In today’s edition of Daily Compliance News:
- GE target of Madoff whistleblower. (WSJ)
- Epstein death-murder or suicide. (Washington Post)
- NY Attorney General subpoenas Sacklers bank recording. (NYT)
- Did Nike pay Zion Williamson’s family? (ESPN)
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Welcome to Episode 7 of Compliance Man Chooses the Target with Tim Khasanov-Batirov. The goal is to highlight matters that should be on agenda of practitioners that deploy compliance programs in industries or countries of active FCPA enforcement. In next three minutes, we will target three specific matters that you might like to address in the course of implementation of your compliance program. Today we will focus on teamwork.
Target #1: Who is Your Team? While this question might sounds straightforward when we refer to organizational chart, the answer is not that obvious when we talk about the whole organization. Do you have supporters of Compliance movement among top managers? Do middle management and junior staff help you in promotion ethics? Do you have influencers among respected middle-level managers in your Compliance team now? Who should be in your Compliance dream team? If you have answers on these questions, it is much easier to plan efforts and evaluate rate of success of your ethics’ efforts in each department. Based on my experience even single individual who heads business function in the organization can block or in contrary stimulate efficient collaboration between all his subordinates and Compliance department.
Target #2: Engagement of Personnel from Various Hierarchy Levels. Based on my experience it is essential to raise awareness and engage in respective ways personnel from all hierarchy levels. There are at least two reasons do that. The first one is that personnel tend to raise in the organization so your efforts in engagement each individual will be bringing positive impact on each stage of his or her career. The second reason is that managers (primarily at the senior level) from time to time are assigned with new areas of responsibility. Thus, if such a senior manager is your Compliance ambassador he will expand or strengthen Compliance philosophy at his new area of responsibility as well.
Target #3: Why Things Might Not Work Well? Three killers of teamwork within Compliance department:
- Absence of goals based on Key Performance Indicators for each individual;
- Duplication of functions among compliance folks;
- Absence of devotion to Ethics&Compliance in the team.
Join me for the next episode of Compliance Man Chooses the Target with Tim Khasanov-Batirov.
Learn more compliance tips from Tim Khasanov-Batirov at:
http://complianceinpostussr.com/ & http://complianceinpostussr.com/blog/
In today’s edition of Daily Compliance News:
- The tip of the iceberg? (com)
- Company claims SFO review is bogus and sues to stop corruption investigation. (Bloomberg)
- Sealed air switches auditors. (WSJ)
- JonesDay partner “What would a man do on parental leave — watch his wife unload the dishwasher.” (NYT)
In this episode of Trekking Through Compliance, we consider the episode The Cloud Minders which aired on February 28, 1969 and Star Date 5818.4.
Compliance Takeaways:
Compliance Takeaways:
- What is institutional justice?
- What is institutional fairness?
- How do you know your discipline is consistent?
In this episode of Trekking Through Compliance, we consider the episode The Way to Eden which aired on February 21, 1969 and Star Date 5832.3.
Compliance Takeaways:
- What does your ELT do to support compliance?
- How do you utilize your ELT in your compliance messaging?
- Do you get the resources support from your ELT?
On today’s episode of Great Women in Compliance, Lisa speaks with Letitia Adu Ampoma, Director, Peverett Maxwell. Peverett Maxwell provides compliance consulting and advisory services to organisations working in Africa, and she is based in Ghana. Lisa and Letitia met at the 2016 SCCE European conference and heard Letitia speak about the culture of compliance in Africa, and the differences between Africa and the west, and also between countries and regions in Africa.
Letitia’s career has taken her all over the world, and she started in compliance when she moved back to Ghana just as the UK Bribery Act was introduced. She has become a leader in global compliance, and discussed cultural differences that all compliance practitioners should consider when working in Africa, the importance of how to focus on processes and goals, and key compliance trends in Africa right now, especially mobile banking and data privacy.
