Leading with an ethical perspective is not a decision you make, it is actions that you continually prioritize. Leadership is more than directing a team to meet organizational goals; it is the duty to make decisions that align with core values that are best for the whole. Ethical leadership is not about having the right answers, it is about asking the right questions that challenge assumptions and prioritize the greater good. The key to understanding how to lead with an ethical perspective is understanding that the role ethics plays in leadership is not an abstract idea, it is a daily practice.

After being introduced to the ethical frameworks of utilitarianism, which focuses on maximizing overall well-being, and deontology, which emphasizes duties and principles I walked away with practical tools to help me evaluate complex situations. As young professionals, we can use these ethical frameworks to navigate uncharted waters. Entering the workforce is a challenging transition, but being able to make decisions within the guidelines of ethical leadership fosters a situation where you are led to make a decision that ensures that the immediate impacts and long-term results of the decisions we make are considered. Using utilitarianism and deontology helps you understand how to balance outcomes and principles while continuing to ask the right questions. Pairing utilitarianism and deontology is a way to layer the importance of staying true to your core values while considering others. 

Vulnerability is a core value that is often misunderstood and overlooked by people in leadership. If leaders fail to recognize that they do not have all the answers they will fail to succeed. A leader who humbles themselves and prioritizes fostering an environment where diverse perspectives are valued makes more thoughtful and inclusive decisions. Leading with vulnerability is not a weakness, it is an opportunity to connect with those around you. Leaders who are open and allow people to connect with them on a deeper level make more human decisions. Knowing when to ask for help is powerful and vulnerability and openness build trust and comradery. 

Vulnerability is a practice I’ve started applying to my daily life. I have taken actionable steps to be more vulnerable. It is challenging to be vulnerable, but a simple first step is seeking feedback from peers and colleagues, even when it’s uncomfortable. Making simple steps towards being vulnerable is not easy, but the impact it can have on you is profound. Young professionals in the early stages of their careers may not hold high risk leadership roles, but ethical leadership begins now. We can see ethical leadership at work in how we choose to collaborate with teammates, the words we choose to use when we communicate, and the values we find ourselves prioritizing. Speaking up when you see someone being mistreated or misunderstood is a vulnerable experience that can set the tone for how you will lead with an ethical perspective.

By committing to ethical practices now like the frameworks of utilitarianism and deontology, and being more vulnerable, we can lay the groundwork for impactful, value-driven careers. Lead with vulnerability and see how your relationships evolve and grow stronger.

After reading the list of 500 core values examples, I decided to challenge myself to come up with five more core values not on the list. It took me a while to brainstorm other core values that were not on the very long list. I reflected on my values and tried to think out of the box. Values do not have to be specific. The list of core values created by Threads Culture did seem to be more generally brand-focused and broad. I could see most of the values being implemented in a human resource management handbook. A very special aspect of selecting core values is that they can be very personal. Selecting core values for yourself or your company shouldn’t be a quick decision. It should be something that you take the time to learn and understand before pursuing. Core values should also be routinely checked to make sure that you are implementing them correctly and that they are still the values you find most important. 

The core values I would add to the list of 500 are:
 
Inclusivity
Curiosity
Grace
Vulnerability
Magnetism 

All of these values can be used in personal value ethics or business ethics. Specifically, inclusivity ranks high on my personal values list, and I was surprised it was not on the list. Curiosity is the desire to learn more. This could be used to encourage the desire to learn more scholarly knowledge or to promote personal curiosity. It may encourage employees to learn more about the people around them. The next point of grace was also missing from the list. Grace can be interpreted differently, but I think it fits in with other words like understanding and caring. Vulnerability is something that I have written about multiple times this semester. Being vulnerable is very misunderstood and many CEOs and leaders should lead with more vulnerability. This allows people to connect with them on a deeper level and helps to humanize them and the decisions they make. Finally, magnetism is another point I would add to the list. Magnetism goes hand in hand with charisma. Being a magnetic workplace or a magnetic person means that you draw people in and foster a positive environment where people want to be. Curiosity, inclusivity, grace, vulnerability, and magnetism are equally important traits that could also be included on the list.

https://www.threadsculture.com/core-values-examples

The Triangle Business Journal’s Guest Column, “Needed: Leaders Who Inspire, Listen” was especially eye-opening and inspiring. The newspaper wanted column format was the perfect vessel for explaining the way an authentic leader leads.

