Welcome to this special podcast series, Integrity Matters: Culture, Training and Compliance, sponsored by K2 Integrity. This week I visit with Koby Bambilia, Managing Director, and Tina Rampino, Associate Managing Director. Over the series, we break down corporate culture, compliance training and communications. Topics include breaking down the big picture on culture, espresso shots of training, skills development and regulatory changes, tailored and risked based training and operational aspects of training. In Part 4, I am joined by Koby Bambilia to discuss why tailored and risked based training is so critical now.
In this episode we went into the weeds of specific tailored and risk-based training. Getting ahead of regulators and ensuring your institution has skills-based trainings is critical. But more than this, regulators now want to see specific risk-based training, tailored to individual needs. This approach is not limited to financial institution regulators but the US Department of Justice (DOJ), Securities and Exchange Commission (SEC), FinCEN, Office of Foreign Asset Control (OFAC) also favor this approach. I asked Bambilia if he could provide some examples from the world of financial institutions and financial services firms. Initially, he noted that an institution cannot have a blanket training without follow-up trainings on specific job functions.
Some of the different needs for different employee classifications include bank tellers, who need to know more about cash transactions and regulatory requirements, such as Currency Transaction Report (CTR) and pouch activities. This is obviously different from private wealth managers. Employees in trade finance departments need to know more than others on sanctions and embargoes. Moving on to third party relationships, correspondent banking departments need to know, for example, the red flags for nested accounts. Private bankers, who are covered under the Foreign Account Tax Compliance Act (FATCA), must be trained on the law so they can be more vigilant and aware for detecting tax evasions.
The key is that each group requires its unique training and since every institution has a different set of risks, institutions should understand that one form of training cannot fit all situations. Tailored training is a key element and, as Bambilia noted, “a universal one, regardless of the institution’s size, risks, and resources. The example of the examiner saying training is like a burger…demonstrates the need to assure proper and tailored training throughout the institution.” The bottom line is that there is no one training model which will fit all your employees.
Training begins, literally at the beginning with the requirement that a compliance professional must know the risk-profile of an organization, where the blind spots may be, and what exposures may emerge. Obviously, the past year during Covid-19 brought new risks in the working from home environment and those risks are changing again as we return to work. Your risk profile would include the types of products and services the institution provides. If you do not have corresponding banking accounts and your bank does not provide banking services to other financial institutions – and in this case corresponding bank related training may not be relevant. Similarly, if you are a financial investment institution and do not deal with cash, you do not need to train on those requirements. Yet as risks change and new threats emerge, it is important to equip your operational teams on the front lines with the skills to manage these changes, which can be triggered either by a new regulation or by a new product or service your institution wants to provide going forward. A compliance professional must continually assess compliance risks. Here Bambilia recommends having regular ongoing communication with the ““field”, don’t just stay at the headquarters and send emails – go visit some of the branches, and some of the departments; you get valuable insights.”
Bambilia provided a couple of specific examples. In July 2017 FinCEN has announced changes to the CTR form 104, which included some fundamental changes and significant modifications to the CTR batch submissions. The client understood the importance in assuring their relevant staff were in full understanding of the new requirements and asked us to conduct in person training sessions for the relevant departments. Bambilia related, “this pro-active approach gained some priceless credit points at the very next regulatory examination, when examiners asked specifically to review how the Bank dealt with these new regulatory obligations.”
Bambilia pointed to another example, FATCA, a massive regulation imposed mostly on non-US financial institutions and had tremendous impact on almost every aspect at a Bank’s operations. One of the first challenges was how to introduce 500+ pages of new regulation to employees. Some ways Bambilia and his compliance team did so was to create “animated video clips of no more than 120 seconds which jumped into the employee’s screens once a month and while not interfering with their daily work – we got really good feedback on how they made the new regulation more manageable and understandable.”
Bambilia concluded that it “may feel like a heavy lift up front, it can pay its dividends – not just from a compliance perspective but also from an angle of operational efficiencies – you are assuring that your operation and IT staff know what to do going forward. If they know what to do – that will save a lot of pain and effort on their side, but also for you as a compliance officer.”
K2 Integrity has developed an online training platform and resource center, Dedicated Online Financial Integrity Network (DOLFIN), to help clients with their training requirements and provide more diverse options for training content and modalities. Find out more about DOLFIN here. For more information on K2 Integrity click here.
