What are good examples of integrity? Practical examples for leaders

What leading with integrity means: definition and context

Leading with integrity describes a pattern of behavior where stated values, words and observable actions align in consistent ways, and where honesty, accountability and adherence to rules guide decisions. This definition follows current professional guidance on public ethics and integrity and helps set a practical standard for leaders and organizations, especially in public service and civic contexts, U.S. Office of Government Ethics.

In practice, integrity covers several related elements: telling the truth, accepting responsibility for mistakes, and following applicable rules or codes. These components make the concept operational so leaders can be held to observable standards, rather than vague ideals.

International guidance frames integrity similarly and highlights consistency between principles and actions as a core test of ethical behavior; this perspective helps compare public and private sector expectations across contexts, OECD guidance on public integrity and academic overviews summarize similar points, Leading with Integrity.

Leadership scholars add that admitting errors and visibly correcting course are central to leadership integrity because they reinforce trust and make ethical norms credible to followers, Harvard Business Review analysis and a related peer-reviewed study, Unveiling the Mechanisms through Which Leader Integrity.

A clear, shared definition matters because it turns integrity from an abstract virtue into a set of observable practices leaders can model, measure and improve. Without a working definition, organizations may rely on symbolism rather than consistent behavior.

Why leading with integrity matters: trust, culture and outcomes

Leaders who align their words and actions and who acknowledge mistakes tend, by scholarly account, to build higher levels of trust among followers; this trust supports cooperation and clearer expectations in teams, Harvard Business Review analysis.

Large multi-year surveys indicate that formal ethics and compliance programs are associated with stronger reporting channels and a more robust speak-up culture, although effects differ by program maturity and sector, Ethics and Compliance Initiative report.

These findings suggest practical benefits for organizations that take integrity seriously, but they also come with limits. Survey associations do not prove a single program will cause better outcomes in every setting, and results depend on program design and follow-through.

Core framework for leading with integrity: principles and concrete behaviors

A compact framework helps turn values into actions. Four practical principles are useful: honesty, accountability, respect, and rule-following. Each principle maps to observable behaviors leaders can practice and demonstrate, drawing on practitioner guidance such as workplace examples and leader actions, SHRM examples of integrity.

Principle to behavior mapping:

• Honesty – Own errors promptly and correct the record.
• Accountability – Accept consequences and describe next steps.
• Respect – Protect confidential information and credit others.
• Rule-following – Refuse to alter or misrepresent data or reports.

Concrete workplace behaviors that exemplify integrity include admitting a mistake in a status update, preserving private personnel information, giving public credit to contributors, and declining requests to change numbers for appearances; these actions are highlighted in practitioner guidance and help staff see ethical standards in action, SHRM examples of integrity.

Short scripts help leaders model the behaviors above in real time. Below are brief, adaptable lines leaders can use, drawn from practitioner recommendations and leadership training materials, Center for Creative Leadership guidance.

• Admitting an error: “I made an error in that report. Here is what I will do to correct it and who will be informed.”
• Protecting confidentiality: “I cannot share that detail because it is private. I can explain the process we used and the outcome.”
• Giving credit: “The analysis came from the project team led by Maria; I will reference their work in the update.”
• Refusing data manipulation: “I will not edit the numbers to change the outcome. We can explain the limits and options openly.”

How to assess and measure integrity: decision criteria and indicators

Measuring integrity means using proximal indicators that reflect alignment between stated values and behavior. Common measures include employee trust and engagement survey results, rates of reported concerns or whistleblower filings, and retention or turnover metrics as early signals of cultural change, Ethics and Compliance Initiative report.

Interpretation matters: higher reporting rates can reflect either more wrongdoing or a healthier speak-up culture, depending on program maturity and protections for reporters. Context and trend data are essential to avoid misreading measures, Harvard Business Review analysis, and Forbes coverage on measurement.

Practical steps for a simple baseline and follow-up assessment:

1. Document current trust survey scores and reporting volumes.
2. Record retention rates for key teams and roles.
3. Track how quickly concerns receive documented follow-up.

Use multiple indicators instead of a single metric, and set a baseline before interventions so changes can be interpreted accurately, consistent with survey-based advice from ethics practitioners, Ethics and Compliance Initiative report.

Common errors and pitfalls when trying to lead with integrity

One common mistake is relying on symbolic signals, such as statements or logos, without matching behavior. Symbolic actions can create a misleading impression of integrity if follow-through is absent, which weakens trust over time, Ethics and Compliance Initiative report.

Another pitfall is designing reporting channels poorly so that employees fear retaliation or see no consequence for wrongdoing, which can chill the speak-up culture rather than strengthen it. Survey evidence shows program design and protections influence whether reporting increases or falls, Ethics and Compliance Initiative report.

Corrective actions include improving reporting channels, training leaders on short scripts for acknowledging concerns, and documenting follow-up steps so patterns are visible and accountable. Practitioner resources offer role-specific advice for these changes, SHRM examples of integrity.

Failing to measure contextually is another error. For example, higher reporting after a program launch may indicate better reporting channels rather than a surge in wrongdoing; leaders should pair quantitative metrics with qualitative follow-up to understand causes, Ethics and Compliance Initiative report.

Concrete examples and short scripts leaders can use

Below are short scenarios with one-sentence scripts a leader can adapt. These examples draw on practitioner guidance for workplace behaviors and leader language, SHRM examples of integrity.

Scenario 1, admitting an error to staff: A status report included an incorrect assumption that changed a projection. Script: “I misread the data in that section; here is the corrected figure, who will update it, and the steps to prevent this in future.”

Scenario 2, handling a confidentiality request: A team member asks about a personnel decision. Script: “I cannot share private details, but here is the decision process we used and the non-identifying rationale for the outcome.”

Scenario 3, crediting team contributions: A public update omitted the analyst who prepared core work. Script: “This analysis was prepared by the project team led by Jordan; I want to acknowledge their role in the results.”

Refusing to manipulate data: When asked to change numbers for presentation, a leader can say, “I will not alter the data; instead we will explain the methodology and options for further analysis,” a practice recommended in leadership ethics guidance, Center for Creative Leadership guidance.

Notes on adapting language: public officials may need to add process and statutory references, while managers in private settings can focus on team procedures and documented follow-up. Keep scripts brief, factual and forward-focused to preserve trust.

A short guide to next steps: applying the guidance and finding sources

Three quick actions to take after reading: 1) Use the four-principle framework to review recent decisions. 2) Establish a simple baseline using trust survey items, reporting counts and retention data. 3) Practice short scripts in team meetings so language becomes familiar.

For further reading and primary sources, consult the U.S. Office of Government Ethics materials for governance definitions, Harvard Business Review for leadership synthesis, and the Ethics and Compliance Initiative for survey evidence and program guidance, U.S. Office of Government Ethics. Learn more about the author on the about page, review recent posts on the news page, or reach out via the contact page.

In short, integrity means consistent alignment between words and actions, shown through concrete behaviors and measured with multiple indicators rather than a single number.