Global Power Energy’s Post

What is your value? If you have ever sold a home, you know that real estate agents price a home based on the cost of similar homes in the area. You cannot hope to receive $700,000 for your home if similar homes in the area are listing for $700,000. Some compliance officers have an inflated valuation of their function within their companies. They attend conferences with aspirational messages, attach great significance to EU and DOJ position papers, and follow Linkedin posts like this one. All especially useful, of course, for a professional role. What is often missed, however, is the effort it takes to navigate the rough waters to achieve success in our roles. Overcoming manager resistance based on negative stereotypes. Professionalizing our techniques. Constantly showing contributions despite being a staff function. Living with budget constraints. Changes in leadership which require us to start the manager-cultivation process all over again. Do you have unrealistic expectations? Are you investing the time and energy needed? Or are you convinced that your efforts deserve to have an outlier valuation and be the exception? Do not let ego or ambition let you believe you will be an exception. Instead, what often leads to success is working hard to expect the norm but hoping for the exception. Do not expect that you will be the exception. You will waste time and energy just to end up disappointed. If there is an outcome you are looking for, do not expect to be the outlier. Be prepared to put in the work to achieve it. But also talk to several people who have done the same thing and get a sense of the most likely outcome. While it is good to aspire, it’s more important to understand the odds you face. I want to talk to you. ______ Winter Investigations provides workplace investigator training, coaching, and program design to clients worldwide. Contact me for a free consultation. Winterinvestigations.org

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A good investigator must fundamentally be a good person. Treating people with respect, courtesy, and empathy must come naturally to an investigator so these values can be incorporated into investigation techniques. The “bad cop” investigator stereotype doesn’t work as well as you might think. The mindset applies most significantly to the interview of the investigation subject. Over the years, I have observed that many investigators avoid asking key questions in the interview because of the reaction they fear from the subject employee. Not a reaction like jumping across the table or something like that. (No case is more important than your safety. If you have concerns like this, interview over Zoom.) I mean an emotional response from the employee like crying, despair, anxiety, or knowing that their job has just imploded because of their misconduct. The same investigator to whom respect, courtesy, and empathy come easily may fear provoking negative reactions, for essentially the same reason. They are good people who do not wish to cause pain to someone else. If you are an investigator, however, trying to avoid things that are uncomfortable will impair your casework. They will cause you to conflate discomfort with danger. This avoidance strategy is impractical in the business world. And it limits an investigator’s success. You need to develop resilience, which is vital to success. You also need to learn to deal with difficult situations. Identify what you find challenging in these interviews and change your reactions to them. Develop the skills for managing your discomfort. Is it a concern about causing an emotional response? Is it a lack of confidence to keep the interview on track when these responses occur? Is it a fear of not knowing how to respond when the subject employee hurls objections and challenges at you? We are in the bad news business, but our role is limited to fact-finding. We didn’t make the subject employee commit misconduct. We were just the ones to develop the true story. We are here to collect the bill. Manage your humanity and negative thoughts. Become comfortable with discomfort. If you find this post helpful, please share it with someone who needs inspiration today. Please check my website for information about how I could help you with your investigations program: winterinvestigations.org. 

Everyone has tough days so I'm going to be as gentle as I can be with this advice.... Redundancy is the cornerstone of fault tolerance. The way you stop critical failures is by ensuring your redundancy is broad. This means: - having redundant capacity in your pool of workers - having redundancy in your systems - having redundancy in your checks This time tested method is at the core of the scientific process, its so powerful. Literally do a thing, check it independently. If you observe it twice, maybe it's true. Three times, you have more evidence. And so on and so forth. When you constantly cut head count and always make your teams as small as possible, you cut your redundancy. Because *even* if all your tests are great, they are still just rules. And rules are fallible. Expecting a rule to anticipate every future case is impossible, no matter how good it is. Because the systems themselves are likely to change over the course of their development. Therefore true redundancy can only happen with all of the above. What I'm saying should be obvious, but I'll put a finer point on it; hire more people than you need at any given time. Otherwise your services will fail and in potentially big and important ways.

Are your reputation risks self-inflicted or external to your company? In our latest article we talk about these two kinds of rep risks and how to handle them. https://wix.to/QSRWYhz

Increasingly, the biggest corruption threat facing companies is not bribe payments or speed money but the risk that their own employees may be on the take. Several recent surveys1 on global fraud have highlighted this problem, drawing attention to the involvement of senior executives of multinational companies in emerging markets. Causes include the rising pressures to deliver improved financial performance; the temptation is there to cook the books, stuff the channel with inventory, and make side agreements with customers and partners. Greed is also driving more management fraud: kickbacks from vendors and advertising agencies, commissions on real-estate transactions or machinery purchases, deposits in overseas bank accounts on successful acquisitions or sales of companies. These transactions are becoming routine in some places, and they are difficult to combat without the right organizational culture.

🔥 Compliance that protects and empowers 🔥 Your People and Culture team is there to help ensure your team and your business are following the rules when it comes to good employee and employer relationships and environments. That's to ensure everyone is well looked after and supported. Compliance isn’t a nice-to-have—it’s a must. But it should never feel like a roadblock. The right partner knows how to keep you legally sound without making it feel like a burden. We make compliance work for you and your team, not against it. How BloomHQ can help: BloomHQ ensures your business stays compliant without it becoming overbearing. We create streamlined, practical compliance frameworks that protect your business and empower your team, so you can focus on growth and being an awesome employer.

More than 87% of our work comes from existing clients, and most new clients come from referrals. That's because we take our ethical commitments to serving mission-driven organizations seriously. They guide everything we do. #executivesearch #socialgood #partnerships

Partnering with the right TES provider is an effective way to scale and descale your workforce quickly while remaining compliant, which is a major benefit and a source of competitive advantage. Read more here - https://shorturl.at/kCHU4 #citrus #workers #compliance

Half of the world is occupied with jobs to keep the other half honest and disciplined. Ever wondered why we hustle, grind, and clock in day after day? It’s not just about paychecks and promotions. There’s a deeper purpose, one that keeps the gears of our global society turning. Behind every successful business deal, every project milestone, and every ethical decision, there’s a silent workforce. The ones who ensure honesty, integrity, and discipline prevail. They’re the keepers of the equilibrium. Two Halves, One Purpose Picture this, half the world is out there chasing dreams, building empires, and innovating. The other half? They’re the guardians of order. They’re the auditors, compliance officers, and rule enforcers. Their job isn’t glamorous, but it’s essential. They’re the glue that holds our systems together. So, from which part of the world do you belong?