Tag: compliance training
Welcome to this special podcast series, Integrity Matters: Culture, Training and Compliance, sponsored by K2 Integrity. This week I visit with Koby Bambilia, Managing Director, and Tina Rampino, Associate Managing Director. Over this series, we are breaking down corporate culture, compliance training and communications by discussing topics such as breaking down the big picture on culture, espresso shots of training, skills development and regulatory changes, tailored and risked based training and operational aspects of training. In Part 3, I am joined by Koby Bambilia to discuss the intersection of meeting compliance skill development and regulatory requirements.
Bambilia has an interesting perspective on compliance training because of his unique background in the field. In addition to being a former compliance professional, he is also a former prosecutor. You do not often see that combination in a person specializing in compliance training. We started with the basic concept of training – in any regulatory guidance, both here in the US or abroad, which is always considered by the regulators as one of the pillars of Bank Secrecy Act (BSA) compliance program. Obviously the more your staff is trained, the easier your job as a compliance officer will be.
This is where the first line of defense becomes so critical. Who knows clients better than the front-line bank officers who deal with them on a regular basis? This leads Bambilia to note that the role of a compliance professional is to provide the first line of defense with “the appropriate tools so in turn they will to be able to perform their duties; and the method in which you provide such tools are through robust and comprehensive training program.”
Additionally, Bambilia emphasized the regulators’ expectations for skills training. He has increasingly seen that “regulators are looking at the skills and career paths of bank employees. In other words, do the employees in their specific roles have the right set of knowledge, skills, and expertise to carry out their compliance responsibilities?” This has moved beyond strictly “compliance related roles but business-oriented roles as well.” He provided some examples such as private banking, loan officers, tellers, trade finance functions and correspondent banking departments. He stated, “The examiners will sample and check what experience and skills such employees have and what type of training they have received.” This led Bambilia to conclude, “thinking critically about whether the employees in key roles possess the right set of skills and expertise should guide institutions as they develop their training program, especially the long-term ones.”
I asked Bambilia if he could provide an example of such a situation. He recalled one institution where he worked which had more than 13,000 employees. As you might expect, there were multiple training requirements for employees. One of the challenges faced by the compliance function was how to verify all employees had completed the compliance training. Some 93% of employees completed compliance training so the challenge was to reach the remaining 7%. As Bambilia remarked, “We understood that it must be dealt with, and sometimes you have to take drastic measures to demonstrate that you are serious about compliance and serious when it comes addressing the regulatory expectations around compliance training.”
The compliance department went to the Board and proposed that any employee not completing their required compliance training would receive a 33.3% cut of the annual bonus. This stick approach worked and the completion numbers when up to 98%. What about the remaining 2%? They lost 33.3% of their annual discretionary bonus. The result was the next the completion rate for compliance training went up to 100%. But completion rates on employee compliance training are not enough as Bambilia said the regulators also want to see that the “compliance function has the right set of skills needed to perform their respective roles and duties. So, it’s something to think about and be prepared for before your next examination.”
We concluded our discussion by considering if finding solutions for compliance training “workarounds” or lack of employee participation has improved or dropped. Bambilia began by noting a very important aspect of compliance training, “with the right approach employees can be educated that training is not a form of punishment but actually a valuable tool which can help them do their job right. This is critical in keeping institutions “out of trouble.”” As Bambilia further explained, one of the functions of compliance is to “protect the Bank and the clients but it is also there to protect employees. And employees knowing through training what they have to do will keep them safe.”
Bambilia believes that now there are “better systems for e-learning and training solutions to ensure people are actually taking and completing these trainings. These systems can track, check the number of tries for passing the exam and even send the reminders.” Finally, institutions are moving toward more bite sized training (See: Espresso Training Shots). Bambilia explained that this can lead to not an entire day/week course but something that can fit within the regular workday; and this is even more applicable in today’s environment where most of us are working remotely, either in full or in hybrid mode.
K2 Integrity has developed an online training platform and resource center, Dedicated Online Financial Integrity Network (DOLFIN), to help clients with their training requirements and provide more diverse options for training content and modalities. Find out more about DOLFIN here. For more information on K2 Integrity click here.
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Culture, Training and Compliance – Part 1
I recently had the opportunity to visit with, Tina Rampino, Associate Managing Director at K2 Integrity. Tina has one of the top phrases I have heard around compliance training. It is ‘espresso shots’ of training to help facilitate attainable training demands. We also discussed the operationalization of compliance training.
