Compliance Perspectives

<p style="text-align: left;"><a href="https://complianceandethics.org/wp-content/uploads/2015/02/turteltaub-adam-200x200-150x1501.jpg"><img decoding="async" loading="lazy" class="wp-image-938 alignleft" src="https://complianceandethics.org/wp-content/uploads/2015/02/turteltaub-adam-200x200-150x1501.jpg" alt="Adam Turteltaub Photo" width="131" height="131" /></a>By Adam Turteltaub</p> <p>Michael Savicki, Senior Vice President and Chief Risk &#38; Compliance Officer at <a href="https://www.amexglobalbusinesstravel.com/">American Express Global Business Travel</a> (Amex GBT), best known as <a href="https://www.linkedin.com/company/american-express-global-business-travel/">Amex GBT</a>, knows the challenges and opportunities in merger’s and acquisitions. The company  recently completed the <a href="https://www.amexglobalbusinesstravel.com/press-releases/amex-gbt-completes-acquisition-cwt/">acquisition of CWT</a>, a global business travel and meetings solutions provider.</p> <p>In this podcast he shares their playbook for effective due diligence, born out of their experience and the heightened regulatory requirements that they face. Among the insight he provides:</p> <ul> <li>Integrate your efforts with the business unit’s and work cross-functionally</li> <li>Partner with finance and the commercial team</li> <li>Have a solution-oriented “yes and” mindset</li> <li>Be sure the due diligence process focuses on all the risks: legal, regulatory, operational and reputational</li> </ul> <p>Perhaps most importantly: think beyond the transaction. Look to what the acquired entity will need post-acquisition. Embrace the technology that will help get you where you want to be, including AI, which can help spot emerging risks sooner, while freeing your team up to do more strategic work.</p>

<p><a href="https://complianceandethics.org/wp-content/uploads/2015/02/turteltaub-adam-200x200.jpg"><img decoding="async" loading="lazy" class="wp-image-934 alignleft" src="https://complianceandethics.org/wp-content/uploads/2015/02/turteltaub-adam-200x200.jpg" alt="" width="130" height="132" /></a>By <a href="mailto:[email protected]">Adam Turteltaub</a></p> <p>Neurodiversity tends to be spoken of as an issue to be recognized and, quite often, as a barrier to overcome. <a href="https://www.linkedin.com/in/katieroemer/">Katie Roemer</a>, Vice President, Compliance &#38; Privacy Officer at Alta Hospital Systems see it differently: as an asset to your compliance team.</p> <p>In this podcast she points out that many neurodivergent people excel at pattern recognition and system level thinking, as well as root cause analysis, all of which are of great value to compliance teams.</p> <p>They can also help us to communicate better. Meeting their needs can help with general workforce training. Some examples include:</p> <ul> <li>Avoiding densely packed slides with light fonts that are hard to read</li> <li>Breaking the learning up into discreet pieces</li> <li>Previewing what is going to be learned and the length of training</li> <li>Letting the audience know what is the most important part of the training</li> <li>Giving key takeaways and highlighting key points</li> </ul> <p>To leverage the neurodiverse fully, she recommends creating a psychologically  safe environment that encourages everyone to speak up without fear of consequences. This enables the expression of a diverse range of ideas from the entire team.</p> <p>Listen in to learn more about the how the neurodivergent can be an asset to your compliance efforts.</p>

<p><a href="https://complianceandethics.org/wp-content/uploads/2015/02/turteltaub-adam-200x200-150x1501.jpg"><img decoding="async" loading="lazy" class="wp-image-938 alignleft" src="https://complianceandethics.org/wp-content/uploads/2015/02/turteltaub-adam-200x200-150x1501.jpg" alt="Adam Turteltaub Photo" width="130" height="130" /></a>By <a href="mailto:[email protected]">Adam Turteltaub</a></p> <p>What do a secret wedding and Richard Nixon have in common with HIPAA? A lot more than you might think, shares <a href="https://www.linkedin.com/in/bailey-mack-67230938/">Bailey Mack</a>, Chief Compliance Officer at <a href="https://www.togetherforyouth.org/">Together for Youth</a>.</p> <p>In this podcast she tells us the interesting history of privacy and the law.  We begin in 1890 when a photographer trespassed to photograph a wedding he wasn’t supposed to be photographing.  Thirty eight years later in the Olmstead case, wiretapping wasn’t deemed intrusive because no one entered the room.  It was as if a privacy violation could occur only if there was trespassing involved.</p> <p>That began to change in the 1960s in which thinking evolved and the idea gained currency that privacy was about violations of the person’s right to privacy, rather than to property.</p> <p>Watergate led to further changes in which citizens were given access to government records about them.  And, since then, more legislation has come and likely will.</p> <p>Listen in to learn more, and if you’re an SCCE or HCCA member, don’t miss her article in <a href="https://www.corporatecompliance.org/publications/all-publications/member-exclusive-magazines-and-newsletter">Compliance &#38; Ethics Professional</a>® magazine.</p>

