Now there’s an interesting question; we could be all over the map on this one so let’s concentrate on just a few key points.  I assume you want to keep your good employees, retain your best customers and vendors, and have the support and blessings of the community in which you operate.  You probably don’t want to become a public spectacle, get dragged through the press, or generally have too high a profile.  And you definitely don’t want your organization to violate the law, be fined, or be held criminally liable for any wrong-doing, perceived or real.  Becoming another Enron, World Com, Fannie Mae or Freddie Mac, would not be in your best interests, no matter how big or small you are.

That’s where values come in, and I’m not talking just principles.  After all, they say there is even honor (a principle) among thieves.  I know more than a few people who would point a big finger at the entire financial sector of the US economy when they make the honor point and talk about the worst recession since the Great Depression of the 1930s.

No, we’re talking real values, character, integrity, honesty, trustworthiness, treating people with dignity and respect, and providing for the safety and security of your people and your community.  And let’s steer clear of moral and ethical relativism, or situational ethics, shall we?  It’s either ethical or it’s not, it’s either moral or immoral, it’s either right or it’s wrong, even if no one is looking.  To develop a reputation for integrity, your organization must have absolute clarity regarding the values under which it operates.  And those values must apply to everyone in the organization (walk your own talk, right?).

If you as an organization want to keep the important people on your side; your customers, team members, and community, then you had better let highest values and standards of business practice drive every decision you make and action you take.  If you slip up even one time, you lose the trust and confidence of all those who held you in highest regard.  One abhorrent misdeed can destroy 100 years of integrity.  Regardless of your reputation people and groups do not easily forgive, so you don’t even want to be in the position of asking it.

But let’s take an internal point of view for a moment by looking back at personal performance.  Remember, performance is personal before it is organizational.  You want not only the bodies and minds of your people, but their hearts and souls as well.  They need to be fully engaged in their work to perform at their best.  If you don’t set the highest standards, and make sure your organization’s values inspire your people, you can’t expect personal best performance and your organizational performance will suffer.

Here’s the point: when defining a firm foundation for your organization, make sure the values you espouse are impeccable, and reflected in every decision you make and action you take.  Your people will be inspired by and align with your values, and help you avoid fallout from ill-informed decisions and actions.   The business world is tough and you will be tempted, but remember; over the long haul the snakes in the grass may bite, but they eventually get stepped on.  Become a values-focused organization and watch what it does for customer, vendor, community, and employee relationships.  You won’t regret it.

Next up, why should your organization be purpose driven?  Rick Warren’s The Purpose Driven Church and The Purpose Driven Life may hold some lessons for the business world.