On the ethical dimension of organisational life, where most decisions are made long before anyone gets around to calling them moral.
What separates a commitment from a preference? A preference is what an organisation would like to do. A commitment is what it has arranged to be unable to stop doing.
Australia already has the machinery for real accountability—Hayne's findings, the Financial Accountability Regime's own published design, et al. What it lacks is the will to switch it on, because the people who can are the very people it would bind. On the law we possess but struggle to use.
The demand to measure the return on our ethics is not a problem to be solved but a symptom to be read. On why pricing virtue corrupts it—and why a firm that can measure the return on its integrity has already begun to spend it.
What separates a commitment from a preference? A preference is what an organisation would like to do. A commitment is what it has arranged to be unable to stop doing.
Bad news rarely breaks trust; bad delivery does. Too often managers turn necessary cuts into needless cruelty. Yet, predictability, clear reasons, real control, and concrete compassion can preserve dignity and actually build trust even when decisions hurt.
In an age when machines can mimic thought, the real question is who stands behind the words. A reflection on authorship, judgement, and the human presence that gives writing its authority.
AI models mirror WEIRD cultural norms while claiming universality. Alignment methods reinforce this bias, projecting one community’s “common sense” as global truth. Recognising plurality through Wittgenstein’s language-games and Popper’s falsification reframes alignment as provisional and adaptive,
AI's fluency enchants, eroding the old signals of competence and authority. The danger is that trust becomes a machine illusion. Leaders must refuse the managerial shortcut and practise noble language—reasoned, responsible speech—to keep trust a human achievement.
AI models often mirror our beliefs, rewarding us with agreeable but shallow answers. This sycophancy flatters rather than challenges, eroding judgment and candour. To gain true value, leaders must set incentives that favour truth over comfort, design prompts that demand trade-offs, and treat AI as a
The Scribbler: When Strategy Meets Stagecraft0:00/651.0961× It's month end again, and as Finance settle in with pizza and press the 'reconcile' button, it&
Assuming others see you as ethical because you believe yourself to be is a critical leadership error. Ethical leadership requires visible modelling, intentional communication, and alignment between actions and values. Without this, leaders appear ethically neutral—creating distrust, disengagement, a
When CEOs and Chief People Officers become the source of misconduct, who guards the guardians? The Astronomer scandal reveals how those entrusted with culture and ethics often shield power instead. HR curates the truth, boards hear only what’s filtered, and employees withdraw into defensive silence.
In their fear of missing the AI bandwagon, many boards are blindly investing in tech they barely understand—driven more by hype than strategy. Mimicry, not discernment, has become the default. The result? Strategic incoherence, wasted billions, and millions of people thrown unnecessarily out of work
Manipulative managers reframe harm as humour and deflect accountability by focusing on employee reactions. The dynamics of bullying, silence, and moral complicity can be unpacked and counteracted through a lens of wit and discernment, challenging leadership cultures that reward performance over inte
The Scribbler The Empire of Euphemism Strikes Back0:00/505.5361× Hello, and welcome to this edition of The Scribbler. This month I peer beneath the polished surface of organisational
Toxic leaders flourish not from malice alone but organisational complicity. Their actions breed employee burnout, counterproductive behaviour, and pervasive cynicism, eroding psychological safety and innovation. Addressing toxicity demands ethical leadership development, genuine psychological safety
