The Beacon - Q3 2022 Leadership Matters : simplebooklet.com

I N T H I S I S S U E0 7Beacon Feature: Drew KampCouncil Bluffs Area Chamber of Commerce2 3Ethical Motor Butch EthingtonBusiness Ethics Alliance Cadre Member2 0Leadership Matters Casey Putney Business Ethics Alliance 3 1Calendar of EventsOUR MISSION: To buildleadership, strengthenorganizations and elevateGreater Omaha throughpositive, practical businessethics education. 0 4Trustee Chair Message:Lance Fritz, Union Pacific RailroadChairman, President & CEO1 7Alliance Message Michael Robinson Business Ethics Alliance Annual MeetingJoe Moglia

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Meet the Alliance Team Shannon Underwood Administrative Manager Casey Putney, M.A.VP, Leadership Development Michael Robinson, M.S.Executive Director/ CEO Governing Board Executive CommitteeDavid Mayer, ChairDvorak Law Group Mark Pohl, Vice ChairOPPD Steve Koesters, TreasurerFusion Medical Staffing Madeline Moyer, SecretarySecurity National Bank Founding PartnersBob Bates, Emeritus Jefferson Pilot Insurance David BrownGreater Omaha Chamber of Commerce(Retired) James HegartyBetter Business Bureau Anthony Hendrickson, PhD.Creighton UniversityLuke ChristiansenBuildertrend Joel FalkUMB Bank Allen FredricksonSignature Performance Dale GubbelsFirstar Fiber Keith StationCity of Omaha Mayor's Office Joe Woster Blue Cross & BlueShield Nebraska Chad MaresGreater OmahaChamber of Commerce Christine NeuharthUnion Pacific Daniel PadillaLending Link Chad RichterJackson Lewis Lance FritzTrustee ChairUnion Pacific Railroad Patricia KearnsTrustee Vice-ChairQLI

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The workshops and speakers – includingENRON Whistleblower Sherron Watkins –underscore the need for building trust andprovide tools to develop bettercommunication within our organizations.The conference’s underlying message iscrystal clear -- every individual plays animportant role in achieving a company’svision. Valuing their contributions has neverbeen more important.EthicSpace provides a unique learningexperience. Inspirational and educational,positive and practical; it’s designedespecially for ever-learners. It’s also anopportunity for individual contributors aswell as teams to reflect and grow.The conference is another example of theAlliance’s robust and engaging programingthat – along with insightful publications andservices -- reach thousands of businessleaders, executives and young professionals,and is essential for sustaining the positiveethical climate in Omaha.Thank you in advance for taking part inEthicSpace and for being part of theBusiness Ethics Alliance community.Lance FritzPresident, Chairman and CEOUnion Pacific RailroadL A N C E F R I T ZDear Friends, The Alliance Trustees and communitypartners are passionate about building andmaintaining an Ethical Omaha -- one that isa beacon of ethical values like communityresponsibility, integrity, financial vitality,accountability and moral courage. Thenatural product of doing these things is aculture of trust within our organizations aswell as in our community.That’s why I’m so pleased that this year’stheme for the 4 th Annual Business EthicsAlliance Conference is “Creating a Cultureof Trust.”T R U S T E E C H A I RPAGE 4

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On June 9th the Business Ethics Alliance hosted the Summer Mind Candy Dialogue,Diversity Equity and Inclusion: A Conversation About Tomorrow. The event was held atCharles Schwab Field and panelists were comprised of Eric Stueckrath, OutlookNebraska and Armando Salgado, LingoDocs Marketing. Attendees enjoyed a facilitated discussion around diversity, equity, and inclusion (DEI)efforts within the Omaha business community. Conversations highlighted successeswithin the DEI space, as well as defined work that must still be done.D I V E R S I T Y - E Q U I T Y & I N C L U S I O N A Conversation About TomorrowThanks to Our SponsorsPAGE 6

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Drew was born and raised in Omaha, Nebraska, attended Creighton Prep forHigh School, then went on to receive a Bachelor of Arts in Political Sciencefrom Creighton University and a Master’s in Public Administration from theUniversity of Nebraska at Omaha. Drew moved to Ames, IA in 2013 to work atthe Ames Chamber of Commerce, where he worked for seven years. He is nowthe President and CEO of the Council Bluffs Area Chamber of Commerce, aposition he has held since August of 2020.Drew is very involved in the Council Bluffs, Southwest Iowa, and Iowa businesscommunity and loves to tell the story of the countless opportunities affordedCouncil Bluffs and Southwest Iowa. Drew and his wife, Sunni, have twochildren, William and Lydia, and love exploring all the great things the GreaterOmaha-Council Bluffs Area have to offer.DREW KAMPPresident & CEOCouncil Bluffs Area Chamber of Commerce PAGE 7

