The C-Cubed Model

Clarify the role of leadership and senior teams in managing culture: Set the tone from the top with awareness of internal readiness

Communicate corporate expectations: Provide the line of sight on corporate expectations for everyday activities and behaviours with accountability across the organisation.

Reinforce values and translate into desired behaviours: Prevent negative culture or sub cultures from developing and inhibiting effective business approaches.

Links to core people management processes: Links to performance management, development, career progression and incentives to promote what is valued and rewarded.

Foster collaboration: Connect front end teams with teams that manage risk to collectively foster an open, risk-aware culture.

Assess and manage conduct risk: Identify vulnerabilities in processes and operating models.

Establishing lines of defence: Implement robust controls, monitoring and testing models.

Effective management of cross border challenges: The complexity of cross border regimes cannot be underestimated. Businesses need consistent standards, adherence and monitoring for identification and mitigation of risks.

Clear governance and monitoring: Escalation routes and governance are essential to managing conduct and driving the desired behaviours.

Clear accountabilities: Conduct should not be overly legalistic and involve a “tick the box” approach. Clear role accountabilities will help ensure the impact of decisions – big or small – are clearly understood.

Risk excellence: Educate leadership, teams and senior management to deliver risk excellence in everything they do.

Embed new ways of working for right behaviours: continuous adaptation to internal and external factors that compel organisations to do things differently through structured and deliberate initiatives to influence culture.

Reduce complexity: simplify control processes to enhance understanding and implantation

Regain trust and confidence – internally and externally: Disconnect between customer/business outcomes and internal practices lead to low levels of trust and diminished integrity.

Visibility of role models: Leaders committed to change at all levels of the organisation are the key to embed the change and reinforce the desired outcomes and expectations.

Engage everyone in the effort: Change with a sense of pride in how everyone conducts themselves in their roles, in an environment that promotes effective cross functional collaboration and client engagement.