Leadership Ethics in Global Contexts

Leaders think that global #diversity, #equity, and #inclusion work means imposing the same one-size-fits-all programs onto everyone and calling that progress. This couldn't be more wrong. Global work done right means ensuring the same HIGH STANDARDS for everyone, achieved by uniquely understanding the contexts different audiences operate in. Your workers in Mumbai should feel just as much a sense of fairness at work as your workers in Stockholm, Austin, and Lisbon do, even though their contexts couldn't be more different. Your workers in Perth should feel the same high level of respect at work as your workers in Istanbul, Osaka, and São Paulo do, even though their contexts couldn't be more different. How can any global organization achieve this? The answer is certainly not what most do at present, where "global DEI work" most often takes the form of a single centrally-produced event or program, often recorded in the US or occasionally the UK or EU, that later gets shared with other regions after the fact with subtitles in the corresponding language (if that). As if a US-based speaker talking about US issues could remove the unique barriers to equity and inclusion in a Latin American context, or offer guidance that meshes with East Asian workplace norms. Global organizations that do DEI work right set their goals from the top, then push decision making down into each region to solve their unique challenges in their unique contexts. The barriers to fairness in Mumbai are not the same barriers to fairness in Stockholm, Austin, and Lisbon. The barriers to respect in Perth are not the same barriers to respect in Istanbul, Osaka, and São Paulo. To remove those barriers and achieve high standards of thriving, success, and wellbeing, global companies MUST place the power and autonomy into leaders with expertise and skill creating change in their respective contexts, and embolden them to solve problems — even if their solutions may not appear to make sense at first glance to an outsider. The role of global leaders is not to prescribe solutions, but to articulate shared goals, craft a shared narrative for their importance to the business, and coordinate regional leadership to ensure that even as solutions might diverge, the focus on achieving high standards, and doing so according to the organization's values, does not waver. As it turns out, the most critical talent when it comes to global DEI work is NOT a brilliant global leader who understands a little bit about DEI work in every region, but instead many, many brilliant local leaders who understand everything there is to know about DEI work in their specific context. With the proper resourcing and support, it's these local leaders who will solve problems and reimagine workplaces in ways global executives could never imagine. The odds that your global organization has recognized this are low, and that needs to change.

I couldn’t ignore this. The recent CEO resignation at The Astronomer following the Coldplay incident is a fascinating case study in leadership accountability and boardroom dynamics. As a Chartered Administrator and PhD holder in Management Sciences, I find this situation particularly relevant, not for the gossip, but for what it reveals about the evolving responsibilities of leadership and the strategic role of governance. In today’s world, CEOs are not just business drivers; they’re brand ambassadors. Their actions whether inside the company or on a public stage carry weight. And when public perception turns negative, it’s the board that must step up and manage the fallout. Here are a few key reflections from a governance perspective: 🔹 Leadership today is 24/7: The lines between personal conduct and professional image are blurred. A moment can cost reputation sometimes irreparably. 🔹 Board independence is essential: A mature board knows how to respond with clarity and integrity, ensuring that decisions protect both the company’s values and its future. 🔹 Reputation is a board-level risk: It must be treated with the same rigour as financial, operational, or legal risks. Governance isn’t only about compliance; it’s also about conscience. 🔹 Culture, context, and communication: In a globalised setting, cultural awareness and emotional intelligence are non-negotiable traits in leadership. This isn’t about judging individuals. It’s a professional reflection on how fragile trust can be, and how vital it is for leadership and boards to act with foresight, empathy, and strategic clarity. Good governance isn’t tested when things are smooth; it’s revealed when the unexpected happens. Dr. Carine Jennings-Ferreira Ph.D