Letitia has lived all over the world, and this has impacted her viewpoint both on best practices in compliance and in business as a whole. Letitia has always followed her instinct, whether it was to move home to Ghana from the UK, or to get involved in compliance, or to work in companies or now at Peverett Maxwell in her current role. Her wealth of knowledge and experiences – makes her a #gwic and great friend.
In today’s edition of Daily Compliance News:
- Beny Steinmetz indicted in Switzerland over Guinea mine deal. (Reuters)
- New study which shows that when independent auditors do their jobs correctly, they have trouble getting hired. (WSJ)
- Non-profit puts down escrow money for house for its CEO. How could that be wrong? (WSJ)
- KPMG partner ousted over messages brouhaha. (FT)
Compliance into the Weeds is the only weekly podcast which takes a deep dive into a compliance related topic, literally going into the weeds to more fully explore a subject. In this episode, Matt Kelly and I go into the weeds to explore the actions by Delta CEO in not going to a meeting at the White House because of previously scheduled vacation plans. Is this modeling of corporate values useful to improve employee morale?
Some of the highlights include:
- Why did Delta CEO Ed Bastain ditch a White House meeting?
- Does a CEO cancelling a meeting to go on previously scheduled vacation model your corporate values?
- If a CEO will not attend a meeting what does that say about a company?
- Does the CEO’s help or hurt employee morale?
- How was Delta accountable in its ferrying of stranded 5thgraders to DC?
- How has Lowe’s damaged employee trust?
For additional reading see Matt’s blog post Great Example of CEO Setting the Tone on Radical Compliance.
In this episode of Trekking Through Compliance, we consider the episode Requiem for Methuselah which aired on February 14, 1969 and Star Date 5843.7.
Compliance Takeaways:
- Sometimes a CCO must make a stand and speak truth to power.
- Why it is important to bring investment into decision making.
- Practice yet even with practice, things can still go awry.
On today’s episode of the Innovation in Compliance Podcast with host Tom Fox, we get to meet Neha Gupta, chief executive officer at True Office Learning who shares the importance of effective training within an organization. Tom first met Neha at a presentation where she was speaking on innovative compliance techniques for training and what he got was a much broader appreciation of behavioral science around compliance programs.
From Business to Compliance
Tom asks Neha how she worked her way up to the CEO chair. Neha explains how life is 50% serendipity and 50% plans that never quite turn out that way. She started her career in business, thinking of herself to be « not a lawyer by trade, a data science geek and engineer. For her, ethics and compliance are meaningful because she finds it amazing how infrequently business conversations are included in compliance. At Citygroup, she was in charge of their institutional technology and responsible for ethics and compliance along with employee engagement functions that she reported to the board. When she started work at True Office, she realized that it was possible to have a two-way-dialogue with people using technology and even predict how they will think and behave in certain situations. She took over the organization two years ago.
Mapping Human Behavior
Tom asks Neha how a training company is uniquely suited to map behavior, and why it can be a powerful tool that will allow an ethical organization to remain dedicated to integrity. Neha says our behavior is driven by the things we learn along the way. She adds that the reason why training is effective for mapping human behavior is that there are very few things in your organization that touch people at every level. It is a unique opportunity to have a captive audience, once a year where everybody interacts, but so many organizations approach training in an “empty-handed-one-way-I’m-just-gonna-push-out-information” manner instead of taking time to know how different teams within the organization would handle different situations. She says the best way to run a training is to use a simulation technique, to see how each person would act in different crisis situations.
Utilizing Data Generated Through Training
Neha believes you have to have both the training experience (regular HR training) and the data training (artificial intelligence used after training) as a continuous cycle in your workplace, because humans often forget what they have learned, but with technology, one can easily be sent reminders or nudges about said training. That is when the power of technology comes in, by using artificial intelligence to find each employee’s weakness and send them nudges about actions to take to strengthen those weaknesses. She calls this ´Adaptive Compliance Training’, which you can learn more about here.
Tom has seen many examples of what Neha has shared, and believes that many of the strategies she talks about should be implemented by all HR departments to strengthen their training.
Resources
Neha Gupta
True Office Learning