An authentic leader honors people. To me, this means that you should lead with the members of your group or company first. You should take the time to get to know who you are working with to help them be the most effective. An authentic leader also provides meaning. I understand this to mean that the leader can help to infuse every decision with passion and understanding. Providing meaning is also helpful when you need to defend a decision you have made. This applies to both business and personal decisions. An authentic leader also listens. This is the most important attribute to me. Listening is so simple, but often in today’s culture we fail to slow down and listen to each other before making a quick judgment. Building trust is another attribute of an authentic leader. This goes hand in hand with listening. To build trust you must get to know someone which starts with listening to them. A good authentic leader is also vulnerable. Showing vulnerability is not a weakness. Knowing when to ask for help is powerful. A strong leader knows when to ask for help and be vulnerable. This also helps to build trust and comradery. Acknowledging others is another key attribute of an authentic leader. Valuing and recognizing the hard work of others will not only continue to motivate them but it will also inspire others to reach their full potential. An authentic leader will also provide a stake or help give the people around them ownership of the organization to foster a “we” mentality. All in all, the article described how to be an authentic leader which will make you a better more effective leader. It was specifically helpful because each point can be applied to your personal and professional life.

https://moodle-courses2425.wolfware.ncsu.edu/pluginfile.php/654268/mod_resource/content/1/Needed_Leaders_Inspire_Listen.pdf

The Willy Wonka Experience event in Glasgow described in the BBC article is reminiscent of the Fyre Festival scandal we learned about earlier in the semester. Billy McFarland and ​​Billy Coull both were very good at marketing. They failed to plan safe, legitimate events, but they masterfully leveraged the marketing for the events. They oversold a fantasy-like dream event that would be a once-in-a-lifetime experience. While Coull used artificial intelligence to create dream-like images of a false reality, McFarland did a similar thing, by inviting models to an unfinished beach. The viral marketing campaigns set the expectations of the events very high. With little regard for the safety and trust of the attendees, the two scammers proceeded to host the events without proper safeguards in place. McFarland used supermodels Bella Hadid, Emily Ratajkowski, and Allesandra Ambrosio, flashy music videos, viral social media posts, and people with established names in the music industry to sell his event. Coull used the popularity of Willy Wonka & the Chocolate Factory, Wonkathe film starring Timothée Chalamet, and artificially generated images to sell his event. Both men acted unethically and had to accept that they intentionally frauded people with the priority of making money. This violates virtue ethics and utilitarianism. Billy McFarland and ​​Billy Coull prioritized profit over people. Planning large festival-style events like the Willy Wonka Experience and Fyre Festival isn’t easy. McFarland and Coull had the opportunity to take a step back and plan legitimate events but chose to prioritize creating viral idyllic marketing campaigns instead. This is what led to the downfall of both events. The stunningly beautiful marketing campaigns created a higher expectation level which only increased the disappointment for attendees of both events.

https://www.bbc.com/news/uk-scotland-glasgow-west-68431728

https://www.cnbc.com/2019/08/18/how-fyre-festivals-organizer-scammed-investors-out-of-26-million.html

This module’s hot topic article “Parents ‘crossed a line’ in U.S. college scandal, prosecutor tells jury” by Nate Raymond reminded me of the Netflix documentary Operation Varsity Blues: The College Admissions Scandal. I eagerly watched the documentary when it premiered in 2021 because I had heard of the case and was interested in learning more about it. I enjoy most of Netflix’s documentaries and think the director is an amazing storyteller. The director of Operation Varsity Blues: The College Admissions Scandal is Chris Smith who also directed Fyre the documentary about the failure of Fyre Festival. He produced Tiger King and directed Sr. the documentary about Robert Downey Sr. He works closely with Netflix and is responsible for many of Netflix’s greatest documentaries. 

