“When it comes to the compliance program, effective communication is essential for building strong relationships, resolving conflicts and gaining buy-in. One of the most valuable interpersonal tools to help you achieve these goals is assertive communication. It allows you to express your thoughts, needs and boundaries in a clear and respectful manner.”
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“It’s really simple – people get hooked on stories, and the tales stick with us. For example, once upon a time, there was a girl named Cinderella. Not only does that line open every fairy tale, but it also won’t leave your mind, no matter how old you get. That’s the same result you want for compliance communication and training, right?”
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“Compliance work is complex, and success in compliance requires human interaction. By understanding the psychological and organizational factors influencing decision-making, you can create work product (e.g., policies, training) that empowers employees to consistently make better operational decisions and foster a stronger culture of compliance.”
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“As regulations change or investigations are needed, we often get pushed to work faster, meet tighter deadlines, and juggle multiple tasks simultaneously. While this approach might seem efficient on the surface, it often leads to several downsides—burnout, decreased productivity, and a decline in the quality of work.”
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“No single background has all the answers, but by combining the strengths of these diverse perspectives, healthcare organizations can navigate the complexities of compliance with agility and confidence.”
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“Compliance is not just about enforcing rules – it is about guiding your organization towards a culture of integrity and excellence. By embodying these principles, you can demonstrate competence, credibility, and collaboration.”
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“Rather than limiting the breadth and scope of your compliance program to what is minimally required by regulators, think of the breadth and scope of what it should be.”
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“By bridging the gap between “us” and “them,” compliance teams can transform the perception of compliance teams from being an obstacle into being a collaborative partner and member of their team.”
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“During that first interview of mine, the interviewer told me, “I need someone who can build relationships, is strategic and innovative, and can influence up, down, and across the organization.”
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