A Leader’s Most Underrated Tool
Every organization has policies, but not all have a Code of Conduct. When done well, it’s a leadership tool that sets the tone, clarifies expectations, and protects the organization when it matters most.
A Thoughtful Code of Conduct
Sets clear expectations
Employees shouldn’t have to guess what the organization values. A well-written Code of Conduct explains what professionalism, respect, and integrity look like in practice.
Serves as a touchstone during conflict
When tensions rise or allegations emerge, the Code of Conduct offers a neutral reference point. It gives leaders a way to shift the conversation from people to principles.
Protects the organization
A strong Code of Conduct reinforces policies, supports fair decision-making, and shows that the organization takes accountability seriously.
When There Isn’t a Code of Conduct
Without a Code of Conduct, too much is left open to interpretation and too much risk is left unmanaged.
Expectations vary from manager to manager
What’s acceptable in one department might be out of bounds in another. That inconsistency can cause confusion and resentment.Leaders struggle to respond to misconduct
When behavior crosses a line, there’s no agreed upon standard to reference. That weakens accountability and makes defensible decisions harder to reach.Culture issues go unaddressed
Without guiding values in writing, the organization relies on individual judgment, which may be biased, inconsistent, or misaligned with company goals.
In short, without a Code of Conduct, issues become harder to resolve and more likely to escalate.
The Cycle of Avoidance
Some organizations don’t prioritize a Code of Conduct until serious allegations arise, only to discover there’s nothing to draw upon. In the absence of clear standards, leadership looks for something to support decisions and communicate expectations. But once the situation subsides, so does the sense of urgency. The effort loses momentum, and the idea is quietly shelved. Until the next crisis.
This reactive cycle is common. Urgency spikes when things go wrong, then fades when the pressure lifts. Each time, the organization misses the opportunity to set expectations, protect itself, and strengthen its culture.
When built with intention, a Code of Conduct helps prevent issues, guide decisions, and build trust over time. Without that foundation, organizations stay reactive and miss the opportunity to lead with clarity and consistency.
Common Pitfalls
A Code of Conduct loses impact when it is too long, too vague, or too legalistic.
It also falls short when employees haven’t been included in its development. People are far more likely to respect and follow a standard they had a hand in shaping.
But the quickest way to undermine a Code of Conduct is to apply it only to some people. When leaders ignore the expectations they’ve set for others, the entire effort loses credibility. Leaders who model those expectations send a clear message: values are not just for onboarding slides or annual trainings. They are the foundation of how the organization operates.
The Strongest Codes of Conduct Are
Clearly written: Spell out what employees should do and what crosses the line.
Values-based: Tie expectations back to your culture and mission.
Integrated: Make the Code of Conduct part of onboarding, training, and leadership decisions.
Visible: Post the Code of Conduct so expectations of comportment are clear for everyone who enters the workplace, including visitors.
Accountable: Require employees to review and acknowledge the Code of Conduct annually. It reinforces expectations and creates a clear record that employees were aware of the rules.
And above all else, it must be enforced consistently, from senior executives to interns. Anything else would erode the culture the Code is meant to protect.
Tailored for You
At Faro Point Consulting, we don’t hand you a templated Code of Conduct. We work with clients to craft standards that reflect their culture, meet legal obligations, and hold up when it matters most.
When expectations are clear and consistently upheld, accountability becomes easier. And when leaders follow the rules they set, the rest of the organization is far more likely to do the same.
