Integrity 100: Run on an Inner Scorecard

Imperative Explained

Run on an Inner Scorecard means leading from a clear set of internal principles rather than external validation. “Good” looks like decisions that stay steady under pressure, transparent reasoning, and behavior that doesn’t shift based on who is in the room. Leaders practicing this imperative communicate values openly and make choices that align with those values even when it’s uncomfortable.
This imperative drives two key outcomes: more principled, consistent leadership behavior and lower rework and escalation costs. Teams waste less time guessing at expectations and more time delivering work that aligns with stable standards. Stakeholders experience fewer surprises, and execution becomes more predictable and less emotionally expensive.

Five Behaviors

• Choose principles over pressure — Act from values, not audience reaction.
  
  
• Stay steady under scrutiny — Maintain consistency across rooms.
  
  
• Explain your logic — Make the why behind decisions visible.
  
  
• Avoid approval-chasing — Don’t tie confidence to external praise.
  
  
• Model predictable behavior — Give teams a stable leadership anchor.
  
  

If You Don’t

Teams operate on shaky ground. They hesitate, over-explain, or redo work because they aren’t sure what the leader wants today. Escalations rise as partners experience inconsistency and lose trust. Cycle times lengthen due to rework caused by shifting expectations. Friction increases, and customer delivery suffers as decisions change midstream.

If You Do

Execution steadies. Teams understand how decisions are made and can anticipate expectations. Rework decreases and escalations drop as predictable decisions replace reactive ones. KPIs improve: cycle time shortens, quality variance decreases, and cross-functional confidence grows. Leaders gain credibility and teams gain certainty.

Mini-Case

A customer operations manager noticed rising escalations and inconsistent team performance. After adopting an inner scorecard, she defined three clear principles for all decisions and communicated them openly. She applied them consistently—even under pressure from senior stakeholders. Within one month, escalations fell by 35%, cycle time improved by 20%, and her team reported feeling more grounded and aligned. Stakeholders praised the clarity and reliability of her leadership.

Try It This Week

1. Write down one principle you want guiding decisions.
   
   
2. Apply it consistently in two meetings.
   
   
3. Share your reasoning once with your team.
   
   
4. Notice approval-seeking moments—pause and reset.
   
   
5. Make one values-driven decision under pressure.

Learn More

Integrity 100, 200, and 300 cover different angles of principled execution. For stronger alignment under pressure, see Resilience 100: Dose Your Stress to manage emotional load and Accountability 200: Make Reality the Boss to ground decisions in truth instead of approval. Both reinforce consistent, principle-driven leadership.