True Office Learning Blog

If you missed it last week, we are breaking down some of our favorite True North takeaways over the course of the next 4 weeks. For week 2, we look at our session with Matt Kelly, CEO, Radical Compliance, The Compliance Futurist Movement, and what it means to be a Compliance Futurist. Here's the takeaway. 

We are still feeling energetic from our first True North conference a month ago, In fact, we’re so excited about our endless pages of notes, quotes, and ah-ha moments, we thought we’d create a meme-worthy Cliff’s Notes version of our favorites! In the spirit of short and to the point, we’ll be dripping these over the next five weeks. And of course, we’re planning longer format deep-dives into some of the topics you said you wanted more of! Stay tuned!

The old saying "less is more" can be applied to a lot of things—from perfume and cologne to spices and seasonings to architecture (depending on your aesthetic).

But what about compliance training?

In my daily work, I have the great pleasure of talking about compliance training strategy. In those conversations, one of the most frequent questions I get is “how can we issue less training and still be aligned with DOJ Guidance?”

Next up in our interview series, Profiles In Compliance, we spoke with Joshua Stratmann, a true compliance futurist, from BMC Software.  Joshua talks us through how he defines success for a compliance program, and how he has evolved training at BMC Software to help all employees live out the organization's core values.

In our new interview series, we will be bringing together compliance futurists to talk about the compliance & ethics landscape, effective training strategies, compliance trends & patterns, and tips on creating a world-class training program. In our first interview, we are thrilled to share our conversation with Christopher Annand from Cargill. Christopher led the work that won Cargill's Brandon Hall Award for Best Advance in Learning Measurement in 2020. You can read more about Cargill's program here. 

It's well-documented that a person's behavior outside of work—including online—can impact their employment.

Just ask the PR executive who posted a racist Tweet in 2014 before boarding a flight and was all but fired by the time she landed. Or the nurse who posted a TikTok of herself talking about how she didn't follow COVID-19 safety protocols outside of work and quickly found herself unemployed after the video went viral.