Comments on: The ‘Role’ of Compliance https://blog.learnlets.com/2013/09/the-role-of-compliance/ Clark Quinn's learnings about learning Tue, 17 Sep 2013 10:31:27 +0000 hourly 1 By: Ara Ohanian https://blog.learnlets.com/2013/09/the-role-of-compliance/#comment-419400 Tue, 17 Sep 2013 10:31:27 +0000 http://blog.learnlets.com/?p=3476#comment-419400 s easy to understand why ineffective compliance training continues.]]> Clark, just one point, there are two very different areas compliance training seeks to address. One is technical skills and knowledge, the other is behaviour. I absolutely want to be operated on by a compliant surgeon and fly with a compliant pilot. In these cases, the “levelling up to a basic knowledge” works. The trickier areas of ethical and behavioural compliance are much better dealt with using the simulation/role play notion you suggest. How to prove compliance here? The only short way is with external verifiers observing behaviors in the workplace. Compare that cost against a series of check boxes and it’s easy to understand why ineffective compliance training continues.

]]> By: Henrik Svensson https://blog.learnlets.com/2013/09/the-role-of-compliance/#comment-419333 Tue, 17 Sep 2013 08:49:42 +0000 http://blog.learnlets.com/?p=3476#comment-419333 I’d like the courts to look at the compliance training records as just bogus and not as evidence that the organization did what it could. Expanded take on this in my post “Compliance training leads to docility” – http://ennoble.se/compliance-training-leads-to-docility/

]]> By: Steve https://blog.learnlets.com/2013/09/the-role-of-compliance/#comment-416531 Fri, 13 Sep 2013 13:43:26 +0000 http://blog.learnlets.com/?p=3476#comment-416531 Hey Clark!

I think you’re right on here. However, I think the primary conflict stems from priority of function and purpose of compliance “training” events.

Compliance is mostly about CYA. These events are NOT primarily aimed at adjusting behavior. Unfortunately, like you, I think this is misguided. “I didn’t know I wasn’t supposed to have sex with the inmates” is more a personnel selection issue than a knowledge / skills issue. And because of things a few folks *might* do, we spray and pray with information to preempt the excuse of “I didn’t know”.

The other part of this equation is a mismatch between performance measures and the solutions intended to influence these measures. We know how many instances of harassment are reported in our organizations, but we rarely use these measures to drive solution campaign or platform decisions.

Compliance “training” is an easy way out. It checks a box and turns a red light green. The priority of function is almost exclusively focuses on increasing confidence in an artificial social contract. And it’s probably less effective than skywriting “be nice” over a high crime area once a year to decrease crime.

There are better ways but compliance training is an easy way to give the organization a sense of security that ignorance of human decency or “common sense” won’t be an excuse for bad behavior.

One time events, administered to everyone in the same dose, to target a few folks that aren’t receptive to the change anyway… it’s madness. But rest assured, we’ll keep doing it. It’s too easy.

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