Tag: Culture audit

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Compliance Tip of the Day

Compliance Tip of the Day: 5 Practical Steps for Conducting a Culture Audit that Meets DOJ Standards

Welcome to “Compliance Tip of the Day,” the podcast where we bring you daily insights and practical advice on navigating the ever-evolving landscape of compliance and regulatory requirements. Whether you’re a seasoned compliance professional or just starting your journey, we aim to provide bite-sized, actionable tips to help you stay on top of your compliance game.

Join us as we explore the latest industry trends, share best practices, and demystify complex compliance issues to keep your organization on the right side of the law. Tune in daily for your dose of compliance wisdom, and let’s make compliance a little less daunting, one tip at a time.

Today, we consider five practical steps to help compliance professionals conduct a culture audit.

 

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5 Practical Steps for Conducting a Culture Audit that Meets DOJ Standards

The  2024 ECCP demands data-backed evidence of a genuine, embedded compliance culture. The DOJ’s stance is clear: a company’s commitment to compliance is only credible if it’s supported by data that reflects employee engagement, ethical practices, and trust. This shift in regulatory expectations makes culture audits an invaluable tool for today’s compliance professionals. A well-structured culture audit aligns your organization with DOJ standards and offers actionable insights that can create a more resilient and ethical workplace. Here are five practical steps to help compliance professionals conduct a culture audit that meets the DOJ’s standards and builds a stronger foundation of corporate integrity.

Step 1: Define Key Metrics

The first step in conducting a culture audit that meets DOJ standards is to define the key metrics you’ll measure. To satisfy the DOJ’s expectations, these metrics should extend beyond basic compliance checks and delve into the core elements that make up your organizational culture. Metrics to consider include employee engagement, trust in leadership, openness to reporting, and perceptions of ethical behavior.

Identifying Relevant Metrics. Employee engagement is a foundational metric. When employees are engaged, they’re more likely to take compliance seriously and contribute to an ethical culture. However, engagement alone isn’t enough; measuring trust in leadership and employees’ willingness to report misconduct is also critical. The DOJ explicitly examines how well compliance programs promote a “speak-up” culture and ensure employees feel safe reporting concerns.

Additional metrics include training completion rates, whistleblower hotline usage and response rates, and employee understanding of compliance policies. By measuring both attitudes and actions, compliance professionals can gain a holistic view of the culture and identify specific areas for improvement. 

Step 2: Collect Broad-Based Input

For a culture audit to be effective, gathering input from all levels of the organization is crucial. This means going beyond the C-suite and senior management to include frontline employees, middle management, and support staff. The DOJ emphasizes that an authentic culture of compliance permeates the entire organization. A one-sided perspective can result in an incomplete view of culture, as senior management’s vision of compliance may not align with the experience of frontline employees.

How to Gather Inclusive Input. A good culture audit employs a combination of anonymous surveys, focus groups, and interviews. Surveys provide quantitative data, while focus groups and interviews allow employees to share candid insights into their experiences. This layered approach captures high-level trends and individual experiences, giving you a well-rounded picture of the compliance culture.

To ensure diverse perspectives, consider creating focus groups with employees from different departments and regions. Anonymity is key to gathering honest feedback, so assure employees that their responses will remain confidential. Broad-based input provides comprehensive data and signals to employees that their opinions are valued, which is a foundational aspect of building trust.

Step 3: Benchmark and Track Progress

Once you have collected input, the next step is establishing a baseline for your compliance culture. Benchmarking involves identifying where your organization currently stands regarding key metrics and setting a reference point for future assessments. This baseline allows you to measure progress over time, which is essential for meeting DOJ standards and demonstrating an ongoing commitment to a culture of compliance.

Creating and Using Benchmarks. To benchmark effectively, analyze the initial data from your culture audit and categorize findings into strengths, areas for improvement, and potential risks. For instance, if you discover that trust in leadership is lower in one department or region, you’ll have a clear area to focus on. Similarly, if engagement metrics are strong across the board, this becomes a benchmark to maintain in future audits.

