Companies with a strong culture of ethics have a real competitive edge in the marketplace. Often these organizations outperform the competition in productivity while also enjoying a lower rate of employee misconduct. Culture may be difficult to measure, but CCOs should focus on continually improving the corporate culture – it’s the company’s most important control.
Change is not only inevitable, for businesses, it’s mandatory. “Adapt or perish,” as H.G. Wells wrote. And the early adopters, those quickest to adapt, are most likely to survive. But recognizing a sea change early isn’t always easy. It’s incumbent on the executive leadership team and board of directors to understand and address risks as they emerge.
The foundation of an ethical culture is trust and integrity. Employees are proud to work for organizations that prize trust and integrity. When senior leaders act in ways that are contrary to these values, employees’ belief in the company’s integrity plummets. The importance of tone at the top can’t be underestimated; failings in this regard are disastrous.
One small interaction can often make the biggest difference when you're traveling. Mandeep Grewal, the Head of Customer Experience for United Airlines, shares her perspectives on why service matters and the importance of finding your purpose at work. "If you have the best product and terrible service, that's not going to work. Even if you have older equipment but deliver...
Mental toughness – the attribute Tom Brady identified as what distinguishes the Patriots from the rest of the NFL – provides an athlete or a business professional a psychological advantage over the competition. Individuals with this advantage overcome pressure, anxiety and physical and emotional pain to break new ground.
The vast majority of board candidates are self-appointed leaders – those who have created a high level of visibility for themselves, directed efforts to achieve superior results and created learning opportunities for themselves to advance their expertise and position themselves for advancement. Here are a few tips to help board candidates as they seek appointments.
“Collaboration, not Subordination” Captive compliance programs are hamstrung programs. Compliance officers who enjoy independence and are able to collaborate with legal, HR and other key business teams… they’ll be far more effective. We’ve long discussed the need for compliance officers to have a seat at the table. It’s time for businesses to graduate to Compliance 2.0. By: Donna Boehme I...
When natural disaster strikes, how do you effectively lead a community's recovery efforts? Mark Riley, Louisiana's Deputy Director of Disaster Recovery, discusses the importance of trust, teamwork and temperament. "Trust is indispensable in our business."
4 Failings that Hold Candidates Back Professionals seeking board appointments must be prepared to articulate their value proposition for the industry, company, and board at hand. Those who fall short in this regard often do so because of one of these four common failings. Tracy Houston outlines some of the key areas where director candidates can often use some work....
"I do believe that we need better, more sophisticated, but more sensitively created business leaders in the future. And if I could contribute to that in a way based upon my experience and thinking, it's inspiring."
CCI’s CEO, Maurice Gilbert, discusses the state of compliance with Galina Datskovsky, CEO of Vaporstream. Galina weighs in on where the profession is headed, the greatest risks businesses face today and how Vaporstream is standing in the gap.
Like all long-term planning, succession planning must be done strategically for the organization’s health and success. Linda Henman offers 10 tips for marrying strategy with the succession plan. There’s no magic bullet here, but taking these steps should advance your cause.