Legend has it that a Spanish pilgrim on his way to Santiago de Compostela was wrongfully accused of theft in the town of Barcelos. Despite his pleas of innocence, he was sentenced to hang. As a final request, he asked to be taken to the judge. Brought before the judge—who was eating a roast chicken—the pilgrim declared, “If I am innocent, that rooster will crow!” The judge laughed, but didn’t eat the bird. Miraculously, just as the man was about to be hanged, the roasted rooster stood up and crowed. The judge rushed to stop the execution, and the pilgrim was spared.
Because of this tale, the rooster has become a national symbol of honesty, integrity, justice, and good fortune, often seen in colorful ceramic form all across Portugal.
Which got me thinking: How many times in our workplaces do we jump to conclusions before hearing the full story? How often do we rush to judge based on assumptions, rumors, or incomplete facts? And how many roosters are we ignoring—employees quietly trying to tell the truth, flag misconduct, or defend themselves against false accusations?
I’ve seen too many employers fumble investigations by going through the motions, treating them as a checkbox exercise. Too many managers assume guilt before gathering evidence. Too many HR teams move straight to discipline or termination without pausing to ask, “What really happened here?”
In a world where reputations, livelihoods, and legal exposure are on the line, the lesson from Portugal is timeless: Stop. Listen. Investigate. Verify.
Before you “take a bite,” make sure the rooster has had a chance to crow.