Tracking progress against your benchmark over time is vital. Establishing specific, measurable goals based on your baseline data can guide subsequent audits. The DOJ expects companies to demonstrate continuous improvement in compliance culture, so tracking and documenting progress is essential. By consistently comparing audit results to your baseline, you can show regulators that your organization is serious about cultivating an ethical culture.

Step 4: Analyze Data and Set Goals

With your benchmark in place, it’s time to analyze the data and set actionable goals to address gaps or reinforce strengths. This step is critical because it translates raw data into a roadmap for improvement. The DOJ is particularly interested in how companies respond to audit findings, expecting a robust compliance culture to evolve and improve in response to internal and external factors.

Turning Data into Actionable Goals. Data analysis should identify patterns and areas where metrics fall short of desired benchmarks. For example, if employees lack trust in compliance reporting mechanisms, consider implementing additional training, improving communication around these processes, or reinforcing the non-retaliation policy. Setting specific, achievable goals is essential for showing the DOJ that you are acting on your findings rather than conducting audits for optics.

Consider both short-term and long-term goals. For example, a short-term goal could be improving employee awareness of reporting channels, while a long-term goal could be increasing overall trust in leadership by 10% over two years. Goal setting is ongoing as you address initial findings, reassess, and set new objectives to support a continuous improvement cycle.

Step 5: Regularly Reassess

Compliance culture is dynamic, and neither should your culture audits reflect this reality. To align with DOJ standards and maintain an ethical workplace, conduct culture audits regularly, at least annually, or semi-annually. Each audit will reveal new insights, especially as external factors and internal dynamics shift. Regular reassessment ensures your compliance program remains responsive to changing risks and evolving employee needs.

Establishing a Culture of Continuous Improvement. Making culture audits a regular part of your compliance program fosters a culture of continuous improvement. Each audit serves as a check-up on your current state and an opportunity to refine your approach. The DOJ appreciates organizations that regularly update their compliance programs, demonstrating that compliance is a priority and not a one-time effort.

In practice, regular audits help you stay prepared for potential regulatory scrutiny. They enable you to document progress, track evolving cultural trends, and address emerging risks before they become significant. A culture of continuous improvement signals to employees and the DOJ that your organization is committed to building and maintaining a strong ethical foundation.

Making Culture Audits a Cornerstone of Compliance

A well-structured culture audit is an indispensable tool for modern compliance programs, providing the data-backed insights the DOJ now expects from organizations. By following these five practical steps: defining key metrics, collecting broad-based input, benchmarking and tracking progress, analyzing data and setting goals, and regularly reassessing, you can establish a culture audit process that meets DOJ standards and strengthens your organization’s ethical foundation.

Incorporating culture audits as a cornerstone of your compliance program shows that your organization is serious about maintaining an ethical and transparent workplace. It provides a structured way to measure engagement, trust, and ethical perceptions—essential to a truly robust compliance culture. More than just a regulatory requirement, a data-driven approach to culture fosters a more engaged and compliant workforce, positioning your organization for long-term success.

The DOJ’s 2024 ECCP update reinforces that compliance is about more than policies; it is about the health of an organization’s culture. For compliance professionals, the mandate is clear: prioritize culture audits and use them as powerful tools to meet regulatory standards and create a resilient, ethical workplace that stands the test of time.

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Blog

Using Culture Audits to Strengthen Your Compliance Program

Gone are the days when culture audits were an optional extra; they are now a core element for assessing employee engagement, ethical perceptions, and trust levels across all tiers of an organization. The culture audit is more than a one-time exercise. It is a continuous, structured assessment that provides actionable insights into the organization’s ethical climate. Today, we look deeper at how culture audits can be used to build a more resilient compliance program and meet today’s regulatory standards.

Understanding the Components of a Culture Audit

At its core, a culture audit examines the behaviors, attitudes, and values that make up an organization’s ethical backbone. Unlike traditional compliance metrics focusing on policy adherence, a culture audit delves into employees’ lived experiences, capturing data revealing the organization’s true ethical climate. This includes employee engagement, trust in leadership, and perceptions of organizational fairness and transparency. Each component provides insight into whether compliance is merely a set of rules or a deeply embedded aspect of the company’s culture.