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COUNCIL BLUFFS CHAMBER OF COMMERCE How would you define ethical behavior?Doing the right thing, even if no one is watching. We as leaders have so manyopportunities to lift people up and use our influence for good and we oughtto take every chance to do so. It is important that we remember thatsometimes there does not need to be any additional explanation as to whysomething is done besides it was the right thing to do. Integrity is such animportant part of ethical leadership. For me, it and trust sit at thevery core of ethical leadership. Ethical leaders challenge norms and ask whynot? If not us, then who? Doing the right thing is not always easy, but thatshould not change who we are and why we do what we do. Every person andevery organization has a purpose and ethical leaders must accept that thoughtheir mission and purpose drives all they do, sometimes they mayneed to deviate for the greater good.When serving in a position in which one can have an impact in selecting theirgoverning board or organizational leadership, ethical leaders not only look fora truly diverse and inclusive representation of the community they serve, butthey also include those who may not agree with them and will challenge themto always be their best. In doing so, they will make their organization, andthemselves, stronger and better leaders.Ethical leaders are always transparent, open, and honest, even when it maynot be in their own best interests. Regular dialogue with one’s colleagues andkey partners and stakeholders is so important, and leaders must be diligent inscheduling such time and honoring it. A weekly one-on-one meeting withone’s team members goes such a long way in keeping team morale high andallows one to identify and address issues more efficiently. It also fosters trustand allows team members to feel confident and comfortable in coming toyou with any issue.PAGE 8

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COUNCIL BLUFFS CHAMBER OF COMMERCE Being grateful for what one has been given is so important. In doing so, it isalso important to recognize the significance mentors have had and ensureyou are filling that role with people you should be in your current role.Leaders never get to where they are by their own sheer will alone. Theyalways received help along the way, and they need always remember thatand ensure those who have served in such a capacity for them know theimpact they have had on them as a person. Having received such help frommany great mentors along the way, leaders also need to remember to findways to help the next ones in line succeed.PAGE 17PAGE 9

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COUNCIL BLUFFS CHAMBER OF COMMERCE Why is it important for senior leaders to reinforce ethical behavior?They must do so because people look to them for guidance and model theirbehaviors after them. To cultivate and grow ethical leadership, it must becontinually reinforced and cemented by those at the top. Once it lapses orceases to exist it will take much time and effort to get back to where anindividual or organization once was.Senior leaders also have the most resources and influence at their disposal.Right, wrong, or indifferent, people look to them to model what should bedone and follow. If significant change is to be made, it must start with seniorleaders, and they need to harness that influence and use it for good.How does a nonprofit organization prove it is ethical and worthy of trustto the community it serves?By the leaders they select to oversee their operations, their involvement andengagement in the community, and if they put their money where theirmouth is and invest and put their time, talent, and resources to doing whatthey say they will.The individuals and organizations, it works with to further their mission, vision,and objectives. Are those individuals and entities doing good in thecommunity? Are they ethical leaders as well?Another way they prove their financial responsibility and being a fiduciary tothose they serve is by shifting with the times and doing the socially andmorally responsible thing, even if it is not easy or will cause them short-termissues. By recognizing some individual’s and organization’s voices are louderand more heard than others and using that to make meaningful change.Leveraging the talents of their team, leadership, and members/stakeholders toensure they are meeting the expectations of the community they seek toserve.PAGE 10

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COUNCIL BLUFFS CHAMBER OF COMMERCE Is it the truth?Is it fair to all concerned?Will it build good will and better friendships?Is it beneficial to all concerned?Make the Rotary Four Way Test embodies an ethical decision-making processwell. It states:In addition to that, one must always remember who they serve and how anydecision they will impact those they serve. Always include anyone who maybe impacted and vet any issue thoroughly before acting hastily. Have a fewtrusted confidants and use their skill, knowledge, and expertise to assist you inmaking tough decisions. Know your weaknesses and ensure someone whocan fill those voids is always included.What do you consider when moving through the ethical decision-makingprocess?PAGE 11Why do you continue to partner with the Business Ethics Alliance?We have partnered with the Business Ethics Alliance since Q4 2020 and willcontinue to do so as long as I am leading the Council Bluffs Area Chamber ofCommerce. They are innovative, knowledgeable, responsive, respectful, andalways ensure you are valued, respected, appreciated, and heard.Casey and Michael truly value the relationships they have with their partnersand make that very clear every chance they get. They have helped usnumerous times outside of the routine scope of services and their advice isalways helpful and impactful.

