By Adam Turteltaub

Unconscious bias is the predisposition to believe or behave a certain way about certain groups of people.  It creates both negative and positive views that are automatic and unintentional.  And, these biases are highly problematic in the workplace.

Debra Sabatini Hennelly, Founder and President of Resiliti, found that unconscious bias isn’t just an issue for the workforce.  It can affect the compliance team as well.

As she explains in this podcast, these biases stem from our brain’s need to process great amounts of information.  While doing so, the mind can take short cuts that can lead to bad decision making.

To avoid the pitfalls of this largely uncontrolled thinking process, we need to be consciously aware of the need to be rational and objective and have to be mindful of our own limitations.  Listen in as she outlines the problem and ways to mitigate it, starting by simply slowing down to allow information to process more deliberately.

By Adam Turteltaub

A good investigation, no matter where you conduct it, begins with a plan, advises Elaine Khoo, Director for Compliance, Asia-Pacific Except China, for Marriott International.  It will help you focus on the evidence you need to gather and people you need to interview.

In this podcast, recorded during the SCCE Regional Compliance & Conference in Singapore, she offers a wealth of advice including:

* Look to see who can provide you with investigation support

* Know your allies and enemies

* Let the interviews play against each other

* The importance of respecting local culture, including that body language may differ

* Always show empathy

* Have a good translator on hand, who is well briefed

* Respect your reporting structure

* And much more

Listen in to gain more, rich insights into how to make your investigation successful in Asia, and around the globe.

 

By Adam Turteltaub

A good investigation, no matter where you conduct it, begins with a plan, advises Elaine Khoo, Director for Compliance, Asia-Pacific Except China, for Marriott International.  It will help you focus on the evidence you need to gather and people you need to interview.

In this podcast, recorded during the SCCE Regional Compliance & Conference in Singapore, she offers a wealth of advice including:

* Look to see who can provide you with investigation support

* Know your allies and enemies

* Let the interviews play against each other

* The importance of respecting local culture, including that body language may differ

* Always show empathy

* Have a good translator on hand, who is well briefed

* Respect your reporting structure

* And much more

Listen in to gain more, rich insights into how to make your investigation successful in Asia, and around the globe.

 

By Adam Turteltaub

The good news is that people trust the businesses they work for.  The bad news is, they trust the businesses they work for.

In a fascinating and provocative conversation, Matt Kelly of Radical Compliance shares some striking data from the Edelman Trust Barometer.  The global survey reveals that 75% of people trust “my employer” to do what is right.  That’s a level far higher than for any other institution, including the 54% who trust business as a whole.

In addition, 74% report that “I know what is going on, I am part of the planning process, and I have a voice in key decisions; the culture is values-driven and inclusive.”

All good signs but signs that carry risk.  People are increasingly looking to business to solve social problems not being solved elsewhere, which could lead to new demands on compliance and ethics teams to weigh in on social issues outside the legal and regulatory scope that they have traditionally had.

So, how should companies navigate this reality?  Matt argues that now, more than ever CEOs need to hold managers accountable for violations, especially those that are visible and talked about.  Employees have to be encouraged to speak up and supported when they do so.  The compliance team needs to do a great deal of communication and outreach and encourage employees to come to them with concerns.

Listen in to learn more about trust in business and how to keep it.

By Adam Turteltaub

The good news is that people trust the businesses they work for.  The bad news is, they trust the businesses they work for.

In a fascinating and provocative conversation, Matt Kelly of Radical Compliance shares some striking data from the Edelman Trust Barometer.  The global survey reveals that 75% of people trust “my employer” to do what is right.  That’s a level far higher than for any other institution, including the 54% who trust business as a whole.

In addition, 74% report that “I know what is going on, I am part of the planning process, and I have a voice in key decisions; the culture is values-driven and inclusive.”

All good signs but signs that carry risk.  People are increasingly looking to business to solve social problems not being solved elsewhere, which could lead to new demands on compliance and ethics teams to weigh in on social issues outside the legal and regulatory scope that they have traditionally had.

So, how should companies navigate this reality?  Matt argues that now, more than ever CEOs need to hold managers accountable for violations, especially those that are visible and talked about.  Employees have to be encouraged to speak up and supported when they do so.  The compliance team needs to do a great deal of communication and outreach and encourage employees to come to them with concerns.

Listen in to learn more about trust in business and how to keep it.

