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Training (Technical (Which laws apply? (Everyone will do what is in their…

- - - - Best Case study
      - what goes wrong
        
        Pitch vs questions
        
        Not propared - dont have a plan
        
        wrong person
      - Discovery doc
        
        3-6 Best Questions
        
        Curiosity/Process
        
        Interest
        
        Urgency
        
        Pre Call Planning
        
        Push Vs Pull
        
        Pull
        
        Push
    - - Prevention
      - User Group?
      - Evaluation Period - 2 weeks
      - Assign only relevant courses
      - Include Content Maps with each
    - - Requirements (Lockouts)
        
        Languages/Translation - same messaging across org globally
        
        Vetting & Endorsements
        
        LMS - our or theirs
        
        ADX/SSO
        
        Reporting
        
        Engaging Conent
        
        Subscription Model (legal updates, swapping, LMS, support changes)
        
        Company - Ethics and Compliance experts
      - Introduction of Biz Just + how to use it
        
        Label as DRAFT
        
        Messaging
      - Schedule
      - ROI
        
        Customer examples of harrassment claims?
        
        Build vs Buy analysis
        
        Creating Employee Culture - priceless
      - Pricing - 3 options
        
        Hi/Med/Low
        
        Exp 5 days
      - Evaluation process
        
        LMS Demo
        
        Vetted Courses with internal Legal Counsel/HR/IT
        
        Course Deployment planning
        
        Call with Implementation Team leader
        
        Reference call with similar customer (in industry)
        
        Trade study, In House Analysis, Customer Visit, Reference Calls, Read Reviews, tested it in our environment, tested to all our standards
      - Executive Summary
        
        Why are we doing it now?
        
        Why are we doing this? Aimed at the highest level business player
        
        Culture
        
        Legally bound
        
        reputation
        
        Why do we want/Need this
      - Implementation Plan
    - - Questionnaire?
    - - Setting the rules, SET BY THE DOJ
        
        4 things they are looking for in a compliance program
        
        Credibility
        
        Accountability
        
        Measurements
        
        Continuous Improvements
        
        Overview
        
        should examine whether the compliance program is being disseminated to, and understood by, employees in practice in order to decide whether the compliance program is “truly effective.”
        
        Has the company relayed information in a manner tailored to the audience’s size, sophistication, or subject matter expertise?
        
        Some companies, for instance, give employees practical advice or case studies to address real-life scenarios, and/or guidance on how to obtain ethics advice on a case-by-case basis as needs arise.
        
        Does training adequately covers prior compliance incidents
        
        How does the company measures the effectiveness of its training curriculum?
        
        Risk Based Training
        
        What training have employees in relevant control functions received?
        
        Tailored training for high-risk and control employees, including training that addresses risks in the area where the misconduct occurred?
        
        Supervisors received different or additional training?
        
        What was the analysis that was undertaken to determine who should be trained and on what subjects?
        
        Form/Content/Effectiveness of Training
        
        Has the training been offered in the form and language appropriate for the audience?
        
        Is the training provided online or in-person (or both), and what is the company’s rationale for its choice?
        
        Has the training addressed lessons learned from prior compliance incidents? How has the company measured the effectiveness of the training?
        
        Have employees been tested on what they have learned?
        
        How has the company addressed employees who fail all or a portion of the testing?
        
        Communications about Misconduct
        
        What has senior management done to let employees know the company’s position concerning misconduct?
        
        What communications have there been generally when an employee is terminated or otherwise disciplined for failure to comply with the company’s policies, procedures, and controls (e.g., anonymized descriptions of the type of misconduct that leads to discipline)?
        
        Availability of Guidance
        
        What resources have been available to employees to provide guidance relating to compliance policies?
        
        How has the company assessed whether its employees know when to seek advice and whether they would be willing to do so?
        
        Overarching themes
        
        Emphasis on culture
        
        How often does the company measure its culture of complaince?
        
        Does the company seek input from all levels of employees to determine whether they perceive senior and middle managements commitment to compliance?
        
        what steps has the company taken in response to is measurement of the compliance culture?
        
        Fundimental Questions
        
        Three q's a prosecutor should ask
        
        Is the corporations compliance program well designed
        
        Is the program being applied earnestly and in good faith - is it effective
        
        Does the compliance program work in practice?
      - Bernie
    - - Timeline around comments
  - - - susceptible to risk
      - What about the DOJ Guidlines?
    - - Is developing content what you want to do?
      - Are you responsbile for any updates? What about legislative updates?
      - Do you send to internal/external counsel to be vetted?
  - - - L&D Team
      - VP of HR
        
        Culture
        
        Attract/Retain talent
      - GC/Legal
        
        Culture
        
        Brand & Reputation
        
        Reduce Risk
      - Security/IT
      - Compliance
        
        DOJ Guidlines
    - - Work around/neutralize/turn them around
  - - - Pricing
        
        Tight deadline - FU with Pricing expiration
      - Demo
        
        Re-open demo
      - Technical itegrations
    - - Get back to you with answers
      - SE call (LMS)
      - Business Justifcation Overview
      - Customer referance call
      - Implementation review/timeline
      - Onsite/Visit
      - Intro to manager
      - Product SME
        
        Ingrid Freeman - VP and Senior Product Manager, Product Dev
        
        Carrie Penman (more wholistic approach)
        
