorelli, JD, MBA":1,"#In 1991, the U.S. Sentencing Commission (USSC) created guidelines that rewarded companies that self-reported violations and punished those that didn’t cooperate with the government. The USSC considers an organization’s compliance, cooperation, and contrition when determining fines for illegal activity. Depending on the size of the company, high-level official involvement, and internal compliance programs, fines can receive multipliers that threaten to bankrupt entire organizations.":1,"#<em ljsid-0=\"\">Conformists</em> break rules because it’s been normalized or is required by their culture. If employees in a company are scared to speak out against a majority, regulatory compliance and overall productivity suffer.":1,"#ISBN: 978-1-63742-581-7":1,"#<em ljsid-0=\"\">White collar crime</em> refers to illegal activity done by a respected person within their profession. While these crimes often destroy reputations, companies, and lives, the perpetrators are historically punished with light sentences. The Federal Sentencing Guidelines and Sentencing Reform Act of 1984 attempted to put federal requirements on sentencing to ensure criminals were properly punished, but it was only able to establish advisory guidelines that left sentencing to the judge’s discretion.":1,"#<em ljsid-0=\"\">Incrementalists</em> begin by stealing amounts of money nobody could notice and continue to steal more when they realize they can get away with it. Stopping the first instance of dishonesty is key to preventing widespread fraud.":1,"#Attracting the best talent is done primarily through competitive benefits and salaries. Today, job seekers have a comprehensive understanding of market rates for salaries, so hiring elite talent with cheap salaries is a losing strategy. Remember to increase veteran employees’ salaries alongside new hire rates, as salary discrepancies often damage workplace morale.":1,"#When a company’s stated values and...":1,"#How Do Things Get Done Around Here?":1,"#Employee engagement is key to long-term retention.":1,"#Do be willing to fire friends and family.":1,"#The prosecution of investor Bernie Madoff is a highly publicized example of white collar crime taken seriously by the justice system. After making a living from buying and selling bonds, Madoff used his reputation to open an advisory business where he offered unrealistic returns by using money from new investors to pay old investors. As long as there was a steady stream of new investors, he could produce impressive fictional returns for clients while skimming money off the top.":1,"#All policies and procedures should be well documented so organizations can prove to regulators that they take compliance seriously. In addition, employees at all levels should be trained in organizational ethics regularly to stay consistent with updated regulations. When issues arise, a confidential reporting process must be followed by an objective investigation to ensure the infraction isn’t repeated.":1,"#<em ljsid-0=\"\">Altruists</em> break laws to help those they care about gain an advantage. While their intentions may be pure, any illegal action within a company threatens to spread to outright corruption.":1,"#Regardless of size, every organization was once founded by a group of people with personal values. These values may or may not still be present in organizations today, but they did serve as the foundation for the original corporate culture. For some companies, their cultures are what makes them successful. Tony Hsieh, the founder of online retailer Zappos, promotes humility as a core value. When he hires new employees, he measures humility by asking his company driver how interviewees treated them when the driver transported them around company grounds.":1,"#<em ljsid-0=\"\">Hedonists</em> believe that rules don’t apply to them because of status, power, or hierarchy. If senior officials go unpunished for fraud, the corruption will eventually trickle down the organization.":1,"#<em ljsid-0=\"\">Browbeaten employees</em> cut corners because they’re working under unfair, unforgiving, or abusive work conditions. Workers must be given the resources they need to do their jobs in compliance with regulations.":1,"#<a ljsid-0=\"\">Paul Fiorelli, JD, MBA</a> is the director of the Cintas Institute for Business Ethics at Xavier University. He was selected as a Supreme Court Fellow assigned to the United States Sentencing Commission. During his fellowship year, he received the Thomas Clark Fellow Award from Chief Justice Rehnquist. Fiorelli was also honored with the 2007 International Compliance Award from the Society of Corporate Compliance and Ethics. At Xavier, he received numerous teaching awards, including the 2023 MBA Professor of the Year. Fiorelli actively presents to Fortune 500 companies, universities, professional