<p><a href="https://complianceandethics.org/wp-content/uploads/2015/02/turteltaub-adam-200x200-150x1501.jpg"><img decoding="async" loading="lazy" class=" wp-image-938 alignleft" src="https://complianceandethics.org/wp-content/uploads/2015/02/turteltaub-adam-200x200-150x1501.jpg" alt="Adam Turteltaub Photo" width="130" height="130" /></a>By <a href="mailto:[email protected]">Adam Turteltaub</a></p> <p>Executive presence isn’t simply walking in the room and having everyone instantly feel that that you are in charge.  It is something different explains <a href="https://www.linkedin.com/in/jay-greenberg-034844243/">Jay Greenberg</a>, the recently retired Chief Compliance Officer at the FBI.  Instead, it is being powered by your core values and then making a maximum positive contribution to any situation by fully investing yourself to achieving that assigned mission.</p> <p>Executive presence, he shares, is a skill acquired through the application of experience, coupled with a great deal of self-reflection that focuses on self-confidence, core values and the help of mentors.</p> <p>Also of great value: preparation and confidence that is informed by past experiences, including failures.  Even star leaders didn’t magically emerge, he reminds us.  They learned from their failures, missteps and other learning experiences.</p> <p>It doesn’t matter, he explains, if you are working with leadership or rank and file employees.  Know your core values, who you are, your positive character traits and focus ahead of time.  It will help you feel self-contained and confident.  He also advises keeping a bit of mental distance, being both a participant and an observer at the same time.  It will help you tailor your approach to the outcome you want.  Also, be sure you understand the perspective of your audience.</p> <p>Listen in to learn more about how you can master the skills of executive presence.</p>

<p style="text-align: left;"><a href="https://complianceandethics.org/wp-content/uploads/2015/02/turteltaub-adam-200x200-150x1501.jpg"><img decoding="async" loading="lazy" class="wp-image-938 alignleft" src="https://complianceandethics.org/wp-content/uploads/2015/02/turteltaub-adam-200x200-150x1501.jpg" alt="Adam Turteltaub Photo" width="130" height="130" /></a>By  <a href="mailto:[email protected]">Adam Turteltaub</a></p> <p>Listen up people:  It’s all about the people.</p> <p>That’s the key message from <a href="https://www.linkedin.com/in/gabor-sulyok-ll-m-3ab60234">Gabor Sulyok</a>, Global Head of Commercial and Healthcare Compliance at BioNTech and experienced senior compliance counsel <a href="https://www.linkedin.com/in/luciane-m-26438037">Luciane Mallmann</a>.</p> <p>At its core, ethics and compliance is a human endeavor. While regulations and standards provide the structure, it’s the people within an organization who bring these principles to life. A people-centered approach to compliance programs enhances engagement, supports better decision-making, and fosters a culture of integrity. From design to execution, every aspect of the program should reflect a deep understanding of how people learn, behave, and interact.</p> <p>This means rethinking how we educate, maintain awareness, and ensure accountability. Policies must be relatable and actionable. Training should be immersive and role-specific. And accountability should be balanced with support to avoid creating a risk-averse culture.</p> <p>They explain in the podcast that there are three key elements of a people-centered framework:</p> <ol> <li><strong>Speak-Up Culture</strong> A healthy program starts with psychological safety. Employees must feel empowered to raise concerns without fear of retaliation.</li> <li><strong>Transparency and Accountability</strong> Transparency builds trust. Training should include real-life ethical dilemmas and storytelling that resonates with employees. Sharing actual cases from within the company helps humanize compliance and makes it more relatable. Accountability, meanwhile, must be visible and fair. Leaders should model ethical behavior and be the first to complete training, setting the tone from the top.</li> <li><strong>Ethical Decision-Making</strong>  Decision-making frameworks should incorporate diverse perspectives and encourage thoughtful deliberation. Employees need tools to navigate ambiguity, and those tools must be grounded in the organization’s values.</li> </ol> <p>Listen in to learn more about how to put people front and center in your ethics and compliance program.</p>