Duncan Allinson’s Post

Fantastic insights from Stephen Marsh and Steve B. on how compliance culture truly starts at the top. Leadership sets the tone, but as discussed, it's crucial that consequences are consistently enforced across the organisation. The full video is a must-watch for anyone focused on building a strong, ethical workplace. Great job moderating Tiffany Duncan-Magri!

Compliance culture starts at the very top with leaders of your firm. Learn why it is important to take consequences seriously throughout your entire firm when it comes to compliance: https://ow.ly/p7PH30sGo8o

Compliance culture starts at the very top with leaders of your firm. You can learn why it is important to take consequences seriously throughout your entire firm when it comes to compliance. An important read: https://ow.ly/81rJ30sGgF1

Compliance culture starts at the very top with leaders of your firm. Learn why it is important to take consequences seriously throughout your entire firm when it comes to compliance: https://ow.ly/NMJF30sGfZi

Compliance culture starts at the very top with leaders of your firm. Learn why it is important to take consequences seriously throughout your entire firm when it comes to compliance: https://ow.ly/xo9g30sGcPh

Compliance culture starts at the very top with leaders of your firm. Learn why it is important to take consequences seriously throughout your entire firm when it comes to compliance: https://ow.ly/MV0S30sGcN3

Compliance culture starts at the very top with leaders of your firm. Learn why it is important to take consequences seriously throughout your entire firm when it comes to compliance: https://ow.ly/1b0G30sG8jR

Reflections: How do you develop coercive power? For leaders to succeed with the use of coercive power, they need to use threats of punishment. There have to be certain negative consequences for noncompliance. The significance of the punishment must also be large enough to encourage compliance. Employees won't do what they ought to do if there's no one watching them.

Managing real or perceived conflicts of interest involves: 1. Objectivity: Making decisions based on merit, free from personal biases or influences. 2. Transparency: Openly disclosing conflicts or potential conflicts to maintain trust and accountability. 3. Accountability: Taking responsibility for managing conflicts and ensuring compliance with policies. 4. Fairness: Ensuring equal treatment and opportunities, unaffected by personal interests. 5. Confidentiality: Protecting sensitive information and maintaining privacy. 6. Integrity: Upholding ethical standards and principles, even in challenging situations. 7. Compliance: Adhering to established policies, procedures, and regulations. 8. Self-awareness: Recognizing personal biases and interests that may impact decisions. 9. Escalation: Reporting conflicts or concerns to appropriate authorities or committees. 10. Continuous monitoring: Regularly reviewing and updating policies and practices to ensure effectiveness. By following these principles, individuals and organizations can effectively manage conflicts of interest and maintain the highest ethical standards.

Unlock the essentials of directors' duties and liabilities! 📊✨ Discover the key responsibilities, potential risks, and legal obligations that every corporate director must know. Stay informed, stay protected!" #CorporateGovernance #DirectorsDuties #BoardOfDirectors #CorporateLaw #Leadership #BusinessEthics #Compliance #RiskManagement #LegalResponsibilities #BusinessLeadership