I think that Smith is an amazing director and producer because he manages to navigate the ethical ramifications of telling difficult stories in an entertaining yet respectful way. It is clear to me, as a fan and someone who has watched many of Smith’s films, that he prioritizes delicately telling sensitive stories. He manages to captivate and honestly tell a well-rounded story. After being reminded of the college scandal documentary and learning that so many of the documentaries I have enjoyed that tie back to topics discussed in class were directed by Smith, I wanted to know more about him. In an interview with the Academy of Motion Pictures, he said, “Every film is a window into another perspective, another life, which is an opportunity for you to learn and grow,” I think this gives great perspective into his psyche and morals. He doesn’t go into projects trying to expose people or ruin their lives, he goes into projects to learn and tell a raw, transparent story. 

https://www.reuters.com/legal/government/final-arguments-expected-1st-us-college-admissions-scandal-trial-2021-10-06/

https://www.netflix.com/title/81130691

https://aframe.oscars.org/what-to-watch/post/chris-smith-5-movies-that-shaped-me-as-a-filmmaker

The UC San Diego Ethics Awareness webpage is extremely informative. I admire the transparency they have in explaining why ethics are important, the consequences of acting unethically, and most importantly, they offer a clear plan of how they advise UC San Diego departments to help cultivate an ethical institution. Their words of what it means to be ethical are met with actions of how to commit to following through. It is amazing to see that they list four succinct points of action that outline what fostering a high level of integrity in institutional departments means. These points offer a framework for how to create a healthy environment. 

The points they list are:

1. Tell people what is expected of them.
2. Set the example.
3. Give the message and repeat it often.
4. Use the resources available to you.

Telling people what is expected of them is the first step, and it creates the foundation of understanding. It levels the playing field and eliminates people being unsure of the expectations. Next, they encourage people to set an example. I believe that this is one of the most important steps because it takes the point to a new level. The department must embody the expectation of integrity and ethical values. The more people within the department that model the fundamental ethics will create a domino effect that allows the culture to spread across the department. As a department head, they have the responsibility to set the standard, and be an example. They also must give the message and repeat it often. This is a continuous process that must be exercised. The final point given is to use the resources available. The Ethic Awareness webpage is an amazing resource, and it should be utilized. 

How Do We Cultivate An Ethical Institution?

The Equifax hack and subsequent data breach is a wild case study that proposes many ethical dilemmas. It proves how important it is for companies to ensure that the information they collect is protected and safe. I believe that Equifax was ethically responsible for ensuring the utmost security for personal data. They failed to protect this sensitive data, and the fallout was catastrophic. Other companies should use the Equifax breach as a blueprint for what not to do when it comes to protecting data but Equifax did do something right after the breach. This is valuable information for other companies to learn from. Equifax pretty much honestly admitted that they dropped the ball and let millions of people down. The CEO Richard Smith immediately personally apologized which is rare. He was vulnerable, and his vulnerability resonated with the public.  The Money Coach University article did a great job of explaining how the way Equifax handled the situation impacted the company and the public response. It was also an advocate for us as internet users and consumers to take responsibility for our data. While companies should be making every effort to stay ahead of cyber threats we must remain vigilant and proactive in protecting our data. There are so many ways for us to protect our own data but it is sad and alarming that we must do so. It is still inevitable that bad people will try to take advantage of vulnerable people and vulnerable information. I think that the Equifax hack and subsequent data breach is horrifying, but that other companies should learn from Equifax’s mistakes and that we as internet users should also recognize how important protecting our data is. 

