News & Information

CCH® HR MANAGEMENT — 7/21/06

Prevention of "big shot" misbehavior is critical, but HR can’t do it alone

What can HR professionals do when it is the "big shots" in the organization—senior executives, top producers, long-term "untouchables" or brilliant professionals—whose behavior does not follow policy or ethics codes or, even worse, actually may violate the law? Judging by the robust attendance at the "Teaching Big Shots to Behave" session at this year's SHRM National Conference, the problem is not isolated. Attorney Stephen M. Paskoff, a well-known presenter, told attendees the consequences of uncontrolled big shot behavior can be devastating for customers, coworkers, and the organization itself, but all too often the big shot doesn’t bear the brunt of those consequences. Prevention is critical but if HR doesn’t have allies at top levels of the organization willing to enforce behavioral standards, HR alone can’t change big shot behavior.

To begin to change behavior, Paskoff recommended three steps. First, make a business case: balance the business benefits of appropriate behavior against the business risks. Second, use real examples—from cases—to support the consequences that result from inappropriate behavior. Ask the big shot "why are we different? Why would we escape these same kinds of consequences?" Third, realize that telling big shots why they're wrong and how they should behave won’t change behavior. Instead, ask them why it works for them, why they choose to behave that way. This helps them think about their behavior in a new way. When you can follow up your questions with more questions that challenge their implicit assumptions, you may be able to get them to reconsider their approach.

For additional information on this and other HR topics, consult CCH Human Resources Management or Personnel Practices/Communications.

Visit our News Library to read more news stories.