associations, and government agencies.":1,"#<em ljsid-0=\"\">Whistleblowing</em> is the act of exposing fraud, corruption, or illegal activity occuring within an organization to the public. For a loyal employee, uncovering corruption in their organization creates conflict between their loyalty to their coworkers, company, and bosses and their duty to do what’s right. A whistleblowers often fears retaliation or inaction from the company if they bring up issues internally, which can push them to make their findings public.":1,"#<em ljsid-0=\"\">Prisoners</em> have other people’s problems forced on them and choose to ignore the concerns rather than face them. A culture with strong compliance values encourages employees to voice all concerns, regardless of severity.":1,"#Don’t shift the blame.":1,"#Employee turnover is expensive, so VBLs must minimize the human resources hours, lost client relationships, and new employee errors that come with turnover. Return-to-office mandates are a significant source of employee turnover, with 76 percent wanting remote or hybrid work. Senior officials expected employees to return to in-person work once pandemic conditions eased, but workers value quality of life over managerial preferences.":1,"#Six Lessons in Values-Based Leadership":1,"#Madoff’s lengthy sentence was passed down as a deterrent to white collar criminals who expected lenient prosecution if they got caught. Today, it shows organizations that there’s no replacement for solid ethical, legal, and regulatory frameworks. VBLs should learn from Madoff’s mistakes by leading their companies with transparency, honesty, and fairness to all stakeholders.":1,"#What Happens if an Individual Gets in Trouble?":1,"#When a company’s stated values and culture don’t align, cynicism and frustration grow among employees. The same is true when comparing different regions for international companies, as a policy loses legitimacy when it isn’t followed across the board. <em ljsid-1=\"\">Values-based leaders (VBLs)</em> should model the ethics, rules, and values they want to see in their employees. They should also carefully consider the tone they present, as there’s often a divide between the tones of leaders and contributors within organizations.":1,"#In an increasingly turbulent corporate landscape, leaders must rely on shared values to keep their organizations flexible, resilient, and compliant with regulations. Companies often underestimate the damage that fraud and insufficient regulatory frameworks can cause. In <strong ljsid-1=\"\">Establishing Workplace Integrity</strong>, business ethics expert Paul Fiorelli, JD, MBA, describes how a values-based leadership style can keep a company sustainable and prevent corruption. By fostering a compliance-friendly culture, leading with transparency, and prioritizing internal reporting, leaders can minimize risk, detect wrongdoing, and support employees in their organizations.":1,"#What to Do When Someone Finds Problems at Work?":1,"#An effective compliance program is well funded, with a chief ethics and compliance officer (CECO) overseeing organizational compliance. For small companies, the responsibility may be assumed by another role, but someone must have the authority to uphold ethics and regulations in all companies, regardless of size. Additionally, VBLs can link bonuses to ethical behavior and publicize case studies sharing how they dealt with violations to shape a culture of compliance.":1,"#<em ljsid-0=\"\">Strict constructionists</em> adhere as closely as possible to legal requirements without technically breaking laws. While their actions aren’t illegal, there’s no room for error, which is necessary in a functioning compliance framework.":1,"#Don’t surprise people.":1,"#Instead of expecting loyalty, leaders should generate high levels of engagement. Engaged employees are paid well, treated fairly, and encouraged to enjoy their work every day. These contributors aren’t tempted by external offers with flashy pay raises because they’re monetarily, emotionally, and practically valued in their current role.":1,"#At the center of a culture is whether employees are treated fairly. Yale Law School measures the fairness of procedural justice through voice, respect, neutrality, and trustworthiness. When a culture doesn’t uphold these values, the injustice creates a toxic work environment. Fairly treated workers are more likely to exceed expectations and share bad news instead of hiding it, which is critical to the success of regulatory and compliance programs.":1,"#<em ljsid-0=\"\">Rationalizers</em> think their theft won’t matter to a large corporation and are often encouraged to steal by like-minded managers. Leaders should pay fair salaries and weed out minor infractions.":1,"#Don’t overexplain the decision.":1,"#Don’t wait for a firing offense.":1,"#The value proposition