The USA Today “LuLaRoe was little more than a scam, a Washington State lawsuit claims” article was of specific interest to me. I was very familiar with LuLaRoe and had previously watched the LuLaRich Amazon documentary and Refinery29’s “Inside LulaRoe: Why Women Left The MLM” documentary on YouTube. Understanding all that went into the fall of LuLaRoe is a wild ride that is even more complex from an ethical perspective. The Amazon documentary is very insightful, but the Refinery29 documentary gives a more raw first-hand account of the situation. Roberta Blevins, a former LuLaRoe saleswoman, is featured in both documentaries. She has gone on to use social media to continue to share her story and experience in LuLaRoe while also warning people that multi-level marketing companies are not always what they seem. She is transparent about her experiences and has been a voice for other victims of LuLaRoe. 

Being reminded of the LuLaRoe case and the documentaries I had watched inspired me to continue my research about multi-level marketing companies in the mini-analysis. The structures of multi-level marketing companies are complex. When you try to understand all of the active ethical dilemmas you see that unethical business practices are carried throughout all levels of multi-level marketing companies. There is an extremely fine line between legal multi-level marketing businesses and illegal pyramid schemes. LuLaRoe was one of the once-legal multi-level marketing companies that failed to stay on the right side of the fine line and ultimately paid the price. Multi-level marketing companies are dangerous and predatory, and the complexity of the ethical dilemmas makes navigating them even harder. 

The CNBC article “Fyre Festival: How a 25-year-old scammed investors out of $26 Million” reminded me that I watched a documentary about Fyre Festival in high school. I watched the Netflix documentary Fyre in a marketing class. It was so interesting to see how powerful marketing can be. While Billy McFarland failed in so many ways one successful thing he did was market the event. With virtually nothing to show in an advertisement, he thought outside the box and created a viral marketing campaign that set the expectations of the event very high. Using the supermodels Bella Hadid, Emily Ratajkowski, and Allesandra Ambrosio brought a sense of legitimacy to the festival that unknown models would have never accomplished. He also used social media to help the event go viral. While it was all fake and a disastrous situation was brewing, McFarland’s tactics were smart. He understood the target market and how to convince them to trust him. He masterly frauded people, betrayed their trust, and acted extremely unethically. He defrauded thousands of people and knowingly spread mass misinformation. McFarland also ran the marketing campaign without the capital to support it. The false advertising of the festival also went on too long. It was not enough for McFarland to create a fake story but he also continued the lie until it put people’s lives at risk. McFarland had the power to shut down the festival before it began and own up to all of the false advertising, but he failed to do so.

The CNBC article “These are the 10 best CEOs in America in 2019, according to Glassdoor” was shocking to me. I was not shocked because of the companies listed, I was shocked because nine out of ten CEOs mentioned were men. Lynsi Snyder the CEO of In-N-Out Burger was the only female listed in the top ten in 2019. I was pleasantly surprised that Snyder was in the top three CEOs in America in 2019, according to Glassdoor. It is shocking to see how few women can make it to the top when being rated like this. The article links to the top 100 list for 2024. To my surprise, Lynsi Snyder was still in the top ten but she had slipped to sixth place. Snyder has been joined by Abigail Johnson the CEO of Fidelity Investments in the top ten. Johnson ranks tenth. Snyder and Johnson are the only two women listed in the top twenty. It is very exciting to see that more women have made their way to the top of the list in the last five years but it is still startling to realize. When considering the number of female CEOs compared to the male CEOs it is exciting to see that women are beating the odds, but I look forward to checking back next year to see if any more women have cracked the top ten or even the top twenty.

With the perspective this class has given me already, I wondered how Lynsi Snyder uses ethics in her business decisions. From what I have learned about her, she stays committed to the foundation her family set for In-N-Out. I believe she makes decisions based on faith, family, and commitment to quality. Snyder is highly regarded for her dedication to the well-being of In-N-Out employees and commitment to company culture. All of these reasons are probably why she remains in the top ten.

https://www.cnbc.com/2019/06/19/glassdoor-top-10-us-ceos-2019.html

https://www.glassdoor.com/Award/Best-Places-to-Work-LST_KQ0,19.htm