the marriage of values and compliance: building a more ...€¦ · october 27, 2011 shrm atlanta...

October 27, 2011

SHRM Atlanta Webinar

Stephen M. Paskoff, Esq.

President and CEO, ELI, Inc.

The "Marriage" of Values and

Compliance: Building a More

Productive Workplace While Minimizing

Legal Risk

© Copyright October 2011 • Employment Learning Innovations, Inc. • All rights reserved • Atlanta, Georgia

Stephen M. Paskoff, Esq.

President & CEO of Employment Learning

Innovations, Inc. (ELI®)

Provides learning solutions that teach

professional workplace conduct, helping clients

translate their values into behaviors, increase

employee contribution, build respectful and

inclusive cultures, and reduce legal and ethical

risk

Paskoff founded ELI in 1986; he is a former

Co-Chair of the ABA’s Compliance Training

and Communication Subcommittee and a

nationally known writer and speaker on

workplace topics


Today’s Webcast Agenda

Defining the issue – a conceptual framework

Why values and compliance must be linked

Key Elements

Values

Behaviors

Culture

Leadership


Poll #1

I am satisfied with our leaders'

knowledge of our compliance

standards and how they are tied

to values and daily behavior. (choose one)

___Agree

___Disagree

___Don’t Know


Past vs. Present The Traditional Approach vs. What is Needed Today

Past: Fragmented, informational, complex and

obscure - key point is getting it done and

documented

VS.

Present: Organizationally integrated, tied to

simple yet meaningful values and behaviors,

tied to culture

The Objective: Business results, lower risk,

“true” compliance


Why Is the Traditional Approach a

Problem?

Too many “rules”

Yet, most disasters occur because:

Blatant misconduct coupled with –

Failing to report and document

Ignoring or covering up reports that have

surfaced

Discouraging issues from being raised


Poll #2

What is at top of mind for your

business leaders? (choose one)

___Legal and compliance related issues

___Productivity/efficiency

___Profitability

___Globalization

___Engagement


Asking WHY?

If “business”

issues are most

important, then

why focus

compliance on

issues that don’t

“matter” to most?


In Other Words…

Day-to-day

“business issues”

capture most

leaders’ and

others’ attention

Values and

compliance need

to be linked to

business priorities

NOT the same as

check-the-box


Poll # 3

“In my organization, everyone knows

that we don’t tolerate at any level by

any person…” (choose one that applies most)

___Blatant behavioral violations (threats,

harassment, etc.)

___Lying

___Covering up or ignoring problems

___Taking action against people who bring

complaints forward


Well-known Disasters


Three Stories

In the Operating

Room

At the Nuclear

Power Plant

On the Battlefield


In the Operating Room

Conduct Costs Lives


At the Nuclear Power Plant

Observable hazards

Reluctance to speak

up


On the Battlefield

Strife Away From the

Battlefield


Lesson Learned


Why Simple Values-based Behaviors

are Needed and Must be Tied to

“Business”

Otherwise:

Too many rules

Too much information

Too many systems

Too many departments

None of which really matter


The Result

We all tune out when we

need to tune in


The Mantra for the “Marriage” of

Values and Compliance

MAKE IT ALL

Simple Stick

Matter


The Main Issue

Compliance is based on prevention, detection

and correction

For compliance efforts “to work”, they must

be linked to:


Culture at Work

3 More Stories


Compliance

EEO

Ethics

Compliance Standards

Harassment

Internal Reporting

Safety


Core Business Responsibilities

Manufacturing Excellence

Productivity Profits

Brand Image Market Share Quality

Efficiency Competitiveness Customer

Satisfaction


Compliance into Core Business

Responsibilities

EEO Ethics Compliance Standards

Harassment

Internal Reporting Manufacturing

Excellence Productivity Profits

Brand Image Market Share Quality Efficiency

Competitiveness Customer

Satisfaction Safety


In Summary:

A Civil Treatment® Workplace

Blend business issues with a range

of compliance and related topics

Focus on integrating values with

clear behaviors

Keep all as simple as possible

Remember simplicity is the antidote to

confusion


In Summary: The Simple Solution

of a Civil Treatment® Workplace

Values and compliance

Linked to preventing business problems, and

key behaviors to encourage issue identification

Key leader skills to “marry” values and

compliance

Know the basics and model

Talk about them

Intervene

Welcome concerns

Get help


Poll #4

Our values are linked to a few specific

and clear behaviors.(choose one)

___Agree

___Disagree

___Don’t Know


In Summary: The Goal

A business message

Linked to values

Tied to a handful of behaviors

Reinforced via daily actions

Which become cultural standards


What Really Matters

It’s what matters to participants, not

the organization, compliance

professionals, HR, safety leaders,

lawyers or anyone else that affects

behavior


Questions


Thank You

Thank you for attending. If

you have any further

questions, please

contact us at: 800.497.7654

[email protected]

www.eliinc.com

Please download our

whitepaper:

Foundations of a Civil

Workplace

the marriage of values and compliance: building a more ...€¦ · october 27, 2011 shrm atlanta...

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