can remember and extrapolate from. Using
examples from each employee’s workflow to
illustrate your points will make the context
of the lesson relatable and memorable.
Building your summaries on what each
individual needs to do helps keep training
focused and relevant. It also helps to stimulate
more thoughtful and germane questions,
because people apply the principles to their
One of the lessons I took from the
Compliance Academy was that a good
is an increase in
compliance into the
design process helps
not only reinforce
what rules apply
to the process as is,
but also helps team
members to identify
new situations that
may require oversight
or regulation as they
arise. I am always
thrilled when team
members reach out to me with questions. It
means that they are thinking about the impact
of their contributions, and being mindful of
our company values and policies in all areas of
Building compliance into the development
cycle starts by educating all team members
about what the rules are and why we follow
them, but it also means giving your team
members the necessary tools to provide
you with the feedback that helps you create
effective policy. The more you know about the
way your policies are interpreted, the more
effectively you can create them.
As our innovative minds continue to outpace
the policies designed to regulate them, we will
continue to be confronted by new situations,
new contexts, and new interpretations. Don’t
be afraid to hear a question you don’t know
the answer to. Say that you do not know! Say
that you will get back to them! And then find
your best variety of peer-reviewed sources;
take a look at the examples from your peers;
and evolve carefully, ethically, with integrity,
and with the utmost respect for persons.
The laws will
change. The world
will change. Our
ownership, and alien
mind worms will
change (trust me on
this one). Evolution
itself is an iterative
change over time
leads to actionable
adaptation to an
environment. It is
the organism that
cannot adapt to change that does not survive.
Respond to your environment. Recognize
that cultural competence is not a goal to be
achieved but a process to maintain. Rewrite
your policies in response to the times, and
rewrite them again next year. Pay attention to
the changing needs of your team members,
your audience, and your community.
Evaluate yourself, evaluate your context, and
keep asking questions like, “What are you
going to do with all those snakes?” ✵
The more you know
about the way your
policies are interpreted,
the more effectively you
can create them.
1. Department of Health and Human Services: HIPAA Omnibus Rule.
45 CFR Parts 160 and 164. January 25, 2013. Available at https://bit.
2. Available at https://bit.ly/2qjBUU W.
3. See https://www.samhsa.gov/.
4. See https://github.com/.