Several years ago, I was facilitating a session with a group of managers on decision making, ethics, and leadership credibility. This was an interesting engagement that I really enjoyed as this group of professionals had strong opinions and they were not shy about expressing them.
Like any discussion that involves ethics and leadership credibility, I had to work with this management team on not falling into the trap of labeling personality style differences as unethical behavior. We ended in a good place as we discussed various models and tools for more effective outcomes in these areas.
If the possibility of your leadership actions going public concerns you, then maybe you should do something different. Click To Tweet
I could not have imagined that one of the tools that I asked this group of managers to use in assessing their decision making and organizational behavior in the future — the New York Times Test — would be validated in such a public way.
Specifically, the advice I gave these managers about making good ethical decisions came full circle with the resignation of Greg Smith from Goldman Sachs and the publication of his letter to the world in the New York Times. His actions are a real-world example of one tool that managers can use to improve their organizational effectiveness.
Specifically, organizational development consultants and trainers have used The New York Times Test for years as a learning aid on a variety of leadership and management topics. It is helpful for management actions ranging from public relations to operational decision making.
What is the New York Times Test?
The New York Times Test basically tells managers to ask themselves how they would feel if the actions they are about to take in their organization (decisions, communication, etc.) were described in detail on the front page of the New York Times. This test challenges managers and senior leaders to assess their own behavior against an expanded criteria that goes beyond organizational expediency and profitability to also include public scrutiny.
The New York Times Test is a high-level test that serves as a warning indicator.A quick test on the ethics of your leadership actions is the New York Times Test. Basically, how comfortable would you feel if your actions were discussed in detail on the front page of the New York Times? Click To Tweet
In my work, I describe it as a view of the environment at a high altitude level. I like to use the analogy of a pilot preparing a 747 for a routine landing.
If the pilot tells everyone to get ready for a routine landing and the plane is flying over the Rockies or over the middle of the Pacific Ocean, the passengers will be concerned. Their high-level assessment tells them the environment is not hospitable for a safe landing and it is wise to look for an alternative.
As I explain to managers in my work, if the thought of having their actions written up on the front page of the New York Times concerns them in a given situation, then they should take some time to reassess how they proceed. At a first glance, the New York Times Test is telling them that there are some cautionary red-flag warnings with their approach.
If you are not using the New York Times Test as one of your tools for decision making and communication in your current management and leadership capacity, I’d encourage you to add it to your management toolbox. Many leaders can improve their effectiveness and maintain their credibility by using this test.Does the thought of your company's leadership actions appearing on the front page of the New York Times terrify you? If so, your business just failed the New York Times Test. Click To Tweet
* Related Image Photo of New York Times by Joe Shlabotnik.