Espresso Shots of Training
Rampino advised on what she called “an espresso shot” of compliance training which can be both shorter and more concise, but drills down to specific risks relevant to an institution. She went on to relate that she has been involved in creating solutions that can deliver shorter and more tailored training which will result in increased relevance to the employee and have a lighter burden of training hours. Rampino said, “The concept of espresso shot training can assist employees to better manage their workload while keeping up with important issues relevant to their roles. For example, institutions should think creatively on delivery and modality of training content. Not only in an e-learning format: something engaging, cartoons, videos, interactive virtual training.”
I think that every compliance professional strives to find the right balance between training on general awareness topics and shorter, more relevant and practical training opportunities. Unfortunately, compliance training is viewed as a “check the box” activity or worse, something that is dreaded and is usually ineffective. Rampino suggested compliance training incorporates real life scenarios, case studies or simulations to give employees an opportunity to learn in a sand box environment and to practice the skills that they are being taught.
Some of her suggestions include keeping your compliance training segments concise as “shorter, bite-size learning is a trend in training programs.” This means that instead of offering half-day and full-day sessions, break programs into shorter segments of 20 minutes or less, which are easier for participants to absorb – and schedule. Another example is that short cartoons or animated videos can be excellent quarterly reminders. Done properly, they do not feel like an assessment or certainly not a ‘check-the-box’ exercise. The bottom line is that with all training most employees must undergo now and even more so in the continued time of the Covid-19 Delta Variant, espresso shots give people back a lot of time.
Operational Aspects of Training
Next we turned to key operational aspects of training, including budget, delivery and more. We began with a discussion of one of the most critical issues around compliance training, but one I believe does not get nearly enough discussion in the compliance community, that being the issue of budgeting. During times of economic stress compliance training budgets are often tightened. Rampino believes this approach needs to be avoided. The reason is straight forward, “investing in training and professional development for employees can save money in the long-run, both operationally and when it comes to regulatory requirements. An institution’s greatest asset is their employees and especially when you’re entrusting them to protect your institution from risk.”
This means that if you are providing employees with ongoing training to assist them to continuously refine their knowledge and skills; it will also keep them engaged and incentivized to take compliance more seriously. Moreover, as Rampino noted, “developing and retaining employees is beneficial to financial institutions in the long-run and demonstrates sustainability within the compliance program.” Instead of cutting back on training budgets in general, institutions should assess the training needs as they align with the greatest risk and find ways to deliver the most targeted and relevant training across the enterprise. Rampino advocates several different styles of compliance training. These include, having a “balance of online/in-person training; including independent or self-guided training; as well as hands on training with an instructor.”
We then turned to the concept of compliance training as a cost saving exercise. Rampino reiterated that “skilled and experienced employees are a critical part of a sustainable and effective program. While training may not be the highest priority, when a compliance officer is looking at their list of money spend for year; training is critical in proactively reducing compliance errors and risk.” Additionally, employees who receive timely and engaging training often feel that an institution is investing in them and their professional growth, which can lead to less turnover. Rampino concluded, it demonstrates “an institutions appreciates the importance of career pathing and skills development. It is not just for the regulators, but for health and wellbeing of an institution.”
Think about that for a minute; training should also assess the skills needed for each role and provide a career path for employees. Employees want to understand they are growing professionally. Management desires its employees to “understand that people they have in those roles have the right training and are experienced.” Rampino concluded that this means “training is a resource bigger than what it looks like on paper. That’s why budget and resources for training is so important. Training is a way to mitigate risk within the institution—both in terms of real risks that come in the door every day and demonstrating a sustainable way to do so.”
We concluded with Rampino’s thoughts on regulatory expectations around compliance training. She believes, “Regulators are more interested than ever in seeing that an institution is investing in a sustainable, scalable, and dynamic training program. They want to know that an institution understands their risks and that it demonstrates that with the training that is provided to their employees. Regulators are expecting more targeted and role-based training offerings and that the content is evolving as the risks evolve.”