If you only lead with one eye open, what are you not seeing? See with care. See with two eyes. Mi’kmaq Elder Albert Marshall calls this practice Two-Eyed Seeing— “To see from one eye with the strengths of Indigenous knowledge, and from the other eye with the strengths of Western knowledge— and to use both eyes together.” It’s not about choosing sides. It’s about leading with wholeness—with the humility to recognize that no system sees everything alone. And that’s exactly the kind of leadership we need right now. Because as AI expands our tools, it’s shrinking our attention. We’re overwhelmed with what’s measurable. And we’re starving for what’s meaningful. In the age of artificial intelligence, Two-Eyed Seeing is a leadership invitation: 1️⃣ To honor both data and story. 2️⃣ To value both precision and presence. 3️⃣ To bring together complexity, compassion, and care. This is where my work—ethical cognizance—comes in. Ethical cognizance is the practice of leading with moral awareness in real time. It’s a five-part approach for seeing more clearly and responding more humanely: 1️⃣ Identity – What lenses am I looking through? What history am I carrying? 2️⃣ Intentionality – Why am I choosing this approach? What do I hope to nurture? 3️⃣ Agency – What power do I hold? How can I use it responsibly, or share it? 4️⃣ Context – What dynamics, relationships, and histories shape this moment? 5️⃣ Awareness – What have I been trained not to see—and what am I ready to face? These questions don’t slow leadership down. They make it deeper. Stronger. More human. Because AI can generate answers. But only you can choose how to see. And only you can lead with love. This ethical work is what I do to help you. To lead with presence when speed is rewarded. To see with care when most people scroll past. To create cultures that honor more than metrics. Elder Marshall gave us a gift. Now we must learn to see with both eyes open. What do you risk not seeing—if you only look through the lens you were trained to use? Let’s begin there. Send me a DM. Let's chat.

𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐄𝐭𝐡𝐢𝐜𝐬 𝐢𝐧 𝐓𝐮𝐫𝐦𝐨𝐢𝐥: 𝐇𝐨𝐰 𝐋𝐞𝐚𝐝𝐞𝐫𝐬 𝐂𝐚𝐧 𝐍𝐚𝐯𝐢𝐠𝐚𝐭𝐞 𝐭𝐡𝐞 𝐁𝐫𝐞𝐚𝐤𝐝𝐨𝐰𝐧 Global consensus on ethics — from anti-bribery enforcement to corporate responsibility — is fracturing. The U.S. is relaxing enforcement, while the EU is tightening regulations. This divergence is putting companies in an ethical gray zone, forcing leaders to decide: stay the course or bend to market pressures? The cost of getting this wrong? Reputational damage, financial penalties, and broken trust — just ask Volkswagen or Ericsson. So how do leaders steer their companies through this ethical minefield? Richard Bistrong and Anna Romberg offer 3 approaches executives can take to steer their organizations through complex ethical challenges — before lasting damage sets in. 1️⃣ 𝐏𝐫𝐞𝐬𝐬𝐮𝐫𝐞-𝐭𝐞𝐬𝐭 𝐲𝐨𝐮𝐫 𝐯𝐚𝐥𝐮𝐞𝐬: Make sure values guide daily decisions — not just live on the website. 2️⃣ 𝐄𝐦𝐛𝐫𝐚𝐜𝐞 𝐟𝐫𝐢𝐜𝐭𝐢𝐨𝐧: Healthy disagreement fuels better decisions and prevents ethical complacency. 3️⃣ 𝐇𝐞𝐚𝐥𝐭𝐡-𝐜𝐡𝐞𝐜𝐤 𝐞𝐱𝐩𝐞𝐜𝐭𝐚𝐭𝐢𝐨𝐧𝐬: Ensure performance goals align with reality to avoid risky shortcuts. The takeaway: Leaders who create space for hard conversations, recalibrate when necessary, and stay grounded in authentic values will drive sustainable success — even when the rules keep changing. How is your leadership team navigating these ethical shifts? https://lnkd.in/gWhdpuqg #leadership #ethics #compliance #governance #boards #GlobalEthics

