In the event that an employee/project team member faces the situation that he/she is aware that his/her immediate superior or manager has lied about a decision/situation/etc, how is in your view the best way to cope with this issue? Saving Changes...
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Eric SimmsSenior Program ManagerBaltimore, Maryland, United States
Was it a relatively small lie (telling a customer you’ll have their unimportant deliverable ready by Thursday when you know you won’t have it ready until Friday), or a larger lie, with serious consequences (lying on a report that will be filed with a regulatory agency)?
I’m guessing you’re asking about a more serious lie. According to all the ethics training we’ve ever taken, we should report the lie to someone. That’s right, but you first need to prepare yourself for the consequences, which may include being fired or being otherwise punished.
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1 reply by David Hamil
Mar 30, 2017 1:35 PM
David Hamil
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A lie "is a lie" regardless of whether we consider it small or large. As the saying goes, "honesty" is ALWAYS the best policy regardless of consequences.
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Edward DanielsProject Manager| IndependentGlen Burnie, Md, United States
#1, you should never cope with issues, you should always strive to thrive in all things. I usually try not to put people in a position where they have to lie. If i am certain of the answer, I would rephrase the question in a way that would give the other person a way to save face. For example, if someone lied to me, I may say something along the lines of, "i think you misunderstand my inquiry, i meant ........ ,with the information that i have received, i want to confirm that we are on the same page".
Some variation of that works as well. Team members/bosses may lie when they think they are out of options. Giving people a way to save face would earn you some respect and create a less hostile environment for everyone. If you confront the superior directly, you may get a negative reaction and make a mortal enemy, and if you keep it to yourself, you may become resentful and disrespectful.
Neither of these result in professionalism or a win-win for anyone. I have had people lie to my face or lied about my actions, i try not to take it personally. I just remind myself to give everyone a way to save face. "You gather more bees with honey than vinegar", not my words but very powerful when it comes to dealing and managing people.
If you can share the situation you find yourself, others here may have had similar situations, and found a different approach that worked. Keep us posted! Saving Changes...
Definitely not an easy situation.
I like Edwards option, trying to get the person to save face in correcting the fact.
Eric point is very valid, be prepare to face consequence, if it is not well receive. Saving Changes...
Senior Projects Manager | Field & Marten AssociatesNew Westminster, British Columbia, Canada
A lie will lead to another. It is always preferrable to be honest and straight forward. However, if something like this happens, I would confront my supervisor and see their rationale behind what happened before I jump into conclusions then go with what Eric mentioned in his comment. Saving Changes...
No doubt a serious lie should be escalated to a higher management level and recorded on staff issue log. Saving Changes...
Mudassar KhanProgram (Project )Manager| Woodward Canada IncPeterborough, ON, Canada
Well i agree with Rami, that to cover for one lie you may have to lie many times again, and the whole situation may become uncontrollable and may lead to termination, so the person should act like a whistle blower if that's supported by company policy but before doing so he should politely ask his senior to correct the mistake or make him realize the evil of truth in Project Management Saving Changes...
Wade HarshmanScrum Master| GDITIndianapolis, In, United States
I like Edwards approach. First make sure it was actually a lie and not some sort of misunderstanding. Leave a door open for a positive resolution.
But if you plainly have a liar in your organization, I can't think of a good way to cope with that. I can deal with people who need training or experience, and I can manage two people who don't like each other, but I can't work with someone who is dishonest. Saving Changes...
David HamilImplementation Project Manager| Imaging Business Machines, LLC (ibml)Somerville, Al, United States
Mar 29, 2017 4:29 PM
Replying to Eric Simms
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Was it a relatively small lie (telling a customer you’ll have their unimportant deliverable ready by Thursday when you know you won’t have it ready until Friday), or a larger lie, with serious consequences (lying on a report that will be filed with a regulatory agency)?
I’m guessing you’re asking about a more serious lie. According to all the ethics training we’ve ever taken, we should report the lie to someone. That’s right, but you first need to prepare yourself for the consequences, which may include being fired or being otherwise punished.
A lie "is a lie" regardless of whether we consider it small or large. As the saying goes, "honesty" is ALWAYS the best policy regardless of consequences. Saving Changes...
Deepesh RammoorthyICT Project Manager ( PMP®AgilePM®Certified ScrumMaster® (CSM®))| Australian Red Cross Blood ServiceTarneit, Vic, Australia
Evidence !!
Do you have anything in writing or email ? You need to cover your back if you are to complain to HR or Senior management (based on the severity of the issue off course !) Saving Changes...
Deepesh RammoorthyICT Project Manager ( PMP®AgilePM®Certified ScrumMaster® (CSM®))| Australian Red Cross Blood ServiceTarneit, Vic, Australia
Confrontation through effective use of Emotional Intelligence could be an effective weapon. talk to the person directly Saving Changes...
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