How and Why Agencies Should Have Codes of Honor

Many businesses have created a mission statement or company vision describing why they are in business and where they want to go. When properly crafted and incorporated, these statements are a guiding light for defining purpose and direction.

But what many businesses don’t have is an agreement among everyone at the company on how they will behave as they carry out the mission.

A code of honor is a set of simple, yet powerful, rules that govern the internal behavior of any team, organization, family, individual and even nation. These rules determine how people on a team behave toward one another. The code becomes the team’s heart and spirit.

Codes of honor have been around since ancient times and are still employed today. Cadets at the U.S. Military Academy follow this code of honor: “A Cadet will not lie, cheat, or steal, nor tolerate those who do.” The samurai had the Bushido, which means the “Way of the Warrior.”

Having an agency code of honor is one way for agents to differentiate their business from the competition. A code of honor makes an indelible statement that can unite an agency team, attract clients and mark an agency’s success.

Recently we listened to tapes written by Blair Singer of “Sales Dogs Training” called Code of Honor. We would like to give him credit for much of the content of this article. We feel this information should be adopted by every agency and, for that matter, every business.

Every firm should establish its rules for behavior. These are the values and ethics of the organization, the set of standards owners and employees will commit to honor. A code of honor brings out the best in those who subscribe to one.

What’s Included in a Code?

In the absence of rules, people make up their own. An agency code of honor helps extend the agency’s values into action and behavior. The rules in the code express what people are willing to stand for and defend – and be accountable to. The rules that form the code should be created as part of a team exercise.

Examples of rules that an agency might adopt are:

• Everyone will be on time for meetings.
• Never abandon a teammate. If someone on your team is bogged down with too much work, those around that person will make him or her feel supported.
• Employees will not talk behind each other’s backs. If there are problems they will be brought to the person’s attention in a professional manner.
• There is no finger pointing.
• Always be truthful. Partial information and/or omissions are not acceptable.
• Keep appointments that are made.
• Clear up broken agreements as soon as possible.
• Never speak negatively about an employee of the company to anyone inside or outside the company.
• Treat others as you want to be treated.
• Take responsibility for actions taken.
• Don’t compromise the code of honor for any reason.

Creating a Code of Honor

Developing a code of honor creates accountability and a feeling of support. When developing the code, it is helpful to discuss personal experiences of teamwork or participation on a sport teams. What was it like? What were the rules? How did it feel? Follow these steps:

1. Find a sane moment in which to create the code. Don’t wait until the pressure is high and emotions are hot. Don’t expect to do it in one sitting.
2. Find recurring issues that repeatedly interfere with the performance of the team and anticipate potential problems. This might also entail looking at past mistakes of other teams you’ve been on.
3. Everyone on the team participates. If they create it, they own it.
4. Talk about various good and bad ways the team interacts.
5. Write down rules as they are brought up and have the group discuss them.
6. Be specific. They must be rules that can be acted on. Don’t be vague. For example, what does “Be Professional” mean?
7. Don’t legislate moods. Instead, make it about behavior, such as “Don’t take out your bad mood on other people.”
8. Make sure the rules are somewhat of a stretch. This creates an environment to challenge the team to improve and rise to the occasion.
9. Make it simple. Focus on 10 or fewer rules for the code. If you make too many, look for common threads.
10. Everyone must agree to each item in the final version of the code. Everyone on the team must know the rules, interpret them in the same way and commit to the code.

Breaking the Code

Inconsistency will kill the code. People will notice the infractions and will take advantage, like being late to meetings. A code is useless if no one “Calls It.” It is not the bosses job to “Call It;” it is everyone’s job.

The point is to correct the behavior, not the person. It is also important to avoid the story (blame game or justification). An unwavering discipline of the team to enforce the code builds trust, cohesion, and energy.

Topics Agencies