        Implimentation
      - Course Deployment feedback
      - Call with IT team to explain LMS integration
      - Feedback Call
      - LMS Test Launch - doing a test on their LMS
    - - Course Feedback
      - Disco
      - Demo Courses
      - Bus Jusitification Intro
      - Course Deployment Schedule
      - Call with implimentation
      - Roll out
    - - Support Introduction
      - Weekly Call Update
      - Work Backwards from deadline
    - - Prevent the typical things from going wrong
      - Guiding them through each of these steps
      - Confirming we are the best solution & locking out competitors
  - - - Lockout
      - Rules have changed
      - Champion sounds like a competitor
      - Radio Silence
  - - - Too Big?
      - Too Small?
      - NAVEX
        
        Decades of experience
      - More than just one product - aimed to grow with your needs
    - - Legally vetted by baker mackenzie
      - Updated
      - Inhouse vs outsourced
      - Translations avalible
      - LMS Free
      - Subscription model
        
        Flexibility
        
        Swap titles - strategic
      - Full length vs microlearning
      - Support Team
        
        Change out logos/policies/help with your courses every business day - included free
      - Customer Success Team
      - Hotline - TR can link to Reporting solution
    - - start in weeks not months
  - - - how will it help them?
      - Better their career
      - Quality of life
  - - - What others have found is.....
      - What happens when ...... doesnt work
    - - THINGS HAVE CHANGED
      - yes, at first look you are right, but when you look into it...
  - - - Misunderstanding (installation problems, learning curve problems)
      - Competition (how does the competition get the technical sale - only with technical people, only with business people, do they say bad things about us?)
      - Other Priorities besides just your deal
    - - Future Pace (Your deal from beginning to end) Typical steps include EX. Installation, Training, integration, POC, presenting it to a larger group of business people & getting buy in)
      - Schedule
      - Touch Points - find out about the things that go wrong
    - - Users
      - First Line Managers
      - VP
      - C-Suite
    - - Traps set by competition about your company/product quality
      - SETTING Traps with competitors
    - - Secret Sauce
      - Service
      - ROI
      - Company
      - Support Team
- - - - Who are we competing against
      - Which vendor is in the lead
      - Who is the technical recommender?
      - Next meeting
    - - Mistakes
        
        Too much too fast
        
        No next meeting
  - - - We help you ensure that employees, executives and third parties know what the ethical and legal things that they can and cant do in the workplace
    - - We are exclusivly endorsed by the Association of Corporate Counsel, and SHRM and our content is vetted by Baker McKenzie - one of the worlds largest law firms
      - We have a creative team in Hollywood - Content Is relevant, engaging, compelling and has stories and exercises from actual cases and events. Lets face it, your employees are busy. If the training isn't at least interesting there wont be a change
        
        update 12 to 24 months
      - Globally optimized - same messaging in different languages across locations
    - - how else are you going to stay up to date on any changing laws/regulations?
      - Things have changed - compliance environments are more complex and continuously changing - NY & California for example
      - Enforcement agencies are becoming more aggressive and penalties are increase - would you rather be covered than left oepn
      - Align with your overall Ethics and Compliance program - outlines by DOJ Guidlines
    - - They are looking build a compliace training program that is aligned with their strategic ethics and compliance program initives
      - Align Globally
        
        Being aware of regulatory changes anywhere in the world and agile enough to change
        
        Same messaging going to everyone across the org
    - - Avoid Fines
      - Investigations
      - Litigation
      - Outside media
      - Glassdoor - wont be able to attract the good people anymore
      - Time - are you going to keep up with all the regulations?
      - Time - do you really want to fly all over the place to give a training that could be automated?
      - Reduction in fines
      - If this goes to litigation, you have the exact audit trail documenting that the employee
        
        The procedures were clearly communicated to the employee, if they chose to do the right thing or not it was communicated to the employees and you're ahead of the curve on this
  - - - Outcome
      - Current State
  - - - Reopen demo
      - Login credentials for other people
- - - - Executive Summary
      - Requirements
      - Alternatives
      - Evaluation Process (ex. Trade study, In House Analysis, Customer Visit, Reference Calls, Read Reviews, tested it in our environment, tested to all our standards)
      - Schedule
      - ROI
      - Implementation Plan
    - - Proof
      - ROI
      - Outcome Focused
  - - - What is the internal approval process
      - ROI
      - Business Justification
      - Home Office Visit
      - Executive meeting - GC to GC
    - - Planning Meetings
    - - Pricing
      - Service
      - Partnerships
  - - - Minimize any perceived threats that they may see
      - Communicate to people why it is in their own best interest
      - How do WE help THEM become SUCCESSFUL
    - - Meet 1:1 - find some reason to have a short call with each of them to pull out their reaction to the business justification
    - - On the business side it is all about RESULTS & Political Capital
      - How is it going to help these people advance their jobs and political standing??
    - - same types of things happen/surface every deal
    - - People do not know how to get the system AND will not admit it
        
        Have they filled out a purchase request?
        
        Have they made an ROI?
        
        contribute to the business justification
      - Get your management high up with your management
      - Standards board/board of directors
    - - Your company
      - Your Product
      - Your Timeframe
- - - - Play in our space but not in our space -Focuses more on standards (like ISO certification) - new to GRC Space (you even search their name they have adds about standards)
      - 3K Employees - slow moving/reacting - under 1K employees - you would be a big deal to us. They are trying to go after just the big fish and you would be another number on a spreadsheet
      - Training is an afterthought and a small percentage of their business - it looks like it's not something they are investing in getting better, bringing the best to the market.
    - - SAI Global provides no insight to how they develop their courses, who approves them, or how they verify whether or not they are up to date with current laws and regulations. They have courses on 20 risk topics that can be translated and played on mobile devices in 60 different languages.
- - - - Consistent & Scheduled Communication - EX. Every Tuesday at 4:00pm
      - Guiding them from where they are to where they want to be
    - - Demo
      - Proposal
      - Business Justification
      - Help/Support
      - Answers to questions