  1. Employee Engagement. Engaged employees are more likely to take compliance seriously and act ethically. A culture audit measures engagement by assessing employees’ feelings about their work, colleagues, and leadership. For example, an audit might ask employees whether they feel their ethical concerns are heard and addressed or whether they feel motivated to report misconduct. High engagement levels typically correlate with a strong compliance culture, while low engagement may indicate risks, such as reluctance to report unethical behavior.
  2. Trust in Leadership. Trust is a foundational aspect of any compliance program. Employees must trust that leadership will support them if they report unethical behavior and that leaders will act in the company’s best interests. Culture audits measure trust by examining how employees perceive leadership’s commitment to ethics and transparency. This is crucial for creating an environment where employees feel secure in voicing concerns and believe their leaders are setting the right ethical tone.
  3. Overall Ethical Climate. This component reflects employees’ general perception of the company’s commitment to ethics. Is compliance perceived as a priority, or is it seen as a checkbox activity? Culture audits assess the ethical climate by analyzing employee feedback on organizational values, openness, and support for ethical behavior. For instance, if employees feel pressured to meet performance goals by any means necessary, this could indicate a misalignment between the organization’s stated values and its actual culture.

These components create a comprehensive picture of an organization’s ethical foundation. By understanding these areas, compliance professionals clearly understand their cultural strengths and areas that may require improvement.

Documenting and Benchmarking Culture Data

A critical advantage of culture audits is the ability to document and benchmark compliance culture over time. With the 2024 ECCP, compliance professionals are now expected to show not only that they are measuring culture but also that they are improving it. Regular culture audits allow compliance teams to establish a baseline and monitor progress, providing a concrete data trail demonstrating a commitment to fostering an ethical environment.

  1. Creating a Baseline. The first culture audit benchmarks the organization’s current compliance culture. This baseline measurement offers a starting point, revealing where the organization currently stands regarding employee engagement, trust, and ethical climate. For example, if an initial audit shows that only 60% of employees feel confident in reporting concerns without fear of retaliation, this metric can be a target for improvement.
  2. Tracking Changes Over Time. Regular culture audits—whether conducted annually, biannually, or even quarterly—provide compliance teams with an ongoing record of progress. These periodic assessments allow compliance officers to identify trends, see where improvements have been made, and pinpoint areas that may require further attention. For instance, if the culture audit shows increased trust in leadership over time, compliance professionals can document this trend and note any specific actions that may have contributed to it.
  3. Meeting Regulatory Standards. Culture data is not just an internal tool; it’s essential for demonstrating compliance to regulators. The DOJ’s emphasis on a data-backed compliance culture means that documentation is now integral to compliance. By tracking and documenting cultural shifts, compliance professionals can present evidence of their program’s effectiveness in fostering a strong ethical environment. In the event of an investigation, this data provides regulators with a clear narrative of the organization’s commitment to compliance, allowing them to see how the culture has evolved in response to internal and external pressures.

Documenting and benchmarking culture data is not simply about showing improvement; it’s about proving that the organization takes compliance culture seriously and is willing to make continuous, measurable investments in its ethical climate.

Responding to Culture Audit Findings

One of the most valuable aspects of culture audits is providing actionable data. Once areas for improvement are identified, compliance professionals can take targeted steps to address gaps and reinforce strengths within the organization. This iterative process is crucial for building a responsive, resilient compliance program that meets DOJ standards.

  1. Addressing Gaps in Engagement. If a culture audit reveals low employee engagement, compliance professionals may need to explore ways to improve communication, recognition, and training. For example, employees may feel disconnected from compliance initiatives if they need to understand how these efforts relate to their day-to-day roles. By enhancing training programs or creating more transparent communication channels, compliance teams can foster greater engagement and help employees understand the importance of compliance.
  2. Enhancing Trust Through Transparency. Trust issues revealed by a culture audit require a strategic approach to rebuild confidence. For instance, if employees lack trust in leadership, compliance professionals can work with senior leaders to increase transparency around decision-making, ethics policies, and disciplinary actions. This could involve sharing more detailed reports on how leadership addresses reported concerns or providing regular updates on the company’s commitment to ethical values.
  3. Aligning Training and Ethical Alignment. Culture audits can reveal discrepancies between employees’ understanding of compliance expectations and the organization’s goals. If employees report confusion about compliance policies or express uncertainty about the expected ethical standards, compliance teams can develop targeted training sessions to clarify these areas. For example, a focused training session on reporting procedures or the company’s non-retaliation policy could address specific gaps in understanding and align employees’ actions with the organization’s compliance objectives.