In the vein of my mantra Document, Document, and Document, Rampino also noted that regulators are “more focused than ever on how the financial institution is assessing compliance skills needed for critical roles and demonstrating that their employees meet the skill requirements for the roles that they are in.” This means a potential audit on areas as wide-ranging as “how an institution provides career pathing, professional development, and cross-training opportunities for their employees.” But this is much more than a myopic view of compliance training only as it “ensures sustainability of the program but also allows for flexibility as financial institutions adapt to the changes and may face organizational or structural changes, as many do due to a host of issues ranging from regulatory remediation to right-sizing.”
Training and its attendant skills development have become critical in empowering employees to move into new roles as needs arise and offers growth opportunity which is valuable beyond measure in the current environment that institutions are operating in. She concluded by stating that regulators “want to know that compliance employees not only understand their institutions internal risk, policies/procedures, and escalation processes but also that they are staying current with industry best practices and emerging risks.”
K2 Integrity has developed an online training platform and resource center, Dedicated Online Financial Integrity Network (DOLFIN), to help clients with their training requirements and provide more diverse options for training content and modalities. Find out more about DOLFIN here. For more information on K2 Integrity click here.
Welcome to this special podcast series, Integrity Matters: Culture, Training and Compliance, sponsored by K2 Integrity. This week I visit with Koby Bambilia, Managing Director, and Tina Rampino, Associate Managing Director. Over this series, we will break down corporate culture, compliance training and communications. Topics include breaking down the big picture on culture, espresso shots of training, skills development and regulatory changes, tailored and risked based training and operational aspects of training. In Part 2, I am joined by Tina Rampino who discusses ‘espresso shots’ of training to help facilitate attainable training demands.
We began with the status of compliance training after 18 months of Covid-19. Here Rampino noted, “in the early phase of the pandemic, institutions had to quickly change to a fully virtual working environment. They had to find creative solutions to adapt their training programs in response. All planned instructor-led training was cancelled or transitioned to virtual training.”
But what was the impact of Covid-19 on compliance training plans? She said it varied between each organization but “the delays, rescheduling, and redesigning of mandatory trainings to accommodate the virtual working environment caused a big training load and a heavy training burden for institutions. Many institutions delayed mandatory training as they tried to work through issues as mundane as bandwidth as all employees were now remotely logged in to the same Learning Management Systems at the same time every day.” The bottom line is that many organizations pushed training to the end of the year or into 2021 and competing priorities and demands had to be managed. Moreover, we are now into Q3 2021 and even though the virtual work environment has become routine for compliance professionals, the pressure is on to get back up to speed on all those trainings.
If your organization finds itself in that place, Rampino advised on what she called “an espresso shot” of compliance training which can be both shorter and more concise, but drills down to specific risks relevant to an institution. She went on to relate that she has been involved in creating solutions that can deliver shorter and more tailored training which will result in increased relevance to the employee and have a lighter burden of training hours. Rampino said, “The concept of espresso shot training can assist employees to better manage their workload while keeping up with important issues relevant to their roles. For example, institutions should think creatively on delivery and modality of training content. Not only in an e-learning format: something engaging, cartoons, videos, interactive virtual training.”
I think that every compliance professional strives to find the right balance between training on general awareness topics and shorter, more relevant and practical training opportunities. Unfortunately, compliance training is viewed as a “check the box” activity or worse, something that is dreaded and is usually ineffective. Rampino suggested compliance training incorporates real life scenarios, case studies or simulations to give employees an opportunity to learn in a sand box environment and to practice the skills that they are being taught.
Some of her suggestions include keeping your compliance training segments concise as “shorter, bite-size learning is a trend in training programs.” This means that instead of offering half-day and full-day sessions, break programs into shorter segments of 20 minutes or less, which are easier for participants to absorb – and schedule. Another example is that short cartoons or animated videos can be excellent quarterly reminders. Done properly, they do not feel like an assessment or certainly not a ‘check-the-box’ exercise. The bottom line is that with all training most employees must undergo now and even more so in the continued time of the Covid-19 Delta Variant, espresso shots give people back a lot of time.
K2 Integrity has developed an online training platform and resource center, Dedicated Online Financial Integrity Network (DOLFIN), to help clients with their training requirements and provide more diverse options for training content and modalities. Find out more about DOLFIN here. For more information on K2 Integrity click here.
Where does creativity fit into compliance? In more places than you think. Problem-solving, accountability, communication, and connection – they all take creativity. Join Tom Fox and Ronnie Feldman on Creativity and Compliance, part of the Compliance Podcast Network. In this episode, Tom and Ronnie look at the common objections to using comedy in compliance training and communications and debunk them all.
