Board Room—PM Breakout Session
- Tolerance (USMA, USAFA, T A&M)
- Coercion (Norwich)
- Honor oath (USAFA)
- Conspire to Decieve
- Honor Concept (USCGA)
- Act and Intent
How soon is too soon in teaching the idea of an Honor Code?
- Appreciation for the Honor code may not come until after out of the institution
- Making/building character vs. revealing character
- Theory X—“Pain avoidance” may be best for particular age group
- Theory Y—“Right thing to do” may better serve older group
- There may be cultural, societal, differences in accountability at younger ages
- There may be communication/interpretation challenges with different age groups
How difficult is it to turn in a classmate/colleague?
- Stigma may attach as the enforcer of the code
- Integrity and honesty can’t be a “ some time” thing
- Conundrum: Loyalty to Peers vs. Duty to Code/Institution
- For the system to work, it must be “All or Nothing”
- Disciplinary actions can be constructed for age appropriateness
- Use removal of “reward” for younger students
Should “intent” be a factor in determining violations of Honor Code?
- “Ignorance” is no excuse
- Does the end justify the means?
- Does environment circumstance influence “Cherry Picking” through the Honor Code?
Is there a universal moral compass?
- One set of conduct codes at the institution; one set for a “secular” environment (Peer pressure; social norms)
- “Friends don’t let friends lie, cheat, steal. . .”
- Basic goodness and sense of “right” should prevail—is this a safe assumption?
- Choose your friends carefully
Should an Honor Code be “Situational” vs. “Bright Line”?
5 October 2010, 1030 Breakout Session, Gouldthorpe (facilitator)
- Does a “Single sanction” system run counter to a learning environment?
- There are ample opportunities to ask questions to avoid violations
- Enforcement serves as a reminder and proof of accountability
- Toleration may reduce reputation of institution and the value of its credentials and degrees
- Isn’t rehabilitation a part of the learning process?
Overcoming the Challenges to Leader Development
- How do we overcome the stigma to asking for help in academia and beyond
- Honor system versus a real world which tolerates a lack of ethics
- Diffusion of values
- Lack of Code outside of military academies
- Misunderstanding of the terms “character” and “morality”
- Breakdown of the family unit
- Loss of absolute values
- Lack of discipline and consistency academically
- Liability issues at school
- Separate values professionally and personally
- Who’s in charge of discipline and character building?
- Divide between academic and residential life
- How do we teach leadership and character development institutionally as a unit?
- Defining ethical platform- Can we agree on certain absolute principles?
- How do we assure that faculty consistently embrace the core mission?
- Moral-ethical dilemma of ranking values
- Lack of commitment/loyalty in business, military…
- Education recognizes almost exclusively individual effort and performance rather than leadership
- Lack of effective communication due to technology, social networking, lack of attention
- How do we address constant change?
- Role of media in influencing values (mainly negative)
What we need:
- Balance of change and continuity
- Positive reinforcement
- Leading by example
- Encouraging mentorship
5 October 2010, 1425 Breakout Session, Gouldthorpe (facilitator)
Honor Systems as Components of Leader Development
Nature of Honor in academic and social settings:
- Perceived honor/ reality
- Many companies encourage employees to simply accumulate billable hours without
- Which are the companies seen as “good,” held in high esteem?
- Apple, google, Chick-Fil-A, Disney, GM…military
- What do these companies have in common?
- They give workers flexibility but expect professional work
- Comfortable work environment
- Take care of employees (stock options, etc)
- Value people
- But, how do they treat past employees?
- Does the honor code exist in the corporate world?
- Unethical practices (Enron)
- Only if someone gets caught
- Where does it start?
- Home, family
- “they” are only a reflection of us (poor leadership, congress, etc)
- It’s about more than self; unit, culture, values
- Adhering to an honor code does not equate to living honorably
- What do “good” companies do with new employees?
- Outline expectations
- Code of conduct
- Familiarize them with company values
- “Inspect what you expect”
- Code of Conduct
- Is it voluntary?
- Great organizations have trust, honor, horizontal communication, upside down pyramid
- How do we get around toleration in the honor code?
- It is better for you not to tolerate
- Loyalty to the unit/organization comes first
- Don’t let dishonorable people get ahead
- What qualifies as an honor code violation?
- Should honor codes sanction all violations equally?
- Should all military academies have a uniform honor code?
- One and done?
- Single sanction?
- Does a second chance system encourage dishonorable behavior?
- Need integrity in having and living core values
- Assure common values in order to have happy employees and success
- Students and officers have the obligation to uphold their organization’s honor code and make necessary improvements.
- Distinction should be made between conduct and honor
- Education and Enforcement are necessary in conjunction