A culture audit is only as effective as the actions that follow it. By treating audit findings as an opportunity for improvement, compliance professionals can create a more responsive, adaptable compliance program that continuously aligns with DOJ expectations.

Prioritizing Culture Audits for a Stronger Compliance Program

Culture audits have become indispensable tools for today’s compliance professionals. They provide the data-driven insights the DOJ now requires and offer a structured way to assess and enhance compliance culture. By focusing on key metrics, such as employee engagement, trust in leadership, and overall ethical climate, compliance teams can clearly understand their organization’s strengths and weaknesses.

Regularly conducting and documenting culture audits establishes a solid foundation for continuous improvement, ensuring compliance is not merely a static set of rules but a dynamic, evolving part of the organization. Through data-backed assessments, compliance professionals can demonstrate to regulators a commitment to maintaining a strong ethical environment, addressing gaps as they arise, and fostering a workforce that values and supports compliance efforts.

In a world where regulators are increasingly focused on culture, compliance professionals who embrace culture audits are meeting DOJ expectations and positioning their organizations for long-term success. By treating culture audits as essential components of the compliance toolkit, organizations can build a resilient, ethical workplace where compliance is a policy and a deeply ingrained cultural value.

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FCPA Compliance Report

FCPA Compliance Report: The Boeing Plea Agreement – Culture is The Key

Welcome to the award-winning FCPA Compliance Report, the longest-running podcast in compliance. We take things in a different direction today as Tom Fox reposts the recent webinar with Sam Silverstein and Mike Volkov, where we took a deep dive into the Boeing Plea Agreement, the Monitorship, and why culture is the key to a Boeing turnaround.

We explore the recent plea agreement filed by Boeing, the outrage among victims’ families over the proposed penalties, and the appointment of an independent compliance monitor. Key issues discussed include the necessity of a culture overhaul at Boeing, the implications of excluding court jurisdiction over the monitorship, and the role of the board in fostering a culture of compliance and safety. The discussion highlights the critical need to focus on values, accountability, and transparent processes to rebuild trust and ensure long-term organizational integrity.

Highlights of this episode:

  • Details of the Plea Agreement
  • Compliance Monitor Appointment and Transparency
  • The Importance of Culture
  • The Role of Compliance Monitors
  • Board Involvement and Accountability
  • Victims’ Families and Organizational Accountability

Resources:

Sam Silverstein

Mike Volkov

The Culture Audit

Tom Fox

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For more information on the Ethico ROI Calculator and a free White Paper on the ROI of Compliance, click here.

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FCPA Compliance Report

FCPA Compliance Report: How Boeing Can Make a Cultural Comeback

Welcome to the award-winning FCPA Compliance Report, the longest running podcast in compliance.

In this special edition of the FCPA Compliance Report, welcome Sam Silverstein. They take a deep dive into how Boeing can begin to overhaul and reform their toxic culture, which led to the 2024 compliance and ethics failures. They discuss the power of the Culture Audit™, which is the sponsor of this podcast.

Sam Silverstein is a seasoned professional with over three decades of experience in corporate culture. Silverstein believes that a strong leadership role is crucial in driving culture change within an organization. His philosophy is that action follows belief, stressing that leaders must genuinely prioritize creating a culture of quality, compliance, and safety for it to truly thrive.

Silverstein maintains that the CEO’s primary role is to protect the organization’s culture, while the COO should ensure operations align with the board and CEO’s strategic plan. His experiences, particularly his insights drawn from Boeing’s situations, have shaped his belief that prioritizing culture over short-term profits, along with a culture audit and specific implementation plan, can help address systemic issues and foster a high-performance workplace culture. 