- Well, we’re a conservative company
- We don’t do humor here or we tried humor once and it didn’t work
- Employees already get tons of communications, so we don’t have an appetite for more compliance communications.
- We need to focus on our core training first
- We’re global so humor doesn’t work
Resources:
Ronnie Feldman (LinkedIn)
Learnings & Entertainments (LinkedIn)
Ronnie Feldman (Twitter)
Learnings & Entertainments (Website)
60-Second Communication & Awareness Shorts – A variety of short, customizable, quick-hitter “commercials” including songs & jingles, video shorts, newsletter graphics & Gifs, and more. Promote integrity, compliance, the Code, the helpline and the E&C team as helpful advisors and coaches.
Workplace Tonight Show! Micro-learning – a library of 1-10-minute trainings and communications wrapped in the style of a late-night variety show, that explains corporate risk topics and why employees should care.
Custom Live & Digital Programing – We’ll develop programming that fits your culture and balances the seriousness of the subject matter with a more engaging delivery.
Tales from the Hotline – check out some samples.
Where does creativity fit into compliance? In more places than you think. Problem-solving, accountability, communication, and connection – they all take creativity. Join Tom Fox and Ronnie Feldman on Creativity and Compliance, part of the Compliance Podcast Network. In this show, we discuss how to use creativity your compliance communications to have a more effective compliance program by producing a more robust Speak Up culture in your organization. The recent DOJ 2020 Update to the Evaluation of Corporate Compliance Programs stated the following: Other companies have invested in shorter, more targeted training sessions to enable employees to timely identify and raise issues to appropriate compliance, internal audit, or other risk management functions. How does Speak Up compliance training fit into this new mandate?
Some of the highlights include:
- Why is this change both significant and importantly was is the Government’s expectation? What is the difference between “shorter” and “targeted” training?
- The DOJ has acknowledged what most successful programs have known for a while. That shorter, more frequent training and communications are more effective. Most adult learning principles support this.
- Training is important, but it should be shorter, relevant and interesting.
- Comms is separate. It services a different purpose.
- To advertise where resources are.
- To drive traffic to those resources – teach people where to go.
- To remind people and reinforce resources and themes.
- “Enable employees to timely identify and raise issues”
- That is making resources accessible and easy to use
- Show up in more places – Apps, Newsletters, Intranet Posts, email signature, in the mouths of leadership
- It’s also about making people know that they are safe
- That is making resources accessible and easy to use
- Targeted is focused on making training relevant. Corporate comms can go to everyone, everywhere, all the time. Training should be tactically relevant to job function.
- Learnings and Entertainments creates short stories about specific issues so that companies can deploy those to those specific audiences.
- Broadcat makes job aids which are helpful in this regard.
- Offerings are aligned with what the DOJ is recommending in their 2020 update.
- “Hey maybe a group of comedians and improvisers have something to offer.”
- L&E’s whole business is structured around two things.
- Promoting E&C as helpful advisors and coaches.
- Promoting Speak Up culture.
- Short, Entertaining, Memorable Comms & Awareness – this is designed to raise the visibility of the issues policies and resources so they are easy to access. Show up in more places. Try to shift attitudes and behaviors over time.
- Person on the Street Campaigns – gives voice to employees. Makes it less preachy.
- Stories that shed light on the speak up process – share why things happen and the results of those things. Very specific and targeted learning.
- Talk Shows that help leaders shed light on the speak up process – build trust.
- Improv Training to help leadership encourage speak up culture.
Resources:
Ronnie Feldman (LinkedIn)
Learnings & Entertainments (LinkedIn)
Ronnie Feldman (Twitter)
Learnings & Entertainments (Website)
60-Second Communication & Awareness Shorts – A variety of short, customizable, quick-hitter “commercials” including songs & jingles, video shorts, newsletter graphics & Gifs, and more. Promote integrity, compliance, the Code, the helpline and the E&C team as helpful advisors and coaches.
Where does creativity fit into compliance? In more places than you think. Problem-solving, accountability, communication, and connection – they all take creativity. Join Tom Fox and Ronnie Feldman on Creativity and Compliance, part of the Compliance Podcast Network to explore these issues. In today’s episode we are joined by Ricardo Pellafone, founder and CEO of Broadcat. We visit with Ricardo about his journey into compliance and why he thinks most compliance training sucks, why it should be ditched and how we all need start over. Some of the highlights include:
- Ricardo’s journey into compliance and what led him to found Broadcat.
