PODCAST! The Future of Third-Party Management with me and Tom Fox

PODCAST! The Future of Third-Party Management with me and Tom Fox

I’m delighted to share my podcast interview with the inimitable Compliance Evangelist himself, Tom Fox. In this fast-paced discussion, we’ll go through:

  • Why third-parties are still the biggest compliance nightmare

  • Why it is inevitable that we will get to multi-risk integrated third-party management

  • What we can do today to begin multi-risk management

  • How to handle third-party monitoring and auditing concerns

  • What has changed with third-party management in the COVID world

  • What will happen in 2025 and beyond

You don’t want to miss these insights to help your program now and in the future!

Take a listen HERE (https://bit.ly/2Poq1wz).

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Code of Conduct Refresh? (ugh!) - Five Top Tips for Success!

Code of Conduct Refresh? (ugh!) - Five Top Tips for Success!

I’ll admit it. When I was a new CCO, I had absolutely no idea how big an undertaking it would be to publish the company’s first Code of Conduct. I scheduled about three months – that should be enough to draft the 30 pages or so, get it approved, designed, and published, right? I hear some of you laughing. Until you’ve undertaken a Code write or rewrite, you don’t know what you don’t know. And even if you do know, it can still be shocking when you’re having the sixth meeting about whether the entire gifts and entertainment policy needs to be repeated in the Code or whether the policy can simply be linked from the document.

Creating or rewriting a Code of Conduct can be a daunting prospect, but it can be less taxing and more efficient if you set yourself up for success in the beginning. Here are five tips to do just that.

No. 1: Create a Working Group of the Willing

Code writing is not a thing to attempt on your own. You’re setting the tone for the entire company, and it's important to create a document that will resonate with the entire employee population. A working group populated with people from various functions, geographies, and levels of seniority will help you to get this right.

Many compliance officers tell people that they will be on the Code rewrite working group. Instead of telling, try asking. You want the people on the Code working group to be genuinely interested in the project and to believe that the output is important. Reading the document three, four, or five times can be tedious, even for people who care about it. Try to bring in a team that wants to be there. It’s better to have the mid-level manager of human resources enthusiastically participating than the Chief Human Resources Officer who never sends any comments because they can’t be bothered to sit down with the review copy.

No. 2: Find Three Codes You Like to be the Guides…

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Compliance Competitor is LIVE!

Compliance Competitor is LIVE!

Compliance Competitor has launched, and the response has been tremendous! Last Tuesday we unveiled our highly-anticipated business simulation group training game software that will have your employees actually looking forward to compliance training. Groups compete (via Zoom, in person, or a combination) using real-life scenarios. They see the effect of their choices via stock price movement, revenue increase/falls, fines, and net operating income. Best of all, the scenarios are COMPLETELY CUSTOMIZABLE for the business.

The game was developed with input from Dr. Hayes, an educational psychologist with 20+ years in the field. We've ensured adult learning best practices are used throughout for maximum engagement and effectiveness. Ethical dilemmas are woven into every scenario to ensure ethics and compliance training.

Curious to see a demo? Email us at info@compliancecompetitor.com, or find out more at www.compliancecompetitor.com

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Top Five Tips for Rocking Your Board Presentations!

Top Five Tips for Rocking Your Board Presentations!

The first time I went before the board, I thought I was going to pass out. As the seconds ticked down before my allotted time, I sat in my hotel room staring in the mirror telling myself over and over that I knew my stuff and was ready. Once in the meeting, the time flew by, and luckily, I escaped unscathed.

These days I do presentations to boards all the time – usually presenting findings from compliance program reviews or risk assessments that we’ve done at Spark Compliance. I’ve also spent many hours preparing our clients to make presentations themselves. Over the years I’ve seen good presentations, great presentations, and disastrous presentations. How can you ensure you’re going to do a great job? Here are five top tips for rocking your presentation to your board.

No. 1: Plan Not to Have Time, and Work Backwards

A CCO I know is utterly fed up with being placed last on the agenda at every board meeting. Typically, she’s scheduled for half an hour, and as the day passes and presentation after presentation runs over, she frequently only has five minutes to present – and it’s always the last five minutes before drinks! To manage this, she’s learned a great technique that I call “countdown.”

When looking at the agenda for what she wants to present to the board, she mentally orders it in importance. If she has four topics – say (a) presentation of quarterly metrics, (b) discussion of a critical investigation’s outcome, (c) update on the training plan, and (d) presentation of next year’s budget requests – she’ll decide her order is (b), (d), (a), (c). She’ll then decide if she has:

5 minutes = (b) only

10 minutes = (b) and (d)

20 minutes = (b), (d) and (a)

30 minutes = (b), (d), (a) and (c)

This allows her to use her time most effectively, even if she has to shorten her presentation. To compensate for this…

No. 2: Rely on the Pre-Read

Do some board members skip the pre-reads or ignore the materials presented to them entirely?…

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Choosing Greatness – Why Your Should Determine Your Legacy Now

Choosing Greatness – Why Your Should Determine Your Legacy Now

Just five years. That’s the average amount of time managers and professionals stay in one job according to the US Bureau of Labor. Consider where are you in that cycle. No matter whether you’re one month in or twenty years, it’s never too early to think about how you want to be remembered and what you want to leave behind – otherwise known as your legacy.

Legacy connotes “that which lingers after a person has left.” Your focus and your choices now determine what you’ll leave behind. Too many of us rush haphazardly through our days without considering the bigger picture of what we’re building. Greatness is a choice. To help you make the biggest impact, determine what you want your legacy to be, and work with an eye to that every day.

There isn’t just one type of legacy to think about in your work. Think about legacy in three ways.

No. 1: The Compliance Program

Imagine the compliance program in its best form in one year, three years, five years, and ten years. What has changed? What technology has it implemented? How big is the team? And most importantly, what can you contribute to make the biggest impact such that you leave the program significantly better than you inherited it?

If you’re stuck, consider two things. First, your risk assessment. Implementing mitigation strategies to manage your company’s greatest risk will leave a legacy. But also consider this - what are your strongest skills? Do you write clear and concise policies? Do you give training sessions that people enjoy? Do you have close relationships with board members? Whatever your strongest skill, consciously use it. Polices will be in place for years, good training will stay with the employees, and board members who understand compliance will be priceless for those who come into the company after you.

No. 2: The Company’s Culture

Consider how you can most effectively help…

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