Topics Covered in This Episode:

  • Transition from Safety to Profit Culture at Boeing
  • Measuring Organizational Culture through Employee Engagement
  • Creating Accountable Leaders for Organizational Culture Transformation
  • Cultivating Sustainable High-Performance Organizational Culture
  • Cultivating Employee Trust Through Genuine Leadership Efforts
  • Rewarding Ethical Behavior for Organizational Integrity
  • Data-Driven Organizational Culture Enhancement Process
  • Recognition and Amplification through Personalized Engagement

Resources:

Sam Silverstein

Sam Silverstein on LinkedIn

Sam Silverstein

The Culture Audit™

Tom Fox

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For more information on the Ethico ROI Calculator and a free White Paper on the ROI of Compliance, click here.

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Transforming a Corporate Culture in Crisis: Lessons from Boeing

There has not been a company that has had a run of worse publicity in 2024 than Boeing. Unfortunately, it has been self-inflicted. I recently participated in a webinar with Sam Silverstein on what Boeing can do to try and pull itself out of the miasma it now finds itself in, which has led to regulatory and criminal scrutiny, critical damage to its reputation, loss of market share, deterioration of its customer relationships, the resignation of its CEO, and destruction of trust within its massive workforce.

The webinar began with a dive into Boeing’s historical mergers, particularly with McDonnell Douglas in 1997, which marked a significant cultural shift within the company. Initially, Boeing was renowned for its high engineering standards, but post-merger, a more bottom-line-focused culture from McDonnell Douglas took precedence. This shift from quality to cost-efficiency laid the groundwork for the issues Boeing faces today.

This consequence of post-merger cultural misalignments led to deep-rooted issues. For Boeing, this resulted in a culture where the drive to reduce costs and increase profitability overshadowed the foundational emphasis on engineering excellence and safety. This cultural shift manifested in various high-profile crises, such as the 737 Max incidents, which were symptomatic of broader systemic problems—problems where the cultural ethos of safety and thoroughness was compromised. Further, when cultural values are misaligned with corporate actions, employee morale, and product quality suffer significantly.

The most important question for Boeing is how it begins a cultural comeback. It all begins with the top leadership, which plays a key role in any cultural transformation. The reason is straightforward: true change starts at the top—leaders must embody the values they wish to see throughout the organization. This involves more than just setting policies; it requires leaders to actively promote a culture of quality, safety, and integrity.

Fortunately, there is a blueprint for Boeing to begin a culture turnaround. It is the procedure that compliance professionals use to manage ethics and compliance risks. The process itself is simple, but execution is not always easy. The process of Assessment leads to Strategy Development, Strategy Implementation, Monitoring of Strategy Implementation, and Continuous Improvement.

With a company the size of Boeing, you need a comprehensive software tool that can assess the corporate culture in a wide variety of ways. Trust, ethics, health, safety, values, beliefs, clarity of mission, quality of decision-making, the value of people, the quality of engagement, accountability, innovation and change, and leadership are but some of the areas that need to be measured in your initial assessment.

In short, you need a tool designed to diagnose and understand your organization’s cultural health. This assessment is not just about identifying weaknesses but also reinforcing strengths. A culture assessment can offer actionable insights that guide strategic change by systematically analyzing various cultural facets—like accountability, ethics, employee engagement, and safety.

Using a software tool to diagnose and understand the current state of organizational culture, you will obtain data about the state of your culture and actionable insights that you can use to form the basis of your comeback strategy. A practical culture assessment can reveal areas of strength to build upon and weaknesses that require strategic interventions. For instance, if there is a deficiency in trust and safety in manufacturing, leadership can clarify that safety is the No. 1 priority. Management can celebrate those who come forward with safety issues in the manufacturing process instead of marginalizing them.

Next is implementing the strategy through training and communications throughout the company. Once again, such an approach is well-known to the compliance community. Further, it is simple but will require effort and commitment by senior management. In 2022, Boeing reported roughly 156,000 employees, representing 47 nationalities in 65 countries around the globe. Yet, think of Siemens’ comeback after its 2008 bribery and corruption scandal. With a similar number of employees around the globe, the company’s top leadership made it clear through in-person training and communications that a change would happen.

Not surprisingly, Siemens management found that employees were sick and tired of being known as a bribery and corruption company. Boeing employees are the same way. They take tremendous pride in working for their organization and will embrace any change to return to the company’s roots of quality and excellence.