of a fair culture rooted in shared values is clear. Companies are far less likely to face regulatory fines if their culture promotes compliance. Additionally, when teams consistently talk about ethics, employees are twice as likely to bring up concerns and 24 percent more likely to believe they’re responsible for the company’s actions. VBLs can improve an organization’s culture by issuing culture surveys, developing strong communication systems, and demonstrating from the top down that they take culture seriously.":1,"#Adapted by permission of <a ljsid-1=\"\">Business Expert Press, LLC</a>":1,"#To protect whistleblowers in the United States, Congress passed the Sarbanes-Oxley Act, which prevents companies from firing and retaliating against employees who expose illegal activity. Following the 2008 housing crisis, the Dodd-Frank Wall Street Reform Act expanded whistleblower protections and set up awards of up to $5 million for information about major violations. For employers, Dodd-Frank made it less likely that employees would report internally because they’re incentivized to report federally. If leaders want employees to come to them when they discover fraud, a safe, simple, and secure reporting framework must be established within the organization.":1,"#VBLs should ensure that their ethics and compliance program is well designed, applied earnestly, and fully functional, as those are the criteria the Department of Justice uses when determining prosecution, fines, and sanctions. The first essential element in an excellent compliance program is a thorough background check for all new employees. A background check must be comprehensive enough to discover if an employee was involved in unethical practices in a former role.":1,"#What Happens if a Leader’s Company Gets in Trouble?":1,"#Who Works Here and Who Stays?":1,"#Understanding why someone broke a rule is more important than assigning blame.":1,"#Why Do Good People Do Bad Things?":1,"#Comprehensive reporting and investigation frameworks keep legal violations internal.":1,"#When you foster a culture of compliance, employees will feel encouraged to come forward with their concerns.":1,"#The Ethical Imperative":1,"#The article focuses on the importance of establishing effective collaboration methods within teams in the context of modern work environments characterized by constant distractions and rapid changes. It emphasizes the need for clarity in roles and responsibilities, suggesting tools like the RACI matrix and the Herculean Doughnut collaboration template to facilitate discussions about task ownership. Additionally, it highlights the evolving norms of communication, urging teams to define expectations around availability, meeting etiquette, and feedback culture. The conclusion stresses that mature teams, which regularly review their ways of working, can better support each other and prevent burnout, ultimately leading to improved outcomes and a positive work atmosphere.":1,"#Sahil Bloom":1,"#These days, too many companies prioritize profit over people’s well-being. Consequently, many Americans don’t hold jobs that provide them with the salaries, benefits, and opportunities they need to support their families. In The Ethical Imperative, Andrew C.M. Cooper details how to transform capitalism from the cause of widespread economic inequality to the force behind a thriving society. By adopting the traits and practices of Cooper’s conscientious leadership, you can ensure your company generates collective prosperity for its employees, shareholders, and community.":1,"#Making Space to Reflect and Refocus":1,"#In The 5 Types of Wealth, Sahil Bloom explains that you can find truly satisfying wealth when you measure, make decisions, and design your life around the five pillars of a happy existence. His stories, motivational messaging, and thought-provoking exercises can help you reflect on your current wealth status and find ways to retool your approach to living your dream life.":1,"#Andrew C.M. Cooper":1,"#Effective Habits That Last":1,"#The Conscious Style Guide":1,"#Inclusive terminology is needed in both professional and personal realms, but many find it confusing. Conscious language is flexible, sustainable, and creative. It minimizes harmful patterns and respects others. In The Conscious Style Guide, award-winning writer Karen Yin provides a reference book that empowers readers to create personalized systems for thinking about today’s constantly evolving world of language.":1,"#It's time for a fresh perspective. In this learning path, you’ll hit pause to look inward and outward—reflecting on how you’ve grown, what you’ve learned, and how to move forward with purpose. Through expert videos and thought-provoking summaries, you’ll explore practices for meaningful self-reflection, team debriefs, and reframing goals that no longer