By Adam Turteltaub

Being promoted from the compliance staff to the Chief Compliance Officer (CCO) can be a great moment.  But, it’s the start of a new era professionally, one that requires a new set of skills to be successful in the long run.

It’s a topic that Lea Fourkiller, Managing Director at Ankura Consulting, knows well, having risen in compliance to serve as a CCO, and working as a consultant to the compliance community.  In this podcast, she shares her expertise in how to not just have the leadership title, but also succeed as a leader.

Listen in for her insight into:

* The importance of understanding the scope of the new role, and avoiding being pulled back into doing your old job

* Earning the trust and respect of senior leaders

* Demonstrating your leadership skills, especially integrity

* The needs to listen, stay current on laws and regulations and what is going on in the business

* Thinking strategically and becoming a problem solver

* Collaboration with business leaders

* Developing your team

It’s helpful information whether you are newly promoted to CCO or hope to be one day.

By Adam Turteltaub

Being promoted from the compliance staff to the Chief Compliance Officer (CCO) can be a great moment.  But, it’s the start of a new era professionally, one that requires a new set of skills to be successful in the long run.

It’s a topic that Lea Fourkiller, Managing Director at Ankura Consulting, knows well, having risen in compliance to serve as a CCO, and working as a consultant to the compliance community.  In this podcast, she shares her expertise in how to not just have the leadership title, but also succeed as a leader.

Listen in for her insight into:

* The importance of understanding the scope of the new role, and avoiding being pulled back into doing your old job

* Earning the trust and respect of senior leaders

* Demonstrating your leadership skills, especially integrity

* The needs to listen, stay current on laws and regulations and what is going on in the business

* Thinking strategically and becoming a problem solver

* Collaboration with business leaders

* Developing your team

It’s helpful information whether you are newly promoted to CCO or hope to be one day.

By Adam Turteltaub

There have been at least 90,000 data breaches reported under the GDPR already.  That’s a big number, and Jonathan Armstrong, a partner at Cordery Compliance, thinks it’s probably on the low side.

If there’s good news to the dizzying number of reported incidents, it’s that they are rich with learning for compliance professionals.

In this podcast he offers valuable insights including:

* Organizations need to have a plan in place before a breach

* It’s highly worthwhile to not just have the plan but to also rehearse a data breach response, cognizant of the time deadlines of GDPR

* Compliance must have a seat at the table and not let this just be handled as an IT issue

* Organizations need to keep records to share with regulators

* It’s essential to treat regulators with respect

* Prudence argues for planning a response assuming your organization may have lost internet access

Listen in to learn more about how to prepare your organization to prevent and respond to data breaches more effectively.

By Adam Turteltaub

There have been at least 90,000 data breaches reported under the GDPR already.  That’s a big number, and Jonathan Armstrong, a partner at Cordery Compliance, thinks it’s probably on the low side.

If there’s good news to the dizzying number of reported incidents, it’s that they are rich with learning for compliance professionals.

In this podcast he offers valuable insights including:

* Organizations need to have a plan in place before a breach

* It’s highly worthwhile to not just have the plan but to also rehearse a data breach response, cognizant of the time deadlines of GDPR

* Compliance must have a seat at the table and not let this just be handled as an IT issue

* Organizations need to keep records to share with regulators

* It’s essential to treat regulators with respect

* Prudence argues for planning a response assuming your organization may have lost internet access

Listen in to learn more about how to prepare your organization to prevent and respond to data breaches more effectively.

By Adam Turteltaub

There’s good news to report on social media, reports Kortney Nordrum, Regulatory Counsel and Chief Compliance Officer for Deluxe.  Employees are starting to wake up to the risks and realize that what they share on social media has consequences.

But, that doesn’t mean all is well.  Risks remain for employees and their employers.  As she explains in this podcast, people who are likely to make bad decisions continue to do so on social media.  Despite changes in some of the National Labor Relations Board’s policies, employers are still greatly restricted in how they can respond to employee comments online.

Listen in to the podcast as she discusses:

* Whether or not to monitor employee activity

* The importance of seeing what is being said about your company online

* How to handle pre-employment social media scans appropriately

Also, learn how some universities are using social media, including Twitter, to spread compliance messages and reach their people where they are.

Here are some examples she recommends checking out:

https://twitter.com/GopherGuardian

https://twitter.com/UCDavisComply

https://twitter.com/NIURules