Next is the ongoing monitoring of the implemented strategy, which forms an essential component going forward. You cannot simply implement your strategy; you must also monitor the results. Using software tools like the Culture Audit allows companies to gauge their progress and continuously make adjustments where necessary.

You then move to continuous improvement from monitoring. A data-driven approach will allow your organization to provide additional resources, communications, and training where needed. This continuous feedback loop is crucial to maintaining cultural health and aligning it with the company’s strategic objectives.

The lessons from Boeing are applicable globally across industries. Every organization aiming for long-term success must prioritize a culture aligned with its values and objectives. A healthy corporate culture supports a positive internal environment and enhances the company’s reputation and reliability in the eyes of its customers and stakeholders. For companies in cultural crisis, facing their cultural challenges head-on with transparent, actionable strategies offers a path to regain trust and ensure sustainable success. As corporate landscapes continue to evolve, the principles discussed will remain vital for any organization committed to meaningful, enduring change.

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Culture Crafters

Culture Crafters – How to Repair the Broken Culture at Boeing

Seeing the regulators catch up to the business world is always interesting. That is what has happened to corporate culture. The Department of Justice is now assessing the corporate culture of any company under investigation. Yet, more than simply complying with this mandate, companies should strive to foster the best culture they can. The reason is deceptively simple: the better the culture, the better the company. However, many business executives and even compliance professionals do not know how to craft a culture that allows your employees and your organization to implement such strategies. How can you unlock the power of a thriving workplace culture?

In this podcast series, Sam Silverstein, the most trusted voice in America on accountability, and Tom Fox, the Voice of Compliance, discuss ways companies can elevate their culture to new heights. This episode examines the current Boeing scandal from a cultural angle.

The recent FAA report on Boeing has shed light on a worrying culture of fear, inadequate training, and mistrust within the company, leading to compromised safety standards. Tom points to management and cultural issues as the root causes of these safety failures. He insists that Boeing needs to foster a culture of safety, transparency, and open communication, without which it cannot rectify its current predicament. Sam emphasizes leadership’s crucial role in shaping a safe and open culture, arguing that leaders must take responsibility for any existing fear or retaliation. Drawing on his extensive experience advising leaders on accountability, Silverstein believes in the necessity of a culture where employees feel valued and can voice their concerns, suggesting that tough love may be the key to navigating Boeing’s safety issues.

Key Highlights:

  • Boeing’s Culture Impacts Safety Standards
  • Encouraging Safety Concerns Through Open Communication
  •  Leadership’s Role in Shaping Organizational Culture
  • How can Boeing start to rebuild its culture?

Resources 

Sam Silverstein

Sam Silverstein is on LinkedIn

Sam Silverstein

The Culture Audit™

Tom Fox

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Twitter

LinkedIn

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Culture Crafters

Culture Crafters – Continual Culture Assessments

Seeing the regulators catch up to the business world is always interesting. That is what has happened to corporate culture. The Department of Justice is now assessing the corporate culture of any company under investigation. Rather than simply complying with this mandate, companies should strive to foster their best culture. The reason is deceptively simple: the better the culture, the better the company. However, many business executives and even compliance professionals do not know how to craft a culture that allows your employees and your organization to implement such strategies. How can you unlock the power of a thriving workplace culture?

In this podcast series, Sam Silverstein, the most trusted voice in America on accountability, and Tom Fox, the Voice of Compliance, discuss ways companies can elevate their culture to new heights. They discuss the power of continual assessments.

The importance of culture within organizations cannot be overstated; it serves as the backbone for organizational success and growth. Leadership’s power in shaping an organization’s culture requires leaders to live by the values they preach and ensure these values are mirrored in their actions. The existing culture should be continuously assessed through tools like culture audits. Achievements tied to the organization’s unique culture should also be celebrated.

Sam highlights that while all organizations have the potential to build a great culture, successful implementation depends mainly on leadership. He believes a strong, people-centric organizational culture can drive long-term success and growth. He urges the ongoing examination and enhancement of culture to foster a positive, high-performance work environment.

