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Shakespeare on Compliance

Shakespeare on Compliance – Engaging Your Audience

I recently saw the performance of King Lear with Glenda Jackson as the mad king. It was a magnificent production and if you have the chance to see, I would certainly urge you to do so. The production had many interesting features and interpretations which seemed to be great entrees into several compliance topics. The play was directed by Sam Gold and it was scored by Phillip Glass but the star power was derived from Jackson as King Lear. It was a fabulous take on the story and one that will resonate directly to our turbulent times. Therefore, inspired by octogenarian Jackson and her performance, I am going to use King Lear as a deep dive into several compliance topics this week. In this episode, I want to discuss the opening scene where Lear bids his daughters express the breadth and scope of their love for him.

Lear has called a conference to divide his kingdom between his three daughters, Goneril, Regan and Cordelia, his youngest who is clearly is favorite. Goneril professes her love is more than words alone can convey, saying “A love that makes . . . speech unable / Beyond all manner of so much I love you”. Regan professes, “Myself an enemy to all other joys, Which the most precious square of sense possesses, And find I am alone felicitate in your dear Highness’ love.” However, Cordelia refuses to play the flattering fool. Her father twice gives her the opportunity to redress this decision but she holds firm saying “Nothing, my lord”. This leads to the break in the family, the deaths of the sisters and the fullest scope of tragedy.
Why do you need to engage your audience? I thought about this in the context of the Foreign Corrupt Practices Act, compliance and regime change. This is not Saddam Hussain regime change where the US government invades a country to throw out the old boss. This is a democratically elected-peaceful transfer of power. However, it now appears that regime change now means corruption investigations which impact not only the FCPA but also US companies. Every compliance officer needs to aware of this new reality. Take three recent regime changes, together with what they have meant; and perhaps one to come.

  1. South Africa
  2. Malaysia
  3. Brazil
  4. Venezuela

The bottom line is that every Chief Compliance Officer (CCO) must now watch local politics much more closely. If you are doing business in a high-risk country and there are new leaders brought in through democratically elected regime change, your company had better be ready for a robust corruption investigation. Certainly if Malaysia, South Africa and Brazil are any indication, prosecutors from nations with new regimes may well share their findings with the US Department of Justice (DOJ). This means that regime change could lead directly to a FCPA investigation, where the disclosure was by a foreign government and not the company self-disclosing. If there is no self-disclosure, a company is not eligible for the declination under the 2017 FCPA Corporate Enforcement Policy.

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Great Women in Compliance

Great Women in Compliance-Confronting Issues Women Face in the Workplace with Amii Barnard-Bahn

How can you make sure you’re not left behind as a woman in compliance? Join us on this episode with Amii Barnard-Bahn, an executive coach and strategic advisor. Today we’re talking about breaking through the glass ceiling, making sure you’re getting your fair share, and stepping up into leadership.
Breaking through the glass ceiling
Women need to support each other. In terms of breaking through the glass ceiling, Amii shares a pledge of support she took: Don’t tear each other down. Say yes to helping and connecting each other and not filtering support. Reinforce women’s voices. Help each other get credit.
And in addition to women supporting women, it’s really critical for all leaders to be aware of their impact on other people. Leaders succeed or fail based on two things: how well they work with others, and how well they know themselves.
Negotiating salaries
Know the going market rate for your job in your geography. Amii gets this data from three places: asking other colleagues what they’re making, asking for pay ranges during job interviews, and through consulting salary surveys. These data points are usually good for two to three years and have them in your back pocket during negotiations.
Women don’t talk salary, and we need to be more comfortable sharing this. Come to the bargaining table with objective information, and definitely stay polite and professional. You may not get the bump, but it’s always worth a shot.
Equitable salaries for different genders
Companies can do their part in ensuring that there is no gender-based pay inequity by: participating in and purchasing quality salary survey data, having accurate and updated job descriptions for their jobs, having job families that clearly outline the succession and promotion opportunities within the growth span of the job, and conducting an equity audit and evaluating whether there is a material pay disparity between genders, race, or age. If you’re discriminating, you need to know it and take action.
Looking the part
Good grooming is important, and that doesn’t necessarily have to include a lot of makeup. Dress appropriately so that whoever you’re speaking to can hear what you have to say and are not distracted by the way you look. This speaks to a broader issue of developing and cultivating an executive presence no matter what level you are at the organization. And don’t forget about your posture, your tone of voice, your eye contact, and most importantly, projecting warmth.
Being ready for leadership
Amii quotes Jack Welch: “Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.”
Managing is easy. Leading is hard. When people get promoted, it’s difficult to let go of the things that made them successful in the first place: being the technical expert and having the right answer. Now the focus is no longer on accomplishing the task yourself, but helping other people around you achieve theirtasks.
You need to see beyond your subject matter expertise and demonstrate through your actions that you understand the overall business strategy and that you’re always acting in the best interests of the entire organization.
Resources
Amii Barnard-Bahn (LinkedIn)