In the context that I work, we have had to deal with it from the internal as staff and external as followers. Within the internal structure w,e have a code of conduct which is used to guide us. However, by default, we are expected to be ethically sound as our professional environment demands it. If we are going to lead people (both Internal (staff) and External (congregants), then we are required to Communicate ethical expectation to ensure that we create an atmosphere that is supportive of all. Through this process we creating our organizational code of ethics, our values. When these are broken, we don\u2019t assume the worst. It is our responsibility to help to restore these persons and also provide the person with guidance on how to modify or alter the behaviour. This is the same process we would use for the external person.<\/p>\n
For those conversations that we have had, they were received well in some cases while in order with resistance<\/p>\n
Kong, Martin, \u201cet al\u201d (2018) suggest the following steps which they have used to help with the conversation piece. \u00a0Identify the target behaviour, work to build trust, explore issues of importance and confidence and to do a pro\/con analysis.<\/p>\n
Once we have had the conversation we then provide a timeline, not to see if there is change as change is a progressive process, but to follow up with the individuals to show that we are concerned about their well being and the process they are going through.<\/p>\n
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