Amanda and Cailyn discuss how companies should act on reports of retaliation, and how *not* acting can harm a workplace culture.
Listen to the episode:
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A 360-degree view of compliance is an effort to incorporate your compliance identity into a holistic approach so that compliance is in touch with and visible to your employees at all times. It is about creating a distinctive brand philosophy of compliance which is centered on your consumers. In other words, it helps a compliance practitioner to anticipate all the aspects of your employees needs around compliance. This is especially true when compliance is either perceived as something that comes out of the home office or is perceived as the “Land of No.” A 360-degree view of compliance gives you the opportunity to build a new brand image for your compliance program. This is important as the Evaluation of Corporate Compliance Programs – Guidance Document (2019 Guidance) mandates that for a compliance program to be effective, it must be understood by a wide variety of stakeholders.
Communications is often thought of as a two-way street – upward and downward, inbound and outbound, or side-to-side. However, it is better to think of it as a 360-degree effort. You simply can no longer effectively communicate in just two ways. You now communicate in a more holistic manner, and in multiple ways. If you are just thinking about communications in the classic form, you are missing something that is happening around you.
360-degrees of compliance communication is not just a classic form of communication but rather it is a communication in the concept of every interaction, whether they be planned or accidental interactions. It is all a form of communication. This is particularly true if you are a compliance professional, practitioner or Chief Compliance Officer. The things you do, the way you act, and the way people see you, you are always communicating. It is not simply communicating one to one as often you may be communicating to a group across siloed boundaries, to the constituencies you had not even planned to communicate with initially.
Three key takeaways:
Would you say empowering your employees is important? I feel pretty confident your answer is “yes”. However, the leaders I know, the leaders I work with, the leaders I teach, many of them say yes, too — but they are not taking action consistently to empower their people. The result? Leaders, teams, and companies are missing out on achieving unprecedented success! Empowering employees affects both a companies culture and the bottom-line.
In today’s episode we are digging into what is holding leaders back from effectively empowering their employees. I also walk you briefly through the “Levels of Empowerment” we teach in one of the Leadership Development sessions we teach to company leadership teams. We wrap up talking about how empowerment is a win-win-win strategy.
Choose today to put your stake in the ground, make a plan, and then take action to be the leader known for empowering employees the best! It’s time to #LevelUp!
Levels of Empowerment Blog (mentioned in episode) HERE.
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If your business would benefit from higher-performing leaders, check out more information about the comprehensive leadership development training I do HERE.
If you want to reach out to me directly, email alyson@vanhooser.com.
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Richard Lummis and I are back and today for our initial podcast of 2020 and the second decade of the 21stCentury. Today, we take a look at leadership lessons from the rise and fall of Adam Neumann, the former CEO of WeWork.
Highlights of this podcast include:
Resources
Curse of the Cult of the Founder
The Rise and Fall of Adam Neumann
Adam Neumann’s Over the Top Style
In today’s edition of Daily Compliance News:
