Most organisations say they value integrity, but the real test comes when integrity becomes inconvenient.

Challenging a decision, raising a concern or delivering feedback that nobody wants to hear.

In healthy cultures, principled challenge is encouraged. In unhealthy ones, loyalty to individuals is more important than loyalty to values.

The result is predictable. People stop saying what needs to be said and start saying what they think others want to hear.

Organisations seldom suffer from too much integrity. They suffer when loyalty is mistaken for it.