In the dynamic landscape of modern business, the importance of ethical leadership in boardrooms cannot be overstated. At the recent #LEADConvention2024, Gertrude Karugaba, Board Chairperson of the League of East African Directors (LEAD), highlighted several crucial trends shaping board leadership and corporate governance. Her remarks underscored the central theme of ethical leadership as the driving force behind these trends.   Top Trends in Board Leadership and Corporate Governance 1. Board Independence: Maintaining board independence is crucial for effective oversight. Boards must avoid delegating their responsibilities to CEOs and management, ensuring unbiased governance. 2. Leadership Transitions: Smooth leadership transitions and strong succession planning are vital for stability. Identifying and nurturing future leaders upholds organisational values and strategic vision. 3. Stakeholder Management: Companies must actively commit to stakeholders, including customers, employees, and communities. Ethical leadership means genuinely caring for these groups. 4. Sustainability Agendas: Setting authentic sustainability agendas and avoiding greenwashing is essential. Ethical leadership demands transparency and accountability in sustainability efforts. 5. Compliance and Risk Management: Personal accountability in compliance and risk management is critical. Ethical leadership involves adhering to legal obligations and fostering a culture of compliance. 6. Macro-Economic Uncertainty: The volatile economic climate requires boards to enhance predictive capabilities. Leveraging technology and learning from past decisions helps navigate uncertainties. 7. Technology Governance: Boards must manage the opportunities and risks of technology and AI. Proper governance prevents competitive disadvantages related to technology adoption. 8. Cybersecurity Risks: Continuous adaptation and investment in cybersecurity talent are necessary. Ethical leadership prioritizes cybersecurity to protect organizational assets. 9. Crisis Management: Preparing for crises is crucial. Ethical leadership involves developing robust crisis management plans and fostering resilience. Recommended Reading: For those looking to delve deeper into these issues, Gertrude Karugaba recommends "Disaster in the Boardroom: Six boardroom dysfunctions every board should guard against" for insights into common pitfalls and strategies to overcome them. #leadership #leadershipdevelopment #boardroom #stakeholders #shareholders #esg #corporategovernance #management |#coachcoegi

In today's complex world, ethical decision-making is paramount for businesses and individuals alike. Max Weber's dichotomy between the Ethics of Responsibility and Ethics of Moral Conviction offers a thought-provoking framework to navigate these challenges. The Ethics of Responsibility emphasizes the pragmatic approach of assessing consequences and the impact of actions. It encourages individuals to consider the broader implications of their decisions on stakeholders, society, and the environment. By prioritizing outcomes and taking accountability, we can strive for sustainable and ethical practices in our endeavors. Conversely, the Ethics of Moral Conviction underscores the importance of adhering to personal values and principles, even in the face of adversity. It emphasizes integrity, authenticity, and standing firm on ethical beliefs, regardless of external pressures. Upholding moral convictions fosters trust, credibility, and long-term sustainability in relationships and endeavors. As professionals, striking a balance between these two ethical paradigms is crucial. We must navigate the complexities of real-world scenarios while staying true to our values and principles. By integrating both the Ethics of Responsibility and Ethics of Moral Conviction into our decision-making processes, we can foster a culture of integrity, accountability, and ethical leadership.