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COUNCIL BLUFFS CHAMBER OF COMMERCE PAGE 17Casey works with us every year to develop new programming that meets ourmembers here they are at and offers solutions to timely issues confronting ourpublic, private and nonprofit community. He also partners with us to developindividualized programming and curriculum for workforce programming todevelop a strong, knowledgeable workforce.They truly are the gold standard. All one needs to do is look at the individualsand organizations that continually support the Alliance to see their level ofsuccess and the respect the business community has for the organization,their team, and their work.PAGE 12

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E T H I C A L I N V E S T I N G On July 7th the Business Ethics Alliancehosted the Summer Ethics Luncheon, EthicalInvesting: A Conversation aroundEnvironmental Social GovernanceCompanies. The event was held at the ScottConference Center and panelists werecomprised of Renee Campbell, ValmontIndustries and Ted Bridges, Bridges Trust. The new investor is concerned aboutwhether their investment dollars supportindustries or business practices they don’tagree with. Ethical investing, is all aboutaligning your personal moral compass withyour investment portfolio. This approachallows would be investors to chooseinvestments based on a personal ethicalcode. Thanks to Our SponsorsRonn QuinnSummer Ethics Luncheon

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E T H I C S & D A T A C O L L E C T I O N On August 25th the Business Ethics Alliancehosted the Fall Executive Breakfast, Ethicsand Data Collection. The event was held atthe Scott Conference Center and panelistswere comprised of Hobson Powell, Linkedinand Mike McMeekin. Engineering ChangeLab. The concerns around the ethical use of dataaren’t entirely new. For some time, concernshave existed around what is acceptablearound government’s use of data to trackcitizen surveillance. Most recentlyconversations have turned to what is deemedethical as it pertains to quarantine orvaccination statuses. Thanks to Our SponsorsPAGE 14Fall Executive Breakfast

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THE BE A C O N | QU A R T E R 3 - 202 2Dear Friends of the Alliance: Ethics are talked about in business but when itcomes down to it how do you know if they arebeing practiced in an organization. On October13th we host our 4th annual EthicSpaceConference, where we are expecting hundredsof people representing over 90 local for-profitcompanies and not-for-profit organizations.Join us and come and listen, learn, and networkas a team on how to build an ethical, high-trustworkplace. The Business Ethics Alliance accomplishes ourmission by connecting people with peers whomay be facing the same ethical dilemmas atwork and providing them quality ethicseducation programming at the community leveland the organizational level.We help the Greater Omaha community haveuncomfortable conversations that it mayotherwise shy away from. Talking about ethicscan be difficult. Especially around theworkplace. But we make it fun, positive, andeducational. In our community programs and signatureevents. We bring businesspeople together tolearn about and discuss the latest research andpractices on ethics-related topics and assistthem in taking tools back to utilize at theirbusiness. PAGE 17M I C H A E L R O B I N S O N E X E C U T I V E D I R E C T O R / C E O

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I spend most of my time talking aboutethical leadership. Conversationsinevitably focus on the benefits ofeffective leadership and the need forany organization hoping to reach itspotential to invest in the developmentof its leaders. The simple truth is thatno organization has ever outperformedits leaders. This holds true forchurches, schools, universities,businesses, volunteer groups andfamilies. The ability of the leader hasproven a trusted predictor of whatthe organization or team will become.A below average leader will not createan above average team. Likewise, anabove average leader will not create abelow average team. Leadershipmatters. It’s important then, that weexamine our own ability as a leader,and make a commitment to continuedgrowth. Whether you are a newemployee or a seasoned CEO, you’lllead people only to the extent thatyour leadership allows. And yourimpact on the lives of those whodepend on you, will be pursuant toyour ability to lead.LEAD ER SH IP MATTERSBy Casey Putney, VP of Leadership Development Whether you are a new employee or a seasonedCEO, you’ll lead people only to the extent that yourleadership allows.PAGE 20

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At one point in my career, I existedwithin a very toxic professionalculture. The mood across theorganization was one of beingoverworked and undervalued. Therewas a clear divide between seniorleaders and those performing muchof the daily work. On a personallevel, I simply could not get on thesame page as my leader. It wasn’tfor lack of trying. I communicatedmy concerns in every way possible.After each meeting, I would leavefeeling like we had made some formof progress, only to becomedisappointed as my leader wouldthen behave in a manner or makedecisions contrary to what we hadagreed upon. When I waseventually asked to do thingsagainst my values, my level ofunhappiness reached a breakingpoint. My family voiced concernsfor my happiness and health. I wasexperiencing headaches and washaving problems sleeping. I wasdriving to work with anxiety andreturning home with frustration.After some reflection, I realizedhow much my unhappiness at workwas affecting my life at home. Mystress and unhappiness wereoccupying my thoughts. In turn, Iwas not behaving as the best fatherand husband that I could be.It's easy and maybe convenient, tothink that our impact as leaders isconfined to the organizationalsetting.The level of happiness individualsexperience at home, can be tracedback to their experiences at work. s.But nothing could be further fromthe truth. The individuals weencounter every day, carry thoseinteractions home. And in manycases, the level of happinessindividuals experience at home, canbe traced back to their experiencesat work. As leaders, we have thepotential to impact lives.And we have the responsibility todo so ethically. Theindividuals on our team come towork every day with a desire to bevalued, respected, appreciated, andheard.™ Certainly, it’s our job asleaders to balance the budget,drive operations and seek outefficiencies. But it is also ourresponsibility to create culturesthat help people feel safe. Safe tofail. Safe to grow. Safe to disagreeand ask questions. It’s important work, because whenwe create the type of culture thathelps people truly realize theirpotential, we do more thanstrengthen our organization. Wecreate a place where people canbelieve in themselves and returnhome at the end of the day happyand healthy. And when thathappens, we’ve done our part asleaders, to help those we servereach their potential asmothers, fathers, husbands, wives,partners, neighbors, and friends.Leadership matters.PAGE 21

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Now that Fall is fast approaching, I am thinking of sports, particularly football season.As I recall, when I was involved in school activities, there were always a few players whohad a “Motor”. That means they had drive, energy, never quit attitudes and played untilthe whistle blew. Often, they were the best players, but not always. Some players withsmaller frames or less speed could outperform more talented players because of theirenergy, or “motor”.This doesn’t apply to just football. I’ve seen Motors in swimmers, baseball players,musicians, academics, Boy, Scouts, basketball, arts, gymnastics and track competitors,and more. In my business career I also saw people with a Motor.A Motor can help a person get things done and provides that energy to accomplishdifficult assignments. In small or large organizations there needs to be direction to driveaccomplishments, but without someone with a Motor, many goals languish and drift. Ittakes a Motor to keep things going. You can look around your organization and perhapssee which people that possess that Motor. It could be people in sales, administration,operations, HR, IT, scheduling or best of all, leadership.You might also have someone responsible for business conduct policy and employeeorientation. If they have a Motor, you might see regular training on business ethics, sexualharassment, business policy, customer and employee respect, etc. You might even seeregular communications from senior leadership about expectations, culture, ethics andworkplace behavior.Ethical Motorby Butch Ethington PAGE 23

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The Motor I saw in people that gave extra effort didn’t just appear in games orcompetition. The Motor was there every day, in practice, in study, and, of course,in the big games. But you could say that in business every day is a big game, sohaving that Motor is invaluable. And, in my view, the Motor didn’t come witharrogance, ego or ambition, but a drive to do the right things and get the job doneresponsibly.Now comes my question, does your organization have an “Ethics Motor?” Is therea person with energy in your company (big or small) that is addressing businessconduct policy and culture? Is there a drive to improve awareness and trainingregarding workplace policies and behavior? Is someone responsible for businessethics awareness in your organization? Is there someone who makes things happenregarding your company’s business ethics policies? Does it happen routinely, likebasketball or gymnastics practice, or only when the whistle blows? Perhaps havinga Business Ethics Committee could help clarify the structure of your ethicsprogram. If not someone else, perhaps it’s you.The Business Ethics Alliance (BEA) helps leaders and companies become aware ofand prepare for business ethics issues. The BEA helps educate and trainemployees and company leaders to be that “Ethics Motor” in the workplace. Youmight say they are business ethics coaches. Are you ready for the big game? Haveyou, and your employees, put in the time and practiced all the right moves? Is thatMotor running in high gear and ready for the kickoff? Is your entire team on thesame page?Do they know the rules? Have you spent time communicating expectations,standards, policies, all of the “behind the scenes” stuff? Regular communicationsand briefings can help, just like regular sports practice. In business ethics andbusiness in general, there are many moving parts, too many to mention here. But ifyou have a Motor, you can get everyone moving together.E T H I C A L M O T O RPAGE 24

The Beacon - Q3 2022 Leadership Matters

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