It would not be too controversial to say that compliance programs are crucial in ensuring that organizations adhere to legal and ethical standards. That is basically what we are all striving to do. However, many of these programs are reactive, focusing more on problem-solving than prevention. This approach often leads to a lack of resources and initiative for proactive measures, which can ultimately hinder the effectiveness of compliance efforts. What I would ask you to consider today is a shift in your compliance program to prevention through greater engagement.

I have long used the McNulty Maxim’s of (1) What did you do to stop it? (2) What did you do to find out about it? and (3) What did you do to fix it? (Prevent, Detect, Remediate) You may need to shift your compliance mindset regarding your compliance regime. Through proactive measures, such as engaging and frequent training, you can move towards creating a culture of compliance that is both effective and engaging. Ronnie Feldman continually reminds us of the value of using entertainment and comedy in compliance training to make the learning experience enjoyable and memorable.

One of the critical factors impacting the shift towards prevention and engagement is the allocation of resources. Traditionally, compliance programs have focused on detection and investigation, often spending a significant portion of their budget on these reactive measures. However, as Feldman pointed out, this approach can be counterproductive. By investing more in preventative measures, organizations can mitigate risks more efficiently and avoid the need for extensive investigations.

Another essential factor to consider is the impact on employees. Compliance programs relying solely on detection and punishment can create a hostile, fear-based culture. Employees may hesitate to speak up about potential issues or concerns, fearing retribution or negative consequences. On the other hand, a prevention-focused approach that emphasizes engagement and empowerment can foster a culture of trust and psychological safety. When employees feel safe and supported, they are likelier to speak out and ally with their colleagues.

Balancing these factors can be challenging. Compliance professionals must find a way to allocate resources effectively, ensuring that both prevention and detection measures are in place. This requires a shift in mindset and a willingness to invest in proactive measures, even if it means reallocating resources from reactive measures. It also requires a commitment to engaging and empowering leaders within the organization, as they play a crucial role in setting the tone for compliance.

One approach to achieving this shift is through the use of microlearning. Many training professionals have highlighted the value of short, impactful learning modules that can easily integrate into employees’ daily routines. By delivering training in bite-sized pieces, organizations can ensure that employees are consistently engaged and learning without overwhelming them with lengthy and infrequent training sessions.

While shifting compliance programs towards prevention and engagement is compelling, it is essential to acknowledge the challenges associated with implementing such a shift. Resistance to change, limited resources, and competing priorities can all pose obstacles. However, by recognizing the importance of prevention and engagement, organizations can begin to overcome these challenges and make meaningful progress toward a more effective and engaging compliance program.

Shifting compliance programs towards prevention and engagement is a critical step in improving the effectiveness of compliance efforts. By investing more in proactive measures, engaging employees through innovative training methods, and empowering leaders, organizations can create a culture of compliance that is both effective and engaging. While there are challenges associated with this shift, the benefits far outweigh the tradeoffs. Ultimately, a prevention-focused approach mitigates risk more efficiently and creates a positive and engaging compliance culture.