Integrity and Values

©2008 www.nosecrets.com.au is published by Reflections HOPE Pty Ltd (ABN 95 113 603 400), PO Box 472 Engadine NSW 2233. No Secrets and Nine Dimensions are wholly owned subsidiaries of Reflections HOPE (ABN 95 113 603 400). Copyright 2008 by Reflections HOPE Pty Ltd. All rights reserved.

The Integrity and Values Profiling System is the result of extensive research into leadership and integrity in Australia.

In a world first, we established what leaders wanted to know about their people, how they can effectively manage and develop them and how to make good recruitment decisions based on solid verifiable data.

Take the guess work out - Verify your ‘gut’ instinct

The Integrity and Values Profiling System can be used for a variety of purposes. It takes the guess work out of the decision making process, and will often verify your ‘gut’ instinct. It is a tool that provides comprehensive data, thereby giving a solid basis on which to make informed people decisions.

It highlights developmental and coaching focus areas for individuals and provides leaders with unique insights enabling them to further support and grow their people. The tool also provides a ‘map’ to create solid succession plans for leaders and their organisations.

The Integrity Model – integrity is one of the most misused and misunderstood words in the English language.

The Integrity Model enables people to think clearly about this subject and articulate that thinking. Everyone has Values, Attitudes and Beliefs. Integrity is not about whether or not we are honest or moral. Rather it is whether we can act daily in a way that is a demonstration of our Values and Attitudes and Beliefs.

We have Integrity when what people see is the same as who we say we are.

Maintaining our integrity is a moment by moment occurrence.

In each moment, each interaction, we make a choice as to whether we honour our Values, Beliefs and Attitudes. This takes courage - and we will fail. The issue is not, that we fail.

The issue is that we do not correct our mistakes fast enough or take responsibility for our mistakes.

In order for us to live up to who we say we are we need to ensure that it is installed into the very fabric of our being and our self image so we can have it visible in our outer world by the actions we take

·	What the individual’s ‘default style’ is under pressure.
·	What their personal level of integrity is.
·	How they manage themselves, their work and their relationships.
·	How forward thinking they are.
·	How honest they are about themselves and
·	How hard they work to make an impression, whether good or bad.

·	Role suitability
·	The desire to do a job after the honeymoon period (three to twelve months) is over.
·	Alerts the manager to potential negative attitudes or tendencies that can be verified during a conversation.
·	The Integrity and Values Profiling System is backed by a manual that provides the interpretation of each trait, interview questions and powerful questions to ask referees.
·	Assesses a person’s likely contribution to another person’s success, thereby making it possible to predict the individual’s degree of team spirit.
·	Provides insights to how this person will lead if they are required to lead and inspire a team.

Where the whole team has been assessed it is possible to make statements about the nature of the conversations that are being avoided and the consequent cost to the business. The power of a team Integrity Profile allows the leaders to be honest about their short comings within a supportive framework and to take appropriate actions to correct.

·	Truthfulness
·	Responsibility
·	Accountability
·	Loyalty
·	Self-Awareness

·	Personal Integrity and Values
·	Self Management
·	Work or Task Focus
·	Relationship Management
·	Vision
·	Impression Management