- Why is compliance training the worst?
- Why is using the using the right tool for the job critical in compliance training?
- How can compliance training educate?
- Why is it important to target specific behaviors in compliance training?
- Why is awareness and communications so critical when thinking about compliance training?
Resources
Ronnie Feldman
Ronnie Feldman (LinkedIn)
Learnings & Entertainments (LinkedIn)
Ronnie Feldman (Twitter)
Learnings & Entertainments (Website)
60-Second Communication & Awareness Shorts – A variety of short, customizable, quick-hitter “commercials” including songs & jingles, video shorts, newsletter graphics & Gifs, and more. Promote integrity, compliance, the Code, the helpline and the E&C team as helpful advisors and coaches.
Workplace Tonight Show! Micro-learning – a library of 1-10-minute trainings and communications wrapped in the style of a late-night variety show, that explains corporate risk topics and why employees should care.
Custom Live & Digital Programing – We’ll develop programming that fits your culture and balances the seriousness of the subject matter with a more engaging delivery.
Ricardo Pellafone and Broadcat
For more information on Broadcat, click here.
For Ricardo’s LinkedIn profile, click here.
In this five-part podcast series, sponsored by K2 Intelligence FIN, we consider defining and building effective compliance programs. I am joined in this series by Michelle Goodsir, a Managing Director at K2 Intelligence FIN. Gail has 25 years of financial crime compliance experience which includes fraud risk management, anti-bribery and corruption, corporate security and investigations, sanctions, and Anti-Money Laundering (AML) program experience working within the financial services industry and the U.S. government. Gail Fuller is a Vice President at K2 Intelligence FIN. Gail focuses on developing, refining, and implementing FIN’s quantitative and qualitative risk rating tools. She leads engagements focused on helping FIN’s jurisdictional and private sector clients understand their exposure to financial crime risk and develop and implement strategies to mitigate their risks. Over this series we will consider key challenges in compliance, why compliance needs a seat at the table, how to do compliance on a budget, training and culture and what is on the horizon. In this Part 4, I visit with Gail Fuller on how to facilitate ongoing compliance training, communications and re-emphasizing culture in an organization.
Resources
K2 Intelligence financial crimes risk & compliance page: https://www.k2intelligence.com/en/services/our-practices/financial-crimes-risk-and-compliance
K2 Intelligence AML page: https://www.k2intelligence.com/en/services/our-practices/financial-crimes-risk-and-compliance/anti-money-laundering-compliance
K2 Intelligence Anti-corruption page: https://www.k2intelligence.com/en/services/our-practices/financial-crimes-risk-and-compliance/anti-corruption
K2 Intelligence DOLFIN: https://www.finintegrity.com/dolfin.html
In this episode I visit with Matt Galvin, Vice President, Ethics & Compliance at Anheuser-Busch InBev and Peter Grossman, Co-Founder, Chief Strategist at Labyrinth Training about their work on compliance training to influence behavior at Ab-InBev. Highlights from the podcast include:
- How did they create some of the most innovative compliance training?
- How can innovative training be effective training?
- How can compliance training influence behavior?
- Why does Galvin (and Ab-InBev) emphasis compliance training so robustly?
- How can non-traditional approaches to compliance training be effective?
- Why compliance officers should always be curious?
- How did Matt and Peter come together to create this innovative training regime?
For more information on Peter Grossman, check out his LinkedIn profile here. For more information on his company Labyrinth Training, click here. For more on Labyrinth’s work with Ab-InBev on training, click here.
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 (the coolest guy in compliance) and I go into the weeds to explore Matt’s observations on compliance training. While traveling cross-country with the family for a well-earned vacation he paid close attention to the safety training video. We used that as a starting point for a deep dive into compliance training and communications.
Some of the highlights include:
- What are some fresh takes on compliance training?
- How do you implement both effective and tailored training?
- Is your training procedural? Ethical? Systemic?
- Do you want your employees to follow procedures or standards of behavior?
- Employees need to feel like there is someone listening.
- What is the role of ongoing communications in training?
For further reading see Matt’s blog post-How Good Training Finds its Wings