serve you. It’s a chance to slow down, realign, and move forwad with clarity and intention.":1,"#The 5 Types of Wealth":1,"#Recognizing early wins can be a powerful motivator during times of change. Dan Cable shares how leaders can identify and celebrate small successes to sustain momentum, build confidence, and reignite hope in the face of struggle.":1,"#Celebrate Early Wins During Change":1,"#Recently Viewed (61)":1,"#Don’t be afraid of failing.":1,"#<em ljsid-0=\"\">While coming out</em>. Manage your mental health and turn to personal networks for support. When managing the people around you, assume positive intent. If you do face bullying, however, use your employer’s policies as recourse against discrimination.":1,"#Adapted by permission of <a ljsid-1=\"\">Harvard Business School Publishing Corporation</a>":1,"#<em ljsid-0=\"\">It’s a practice</em>. Showing up as your authentic self requires time and intention.":1,"#Section 2: Communicating Authentically, Without Oversharing":1,"#<em ljsid-0=\"\">Practice deep listening</em>. Silence enables you to be present and then make honest contributions to discussions.":1,"#<strong ljsid-0=\"\">Talisa Lavarry</strong> is the owner of Morale First, a workplace DEI consultancy, and the author of <em ljsid-2=\"\">Confessions from Your Token Black Colleague</em>. She’s also known as America’s Anti-Racism Coach. Following her TedX Talk “Your Journey to True Allyship,” Lavarry published the workbook <em ljsid-4=\"\">Allyship & Me: A Self-Paced, Personal Growth Playbook and Journal</em>.":1,"#By Tucci Ivowi":1,"#Emotional labor is defined as the effort needed to maintain a game face when what you’re doing is in misalignment with how you feel. This “surface acting” imposes real costs to people, resulting in increased depression, reduced job performance, and higher levels of burnout.":1,"#An <em ljsid-1=\"\">invisible marginalized identity</em> is any identity that isn’t visible in a person’s daily presentation and is often marginalized in society. For individuals with an invisible marginalized identity, moving through the world can be challenging.":1,"#How to Find, Define, and Use Your Values":1,"#<strong ljsid-0=\"\">Tina Opie</strong> is a sought-after public speaker and an expert in leadership, culture, and DEI. She’s also an associate professor of management at Babson College, a visiting scholar at Harvard Business School, and a coauthor of <em ljsid-2=\"\">Shared Sisterhood</em>.":1,"#<strong ljsid-0=\"\">Dorie Clark</strong> is a marketing strategist and a keynote speaker who teaches at Columbia Business School and has been named one of the top 50 business thinkers in the world by Thinkers50. Her latest book is <em ljsid-2=\"\">The Long Game: How to Be a Long-Term Thinker in a Short-Term World</em>.":1,"#How to Have Difficult Conversations Without Burning Bridges":1,"#What would you do differently if you were your real self at work?":1,"#<em ljsid-0=\"\">Seeking more help, if needed</em>. If you are regularly weepy at work, it may be time to get help from a therapist.":1,"#<em ljsid-0=\"\">Understand the authentic you</em>. Understanding your values is a good first step to understanding yourself. To show up with greater authenticity in the workplace, convince yourself that you belong in the room, find your voice, and practice deep listening.":1,"#When people take professional criticisms personally, it compromises their ability to recover and see the bigger picture. In reality, colleagues react to the role that you represent, not to the person that you are. It’s essential to actively manage the formal expectations associated with your job, as well as the informal ones.":1,"#<em ljsid-0=\"\">Before coming out</em>. It’s important to calculate the risks of coming out and prepare for the unexpected. Consider what you may be risking personally and professionally, as well as what you’re willing to give up. Do your homework and research discrimination laws in your country and city. In addition, it’s essential to examine your company’s discrimination policies and the details of your health insurance coverage.":1,"#<em ljsid-0=\"\">Convince yourself that you belong in the room</em>. Identify what you have to offer. Also demonstrate gravitas, which is a combination of authenticity and clarity.":1,"#Authenticity and the Power of You":1,"#<strong ljsid-0=\"\">Amanda Kersey</strong> is a senior audio producer at <em ljsid-2=\"\">Harvard Business Review</em> and the producer of the podcast <em ljsid-4=\"\">Women at Work</em>.":1,"#<strong ljsid-0=\"\">Madison Butler</strong>, chief people officer at Texas-based GRAV, is an outspoken advocate, culture adviser, and speaker. She has been recognized for contributing a bold approach to expanding inclusivity while also championing Black and brown entrepreneurs and professionals.":1,"#By Paige Cohen":1,"#The term <em ljsid-1=\"\">model minority</em> refers to a minority group that’s perceived as particularly successful. Traditionally, conservative companies have promoted a limited number of model minority professionals so they can claim “equitable representation” on the leadership team. Model minority syndrome leads to feelings of isolation and supports the myth that there can only be one successful person of color in an organization.":1,"#If you experience imposter syndrome, adopt these five best practices for reducing self-criticism:":1,"#<strong ljsid-0=\"\">Sandra J. Sucher</strong> is a professor of management practice at Harvard Business School and a coauthor of <em ljsid-2=\"\">The Power of Trust</em>.":1,"#<strong ljsid-0=\"\">Michael Cherny</strong> is a senior global leader in diversity, equity, and inclusion. He’s a human rights advocate, an active member of the 2SLGBTQ+ community, and an experienced board director. Cherny has been recognized as a Catalyst Canada Honours Champion, a CPA Ontario Emerging Leader, Women in Capital Markets Champion for Change, and Notable Life LGBTQ+ Leader of the year, and is a thought leader in the DEI space.":1,"#<strong ljsid-0=\"\">Lan Nguyen Chaplin</strong> is a professor of marketing at Northwestern University’s Medill School of Journalism, Media, and Integrated Marketing Communications. She’s also the founder of QuanTâm, a nonprofit that creates opportunities for young professionals to expand their networks and sharpen their professional skills while serving their communities.":1,"#<em ljsid-0=\"\">Know when to leave</em>. If you struggle to feel seen, valued, and respected, it may be time to find another job.":1,"#Section 4: When Identity and Work Collide":1,"#<em ljsid-0=\"\">Giving yourself space</em>. If you feel like you might cry, ask for a five-minute break to compose yourself.":1,"#An interview with Lily Zheng by Paige Cohen":1,"#My Pronouns Are They/Them. What Are Yours?":1,"#<em ljsid-0=\"\">There is no “work self.”</em> Don’t view work interactions as transactional. Instead, strive to form deeper connections by showing up as your full self.":1,"#<em ljsid-0=\"\">Identify your values</em>. Reflect on what’s important to you.":1,"#If you’re entering the workforce, it can be hard to voice concerns on important issues, such as microaggressions. In these situations, try to see others as potential allies rather than adversaries. In general, it’s more effective to “call people in” to dialogue than to call them out. Listen actively and try to understand their perspective. Sometimes a sense of humor can make conversations less tense. If you’re dealing with a senior leader, it may be a good idea to find allies and ask for help.":1,"#<em ljsid-0=\"\">Make a formal complaint</em>. Submit your concerns to human resources and let them know what steps you’ve taken to resolve the issue.":1,"#<em ljsid-0=\"\">Communicate authentically, without oversharing</em>. In general, self-disclosure is an important aspect of relationship building. However, each individual must decide what aspects of their identity to disclose to colleagues. Sharing your pronouns with others is one way to show up as your authentic self at work.":1,"#By Susan David":1,"#ISBN: 978-1-64782-703-8":1,"#Sharing an invisible marginalized identity at work is often an incremental process that may start with joining an employee resource group and then may evolve to a conversation with your manager and discussions with the wider team.":1,"#Should You Disclose an Invisible Marginalized Identity at Work?":1,"#An interview with Katherine W. Phillips by Amanda Kersey":1,"#By Susan McPherson":1,"#Keep in mind that your values may change over time or they may remain constant. It’s a good idea to review your values on an annual basis.":1,"#<em ljsid-0=\"\">Define your values</em>. In your own words, concisely articulate what your values mean.":1,"#Getting Comfortable Being Yourself at Work":1,"#<em ljsid-0=\"\">Express your concerns directly</em>. If other approaches don’t work, clearly convey how naming mistakes make you feel.":1,"#Failing to properly address marginalized employees repeatedly without concern is a clear example of microaggression. It shows blatant disregard for a person’s identity. If you’re dealing with this type of behavior, try the following:":1,"#Find allies.":1,"#<em ljsid-0=\"\">After coming out</em>. Coming out is a continual journey. Stay connected to your networks and take care of yourself emotionally and mentally.":1,"#By Michael Cherny, Shalene Gupta, and Sandra J. Sucher":1,"#Self-Disclosure at Work":1,"#By Madison Butler":1,"#Why the Model Minority Myth Is So Harmful":1,"#What’s the worst that could happen?":1,"#Is there evidence for believing that you’ll be penalized?":1,"#By Tim O’Brien":1,"#Your Job and Your Identity Are Two Different Things":1},"version":197652}]