When we write policies that scream “we don’t trust you” to our employees,
When we train with the aim to scare,
When we presume guilt when conducting investigations,
When we compensate exclusively on commission,
When we hire the unqualified son of our largest customer,
When we promote the jerk,
When we don’t fire the jerk,
We get the compliance that we deserve.
Culture is an outcome of how we do things.
If we want a better compliance culture, we need to have better processes.
Processes that put employees first.
Aren’t they our most valuable asset?
The Ethical Leader 