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The ethics of changing culture... what would you do?

Wednesday 12 May, 2021
by Anonymous

You are the head of a small wealth advice organisation of 14 employees. The organisation is like a family, with the majority of employees having worked there for over 10 years. There is a level of familiarity between everyone. 

Your organisation doesn't have formal processes, and the team has a 'get it done' attitude. Timelines are often flexible and it is rare that a person will be held to account for missing a deadline, which is often the case. 

Sabine is a new employee who has been with the company for a year. She is the highest performer and always exceeds her targets. Sabine is hardworking and has great ideas. However, the team have their own way of working, and legacy processes that are somewhat unorthodox and often slow things down – an aspect that frustrates Sabine.

You’ve started to receive informal feedback that Sabine is not easy to work with. You know that she has a huge amount of experience and has tried to pioneer updates that would improve the efficiency of processes but is often met with resistance by the rest of the team.

What would you do?

We challenge you to create a healthy discussion with your colleagues and post a comment below. You could even encourage them to consider taking The Banking and Financial Services Oath!

Please share your ethical dilemmas with us - we can post them anonymously. You can email your dilemmas to

Photo by Brooke Cagle on Unsplash


There are 1 comments for The ethics of changing culture... what would you do?.

Re: The ethics of changing culture... what would you do?

Thursday 13 May, 2021
by Jamie
Perhaps this is a perfect opportunity to address the fact that deadlines are not kept and a more professional ethos needs developing. At the same time the Sabine needs to develop working relationships with her peers and treating them with frustration isn't really effective.

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The Oath

  • Trust is the foundation of my profession.
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