Key Highlights:

  • Cohesive Work Environment for Organizational Success
  • Cultural Audits for Organizational Success
  • The Need for Recognizing Workplace Success and Growth

Resources:

Sam Silverstein

Sam Silverstein on LinkedIn

Sam Silverstein

The Culture Audit™

Tom Fox

Instagram

Facebook

YouTube

Twitter

LinkedIn

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Culture Crafters

Culture Crafters – A Deep Dive into Culture Assessments

It is always interesting to see the regulators catch up to the business world. That is what has happened to corporate culture. The Department of Justice is now assessing the corporate culture of any company under investigation. Yet more than simply complying with this mandate, companies should strive to foster the best culture they can. The reason is deceptively simple: the better the culture, the better the company.

But many business executives and even compliance professionals do not know how to craft a culture that allows your employees and, thereby, your organization to implement such strategies. How can you unlock the power of a thriving workplace culture?

In this podcast series, Sam Silverstein, the most trusted voice in America on accountability  and Tom Fox, the Voice of Compliance, look at the ways companies can elevate their culture to new heights.

In this episode, they take a deep dive into culture assessments, highlighting the significance of this process in maintaining effective leadership, employee engagement, diversity, equity, and inclusion.

Comprehensive assessment is a cornerstone for the success of organizations, underpinning their ability to identify weaknesses, implement improvements, and foster a strong ethical culture. Tom and Sam underscore the necessity of a comprehensive assessment for leaders to understand and manage all crucial aspects of their organizations, a neglect of which could be seen as negligence.

They stress the importance of assessment in addressing key areas like stress, diversity, and ethics to attract top talent and boost productivity, profitability, and overall performance. Both advocates believe that without comprehensive assessment, organizations fail their stakeholders and harm their own success and reputation.

Key Highlights

  • Ethical Strength Assessment in Organizational Culture
  • Enhancing Organizational Performance through Comprehensive Assessment
  • Trust-Based Culture Audit for Effective Leadership
  • Foundational Elements for Collaborative Team Success
  • Inclusive Workplace Dynamics for Organizational Success

Resources 

Sam Silverstein

Sam Silverstein on LinkedIn

Sam Silverstein

The Culture Audit™

Tom Fox

Instagram

Facebook

YouTube

Twitter

LinkedIn

Categories
Culture Crafters

Culture Crafters: Assessing Your Culture Through The Culture Audit™

It is always interesting to see the regulators catch up to the business world. That is what has happened around corporate culture. The Department of Justice is now assessing corporate culture for any company under investigation. Yet more than simply complying with this mandate, companies should strive to foster the best culture they can. The reason is deceptively simple: the better the culture, the better the company. But many business executives and even compliance professionals do not know how to craft a culture that allows your employees and, thereby, your organization to implement such strategies. How can you unlock the power of a thriving workplace culture?

In this podcast series, Sam Silverstein, the most trusted voice in America on accountability  and Tom Fox, the Voice of Compliance, look at the ways companies can elevate their culture to new heights.  In this inaugural episode, they discuss how to assess your culture through the Culture Audit™.

The concept of a culture audit is a transformative tool that assesses an organization’s critical areas such as ethics, engagement, accountability, and diversity, offering valuable insights for improvement and fostering a high-performance work culture.

Tom posits that the culture audit not only measures these critical areas but also guides action plans for improvement, emphasizing continual assessment and prioritization of key cultural drivers for genuine change.

Similarly, Sam Silverstein underscores the necessity of conducting a culture audit to discern an organization’s cultural strengths and weaknesses. He asserts that culture directly affects an organization’s bottom line, citing instances where cultural improvements have significantly boosted performance, profits, and employee retention. For Silverstein, a comprehensive culture audit from the boardroom to the shop floor is fundamental for developing a positive and high-performing work environment.

Key Highlights:

  • Enhancing Organizational Culture for High Performance
  • Cultivating Accountability and Excellence for Success
  • Enhancing Workplace Culture through Detailed Assessment
  • Transparent and Traceable Culture Audit Findings
  • High-Performance Culture: Driving Financial Success

Resources:

Sam Silverstein

Sam Silverstein on LinkedIn

Sam Silverstein

The Culture Audit™

Tom Fox

Instagram

Facebook

YouTube

Twitter

LinkedIn