Is ISO 37001 the next frontier for shareholder activisim?

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Is ISO 37001 the next frontier for shareholder activisim?

Last week I received a call from a multinational company concerned about activist shareholders targeting them for not yet achieving ISO 37001 Anti-Bribery certification.

The caller explained that the shareholders expect the company to prove that it’s serious about its anti-bribery efforts in a confirmable way.

Shareholder activism is the latest frontier in the anti-bribery movement, and shareholders want assurance that their investment is safe from the reputational damage, fines and reduced share price that regularly come with a corruption scandal.

The company’s concern makes sense. 

Since the Shareholder Spring of 2012, we’ve seen a steep rise in shareholder activism. Whether it’s Nestle with the #TraffikFree campaign forcing them to source sustainable cocoa or Uber’s board being bombarded for allegations within the company of sexual harassment and a hostile working environment, shareholder activism is everywhere. 

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Four Rules for Winning a Great Mentor

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Four Rules for Winning a Great Mentor

“I read this article that said I should have something to give the person I want to be my mentor.  But seriously – what do I have to give?  I’m a junior person at the company – why would the VP ever consider mentoring me?”  Mentors can be the most important people in your career.  They can introduce you to more senior folks, champion you to the higher-ups, help you to see things differently, and give you advice so you can avoid learning lessons the hard way.

 

Getting a mentor seems easy in theory but can be difficult in practice.  It takes vulnerability to ask for help and advice, and humility to be willing to listen.  Potential mentors tend to be busy people.  After all, you wouldn’t be seeking mentoring and advice from someone who wasn’t already highly successful.   Here are four rules to ensure your success when approaching a potential mentor.

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What are the costs of a Low-Integrity Environment?

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What are the costs of a Low-Integrity Environment?

Fines.  Loss of share value.  Firings.  Public shame. 

Everyone knows the financial and reputational costs of a low-trust environment where integrity, proper conduct and ethical behavior aren’t at the forefront of an organization.  But most people don’t think about the emotional toll such an environment creates, nor do they realize the tremendous benefits that a high-trust and ethical environment can instill.

Acting unethically has a strong effect on most people’s emotional and physical life.  Unethical behavior leads people to report feelings of heightened stress and anxiety.  Fear of getting caught, or of being found out, can cause people to distance themselves from co-workers, friends and family. 

The good news is that the opposite is true for organizations and individuals who choose to act with integrity and who perceive their organization to be committed to its values.  Studies in Steven Covey’s book, The Speed of Trust, found that organizations that are perceived to act with integrity materially improve:

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Four Wildly Effective Ways to Work with Procurement

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Four Wildly Effective Ways to Work with Procurement

How do you work with Procurement? Do you have a good relationship?  If so, why and how?  That’s this week’s question.  This is the fourth in a series we’re running here at Compliance Kristy about how we can work successfully with several functions: Internal Audit, Human Resources, Legal, and Procurement.  Along the way, I’m asking YOU, the experts, about how you successfully work with each function.  I’ll be taking your answers (anonymously of course) and putting them into my presentation at the SCCE Conference in Las Vegas. 

As for me?  Following please find Four Wildly Successful ways I’ve found to work with Procurement.

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Four Wildly Effective Ways to Work with Legal

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Four Wildly Effective Ways to Work with Legal

How do you work with the Legal Department? Do you have a good relationship?  If so, why and how?  That’s this week’s question.  This is the third in a series we’re running here at Compliance Kristy about how we can work successfully with several functions: Internal Audit, Human Resources, Legal, Management and Procurement.  Along the way, I’m asking YOU, the experts, about how you successfully work with each function.  I’ll be taking your answers (anonymously of course) and putting them into my presentation at the SCCE Conference in Las Vegas.  (for more information on this fabulous conference, click HERE)

We’ll start this off with the survey, which has only two questions: 1. How do you work with your Legal Department – who is in charge of what?  And 2. Do you have a good relationship?  To answer, please click HERE. 

As for me?  Following please find Four Wildly Successful ways I’ve found to work with Legal.

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