In the late 1990s and early 2000s, Allen Iverson (nicknamed “The Answer” and “AI”) dominated the NBA. An MVP and 11-time all-star, AI arguably carried the torch from Michael Jordan, who was at the end of his career. AI was unique in both his skill set and personality, and he possessed a few traits that also happen to be vital to any compliance program . . .
Small but effective
Despite being six feet tall (relatively small for the NBA), AI never let his height prevent him from being a playmaker. He overwhelmed competitors with his quickness, strength, and mental toughness under pressure.
Compliance professionals know all too well the feeling of being outsized. Whether we feel small compared to our company’s overall size and footprint (or compared to other organizations’ compliance budgets), we have all felt that our programs aren’t big enough. While budget and headcount make a difference, compliance program effectiveness is often less about size and more about making quick decisions in the face of regulatory changes and government inquiries, being strong enough to defend our positions against pushback from the C-suite, and an overall passion for the work we do that can permeate through our program and organization.
A killer crossover
AI’s signature move was his crossover: dribbling while rapidly switching the ball from one hand to another to change direction quickly, creating space on the court.
We’ve all had to make quick “crossovers” in our compliance programs. We might have put in the work and gotten approval for an initiative only to have to adjust to account for budgetary concerns or corporate strategies. The ability to change direction quickly in the face of a new obstacle is a hallmark of an effective and sustainable compliance program.
Cultural impact
AI became a cultural hero in some circles for refusing to fit into the standard mold of previous NBA players. He was perceived as having “defiant authenticity” in his personality, gameplay, and even his fashion sense.
While defiant might not be the best word to build your compliance program around, there’s value in developing a program that is authentic and unique. This authenticity can come across in the people you hire and the culture you build. While there are some key pieces that make for an effective compliance program (e.g., policies and procedures, training, auditing), a cookie-cutter approach should be avoided. Uniqueness and authenticity will not only help attract and retain talent but also help you stand out in a field of organizations that are too often just following a standard methodology instead of looking for creative strategies to strengthen their compliance programs and stay ahead of the game.