I believed that we would all come to better decisions and we would create more humane and ultimately more livable and more sustainably productive workplaces if we knew how to speak to each other about difficult issues and if we were more able to listen to and learn from diverse points of view.

Throughout history we have seen the tyranny of the powerful over the less powerful - think of the history of colonialism or of slavery - and the tragic mistakes made when important information was not "heard" or valued.

Typically efforts to address values and ethics in business education and leadership development tend to focus on building Awareness and teaching Analysis. That is, we expose future leaders to the kinds of ethical and values conflicts they may encounter, so that they will recognize them and will have considered them in advance.

Communicating and celebrating the times when individuals have made values-based decisions is, of course, empowering and can provide role models. But perhaps more importantly, it removes the sense of futility that often prevents employees from speaking up.

By creating explicit occasions to invite dissenting viewpoints on a new project, strategy or policy, leaders enable employees to feel that their questions are welcomed and appreciated.

Interestingly, many of the organizational characteristics that have been identified as conducive to effectively managing diversity and as conducive to fostering innovation and creativity in the workplace are also important for enabling employees to voice their values.

We are better able to bring the same sort of pragmatic planning and analytical pre-work to our values scripts that we would bring to any other business position that we espouse. This approach enables us to be more reasonable, more respectful, less impulsive and more constructive. Risk cannot be eliminated entirely but that is true in all of life.