Absolute Honesty: Building a Corporate Culture thatValues Straight Talk and Rewards Integrity
by LarryJohnson and BobPhillips
ISBN:0814407811
AMACOM
©2003(292pages)
Thisbookshowshowtoestablishandmaintainaculturewherehonestcommunicationisthenorm,andemployeescanspeakopenlywithoutfearofretribution.
Table of Contents
-
The Challenge
-
The Six Laws of Absolute Honesty
Chapter3-AbsoluteHonestyLaw#1:TelltheTruthChapter4-AbsoluteHonestyLaw#2:TackletheProblemChapter5-AbsoluteHonestyLaw#3:DisagreeandCommitChapter6-AbsoluteHonestyLaw#4:WelcometheTruthChapter7-AbsoluteHonestyLaw#5:RewardtheMessengerChapter8-AbsoluteHonestyLaw#6:BuildaPlatformofIntegrity
-
Where do We Go From Here?
Chapter9-BuildinganEthicalInfrastructureChapter10-KeyPointstoHelpYourImplementationEffortsNotesIndexListofFigures
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Back Cover
Honestyisn
’
tjustthebestpolicy—
it
’
salsobestpractice.WorldCom.Enron.Tyco.Shockingaccusationsofdishonestyandsilentcomplicityhavedominatedheadlinesrecently,andcosttheAmericaneconomytrillionsofdollars.Clearly,dishonestydoesn
’
tpay.Drawingfromthesestories,aswellasfrommorepositiveones,
Absolute Honesty
showshowtoestablishandmaintainaculturewherehonestcommunicationisthenorm,andemployeescanspeakopenlywithoutfearofretribution.Thebookillustratestheimpactthattruthfulnessandaccountabilitycanhaveonorganizations,attackingthesortofpassivitythatallowslittleliestogrowintogiantdisasters.StructuredaroundtheSixLawsofAbsoluteHonesty,thisinsightfulbookgoesbeyondsimplyextollingthevirtuesofethicstoprovideatemplatemanagerscanusetomaintainanenvironmentofhealthydebate.Italsocontainsatoolboxoftechniquesanyonecanapplytoimprovehisorherabilitytoconfrontandresolvedifficultissues.Companiescanreaphugebenefitsfromcultivatinganatmosphereoftrust.
Absolute Honesty
isanimportant,timelybookthatprovidesreaderswiththetoolsandstrategiestoestablishacultureinwhichcommunicationthrivesandresultsspeakforthemselves.
About the Authors
LarryJohnsonisaninternationallyrenownedspeakerandbusinessconsultantwhospeakstomorethan10,000potentialbuyersofthisbookeveryyear.HisclientsincludeLloydsofLondon,Harley-Davidson,JPMorganChaseBank,Loreal/MatrixCosmetics,NordstromDepartmentStores,AmericanExpress,AmericanMedicalAssociation,andSouthwestAirlines.Larryhaspresentedtomorethan2,000audiencesineverystateintheUnion,aswellasintheUnitedKingdom,HongKong,Canada,CostaRica,Malaysia,IndonesiaandAustralia.Hehasbeenaregularspeakerat
Inc.
Magazine
’
sinternationalconferences,andhasbeenafeaturedspeakerateightconventionsoftheInternationalCustomerServiceAssociation.LarryrecentlypresentedattheInternationalConventionoftheAmericanSocietyofAssociationExecutives.Larryhaspublishedmorethan40articlesinnationalandinternationaljournalsonthetopicsofleadership,customerservice,andteamwork.Priortohisspeakingandconsultingcareer,Larryworkedasatrainingmanagerforachainofprivatepsychiatrichospitals,andthenfortheCityofPhoenix.HeholdsaBachelorofArtsinEducationfromArizonaStateUniversityandaMastersofEducationinCounselingPsychologyfromNorthernArizonaUniversity.HealsohasearnedthedesignationofCertifiedSpeakingProfessionalfromtheNationalSpeakersAssociation(NSA).Ofthe3500membersofNSA,fewerthan8%haveearnedthisdistinction.BobPhillipshasmorethanthirtyyears
’
experienceasahumanresourceprofessionalwithsomeofAmerica
’
smostrecognizedcompanies:Intel,AT&T,U-haul,SequentComputers,Tektronix,andDigitalEquipmentCorporation.AtbothIntelandDigital,heoversawthesuccessfulcreationofthehumanresourcedepartmentsforbrandnewmanufacturingfacilitiesinfourdifferentlocationsthroughouttheUS.Thisinvolvedestablishingandoverseeingthefunctionsofrecruiting,hiring,payandbenefitssystems,executivecompensationpackages,employeetraining,executivecoaching,successionplanning,preventivelaborrelations,legalcompliance,andmanagerialsupport-foroperationsthatemployedasfewas500andasmanyas10,000.Bob
’
saccomplishmentswereespeciallynotablebecausetheseexpansionprojectswerefirst-timeeffortsbybothcompaniestoextendmanufacturingoperationsbeyondtheiroriginalfacilities.AsVicePresidentofHumanResourcesatTektronix,amanufacturerofelectronictestinginstruments,professionalbroadcastingequipment,andcolorprinters(twobilliondollarsinsalesand7500employeesatthetime),Bobwaspivotalineffectingamajororganizationalrestructuringofthatcompany.ThisincludedoverseeingthetransitionofTektronix
’
sEuropeandivisionfromthirteenseparatebusinessunitsintoathree-business,pan-Europeanstructurethattranscendedinternationalborders.ThisreducedTektronix
’
scoststructureby25%andincreasedsalesby15%.
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AsVicePresidentofHumanResourcesforGrassValleyGroup,acompanyof700employees,withrevenuesof200millionplus,herecentlymanagedGrassValley
’
smergerwiththeFrenchelectronicsgiant,ThomsonMultimedia,whichinvolvedcollaborationwithexecutivesinHongKong,Sidney,ParisandtheUStointegrateallfunctionsofthetwocompaniesintoan80,000employee,10billionEurocompany.
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