Making Compliance Training Memorable: Gamechanger 1-Focus on Strengths
Innovation in Compliance with Tom Fox
English - May 21, 2024 05:00 - 19 minutes - ★★★★ - 16 ratingsCareers Business Education Homepage Download Apple Podcasts Google Podcasts Overcast Castro Pocket Casts RSS feed
There is not much I enjoy more than sitting down with one of the most innovative thinkers in compliance; Carsten Tams, to find out what is on his mind regarding compliance. I recently had the opportunity to do so on the topic of making compliance training memorable. Over this short five-part series we will introduce the problem and challenges and then provide you with four game changing strategies you can employee for success in your compliance training. In this Episode 2, we discuss the concept of focusing on strengths within compliance and ethics training, as opposed to traditional deficit-based methods that highlight potential misconduct.
When we instruct people about prohibited behaviours, and how the company detects and discipline misconduct, employees often feel mistrusted and alienated. They tune out. This is deficit-based learning. It approaches the learner as a risk factor or potential delinquent. It aims to constrain unwanted behaviour. When employees can learn how to effectively shape and safeguard the ethical workplace they aspire to, they feel inspired and tune in. This is strength-based training. It approaches the learner as a valued partner in maintaining integrity. It assumes that people have capabilities, It aims at eliciting and strengthening the positive ethical faculties already present in most people.
Tom and Carsten urge a shift in perspective so that learners are viewed as valued partners, drawing upon the principles of self-affirmation theory and strength-based approaches found in various sectors like healthcare and education. This approach aims to engage learners by acknowledging and enhancing their capabilities, ethical values, and problem-solving skills, thus fostering a sustainable ethical culture within organizations. Examples of successful applications of this approach, including innovative training methods and programs like UNESCO’s card game and the 'Giving Voice to Values' curriculum, are highlighted. The conversation underscores the importance of designing training that not only prevents misconduct but also supports and develops employees' strengths, thereby enhancing overall company culture.
Highlights and Key Issues Discussed
· The Problem with Deficit-Based Training Approaches
· The Power of a Strength-Based Approach
· Real-World Applications and Success Stories
· Practical Steps Towards Strength-Based Training
· Building a Sustainable Ethical Culture
Resources
Books and Articles
Saleebey, D. (Ed.). (2009). The Strengths Perspective in social work practice (5th ed.). Boston: Allyn and Bacon.
Pulla, Venkat. (2012). What are Strengths based Practices all about?
Banaji, M., & Dobbin, F. U. (2023, September 17). Why DEI training doesn’t work—and how to fix it. The Wall Street Journal. Retrieved March 11, 2024
Dobbin, F., & Kalev, A. (2022). Getting to diversity: What works and what doesn’t. The Belknap Press of Harvard University Press.
Carsten Tams on LinkedIn
Emagence Consulting
Tom Fox
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There is not much I enjoy more than sitting down with one of the most innovative thinkers in compliance; Carsten Tams, to find out what is on his mind regarding compliance. I recently had the opportunity to do so on the topic of making compliance training memorable. Over this short five-part series we will introduce the problem and challenges and then provide you with four game changing strategies you can employee for success in your compliance training. In this Episode 2, we discuss the concept of focusing on strengths within compliance and ethics training, as opposed to traditional deficit-based methods that highlight potential misconduct.
When we instruct people about prohibited behaviours, and how the company detects and discipline misconduct, employees often feel mistrusted and alienated. They tune out. This is deficit-based learning. It approaches the learner as a risk factor or potential delinquent. It aims to constrain unwanted behaviour. When employees can learn how to effectively shape and safeguard the ethical workplace they aspire to, they feel inspired and tune in. This is strength-based training. It approaches the learner as a valued partner in maintaining integrity. It assumes that people have capabilities, It aims at eliciting and strengthening the positive ethical faculties already present in most people.
Tom and Carsten urge a shift in perspective so that learners are viewed as valued partners, drawing upon the principles of self-affirmation theory and strength-based approaches found in various sectors like healthcare and education. This approach aims to engage learners by acknowledging and enhancing their capabilities, ethical values, and problem-solving skills, thus fostering a sustainable ethical culture within organizations. Examples of successful applications of this approach, including innovative training methods and programs like UNESCO’s card game and the 'Giving Voice to Values' curriculum, are highlighted. The conversation underscores the importance of designing training that not only prevents misconduct but also supports and develops employees' strengths, thereby enhancing overall company culture.
Highlights and Key Issues Discussed
· The Problem with Deficit-Based Training Approaches
· The Power of a Strength-Based Approach
· Real-World Applications and Success Stories
· Practical Steps Towards Strength-Based Training
· Building a Sustainable Ethical Culture
Resources
Books and Articles
Saleebey, D. (Ed.). (2009). The Strengths Perspective in social work practice (5th ed.). Boston: Allyn and Bacon.
Pulla, Venkat. (2012). What are Strengths based Practices all about?
Banaji, M., & Dobbin, F. U. (2023, September 17). Why DEI training doesn’t work—and how to fix it. The Wall Street Journal. Retrieved March 11, 2024
Dobbin, F., & Kalev, A. (2022). Getting to diversity: What works and what doesn’t. The Belknap Press of Harvard University Press.
Carsten Tams on LinkedIn
Tom Fox