𝐔𝐧𝐥𝐨𝐜𝐤𝐢𝐧𝐠 𝐀𝐮𝐭𝐡𝐞𝐧𝐭𝐢𝐜 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩: 𝐍𝐚𝐯𝐢𝐠𝐚𝐭𝐢𝐧𝐠 𝐆𝐥𝐨𝐛𝐚𝐥 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬 𝐰𝐢𝐭𝐡 𝐈𝐧𝐭𝐞𝐠𝐫𝐢𝐭𝐲 After reading Dana Born, Marc Correa, and Bill George's "Authentic Leadership Across Levels," I'm impressed by their practical approach to leading with authenticity in today's VUCA world. Authentic leadership isn't about following external rules. It's about aligning personal values with organizational goals while adapting to diverse contexts. Unlike transformational or charismatic leadership, authentic leadership emphasizes aligning internal values as the foundation for external actions. The article provides four practical frameworks: 𝐈𝐧𝐝𝐢𝐯𝐢𝐝𝐮𝐚𝐥 𝐋𝐞𝐯𝐞𝐥: Find your True North through life experiences, crucible moments, and personal aspirations 𝐈𝐧𝐭𝐞𝐫𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐋𝐞𝐯𝐞𝐥: The 𝗧𝗥𝗨𝗦𝗧 Framework • 𝗧rue North: Align values with purpose • 𝗥elationships: Build connections through listening • 𝗨nderstanding: Know each person's strengths • 𝗦upport: Provide culturally sensitive feedback • 𝗧hriving: Help others develop and grow 𝐓𝐞𝐚𝐦 𝐋𝐞𝐯𝐞𝐥: The 𝗖𝗢𝗔𝗖𝗛 Framework • 𝗖are: Show genuine interest in wellbeing • 𝗢rganize: Match roles with strengths • 𝗔lign: Create a shared purpose • 𝗖hallenge: Encourage ambitious goals • 𝗛elp: Offer appropriate support 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐋𝐞𝐯𝐞𝐥:  The 𝗖𝗔𝗥𝗘𝗦 Framework • 𝗖ollaborate: Build purpose collectively • 𝗔rticulate: Communicate values clearly • 𝗥eflect: Demonstrate values externally • 𝗘xample: Model desired behaviors • 𝗦ystemic Thinking: View the organization holistically 𝐌𝐲 𝐤𝐞𝐲 𝐭𝐚𝐤𝐞𝐚𝐰𝐚𝐲𝐬: 1. Authentic leadership isn't rigid rule-following – it requires flexibility in expressing values across contexts 2. Self-awareness forms the foundation – understanding your "True North" enables consistent leadership 3. Cultural agility is essential – adapt how you express values without compromising them 4. Authenticity scales – from individual awareness to organizational systems What authentic leadership practices have you found most effective in your organization? #AuthenticLeadership #GlobalLeadership #TrueNorth #LeadershipFrameworks #RickCazzell #IMIConsultingGroup

🌍 Ethics, Diplomacy, and Soft Power: Why Integrity Matters on the Global Stage In today’s interconnected world, soft power—the ability to influence others through attraction and persuasion rather than coercion—has become a key tool in international relations. But what role do ethics and diplomacy play in shaping soft power, and why do they matter? 🔹 The Ethical Foundations of Soft Power Soft power is built on credibility, trust, and shared values. Nations and organisations that uphold ethical standards—whether in trade, human rights, or climate commitments—enhance their global reputation. On the other hand, when actions contradict professed values, soft power erodes. 🔹 🇸🇪 Sweden consistently ranks high in soft power due to its commitment to: • Human rights • Sustainability • Multilateral diplomacy For example, its leadership in the Stockholm Initiative on Nuclear Disarmament reinforces Sweden’s image as an ethical global leader. 🌍 Diplomacy as a Conduit for Ethical Influence Diplomacy is more than negotiations—it’s a vehicle for projecting ethical leadership. Nations that engage in transparent, values-driven diplomacy tend to maintain stronger alliances and public goodwill. Two powerful examples: 🔹 🇳🇿 New Zealand (2019): After the Christchurch attack, Prime Minister Jacinda Ardern’s empathetic response, swift gun control reforms, and inclusive leadership strengthened the country’s global reputation for peace and social cohesion. 🔹 🇨🇷 Costa Rica: This nation abolished its military in 1948, choosing instead to invest in: • Education & healthcare • Environmental sustainability • Climate diplomacy Costa Rica’s leadership in the High Ambition Coalition for Nature and People has positioned it as a global leader in sustainability, enhancing its soft power. ⚖️ When Ethics and Soft Power Collide Soft power isn’t always aligned with ethical behaviour. Some countries invest in cultural diplomacy and humanitarian aid while simultaneously engaging in actions that undermine democratic values. For businesses and policymakers, the challenge is to navigate these contradictions with integrity. Brands that fail to act responsibly—whether on labour rights or environmental issues—face increasing scrutiny, impacting their reputation and influence. 💡 Final Thought: Ethics as a Long-Term Investment Ethical diplomacy and soft power require consistency, credibility, and commitment. Nations and organisations that embed ethics into their international engagement build lasting trust—arguably the most valuable currency in global affairs. 💬 How do you see ethics shaping soft power in today’s world? Let’s discuss! 📸 From Unsplash #SoftPower #Diplomacy #GlobalInfluence #TrustMatters #InternationalRelations #DiplomacyForAll #CostaRica #Sweden #NewZealand