Marketing and AI: What Boards Need to Know

Intelligence (AI) is about to exit the hype cycle, and innovative boards should
be empowering and positioning their companies to take on the advantages and
challenges that come with it. Chief marketing officers (CMO) in particular are
either using AI for competitive advantage already, or they are chafing at the
bit to do so. The directors of companies need to be ready to oversee the work
they are doing with the technology.

Whether used by
marketing departments for customer data analytics, targeting, recommendations,
or chatbot support within a company, there are implications to AI
implementation for a company’s leadership, strategy, risk, ethics, and
corporate social responsibility. The good news is that board members do not
need to understand the working of every feature, part, and possibility of AI to
be able to govern its use. This is like driving and even enjoying a Tesla—business
principles apply to and drive governance. Understanding exactly what is under
the hood can come a bit later.

Four broad areas exist
for company directors to consider:

Understanding and
staying abreast of developments in AI;Implementing AI within
marketing;Governing AI
initiatives after implementation; andContinuing with AI in
the future.

Institute an AI Council Within the Board

One of the most significant challenges involved in governing the use of AI is the frenetic pace at which the technology is advancing. Boards should be aware that AI can be applied to a variety of traditional marketing functions: dynamic pricing, demand forecasting, increasing conversion, customer support, and even for customer retention. A recent McKinsey study found that AI will make an impact on various retail sector business functions to the tune of  $600 billion, with other sectors facing significant disruption, too.

Meanwhile, boards should also understand the race across the world that is happening to understand, apply, and reap the benefits of AI. Eighty-five percent of Chinese companies are actively working in AI and China is dominating AI research and implementations. The European Commission chartered with ensuring trust about the use of AI published seven essential guidelines on ethics for AI including human agency, transparency, bias, social and environmental wellbeing and privacy.

While these are not yet governance laws, boards should expect to see laws sometime in the near future. For instance, the General Data Protection Regulation (GDPR)  already requires transparency about any algorithms used. Algorithms need auditing for bias from both technical and social perspectives. A similar law could emerge for use of AI, or GDPR could be more broadly applied to AI, for instance.

For these reasons, it
is useful to constitute an AI council within your company that is specifically
charged with educating the board on the technology and related regulations,
monitoring strategic AI initiatives and competition, reporting on risk and
ethics, and bringing the board up to speed on other related AI oversight
matters. An AI council with a diverse set of experts is best suited to create a
detailed and feasible transformation plan to ensure longevity and staying ahead
of the competition. With the help of an AI council, the rest of the board can
understand the landscape quickly in the business context and be ready to take
on strategic and governance challenges.

Implementing: AI As a
Platform, Not A Point Solution

AI presents a unique
opportunity to market across the customer lifecycle. Companies currently struggle
to consolidate customer data from channel silos and rely either on human skill
or chance to drive conversion. AI presents the real possibility of running one-to-one
marketing and sales to increase conversion based on individual customer

By consolidating customer data across traditional marketing channels along with transactional, customer support, and loyalty programs into a customer 360 database, AI can provide the following: highly targeted messaging, individualized promotions and pricing, and automated customer engagement and support, all in order to increase repeat and first time conversion.

Siloed marketing departments
with inadequate IT support find expensive and ineffective external point solutions
to make this type of marketing happen. A comprehensive data and customer
lifecycle platform that uses machine learning and AI is able to model the data
as required for differentiation and success at greater speed. 

To realize this potential, boards must drive transformation and sustained long term strategy. Technology implementation should start with clarity on business goals and continued transformation. Here are pitfalls to consider during implementation of such transformations that boards can help companies avoid.

Governing: Oversight

Since AI adds new challenges
and opportunities to marketing, directors need to be able to understand the
motivations, results, and risks for any marketing processes that use it. At the
outset of the board’s work to oversee AI practices within the company, the
board should request from the CEO and CMO a summary of the following:

opportunities being
pursued via AI;functions and features
in use;types of data and how they
are being used;privacy, bias, and ethics
considerations paired with measures or audit trails to track them;any findings by AI
such as new customer micro-segments or product and service features needed; any external sources
of data being used;any data partners who
might share data and how they might do that; and  any explanations or
assurances provided to stockholders, particularly around any rulings around
data, ethics, and corporate social responsibility.

Thereafter, a report every
six months on changes or progress within these areas is a good way to keep the
board informed about AI’s use and role within the company.

In regular reports, the CMO typically presents metrics such as “ad to sales” ratio and “contribution to sales.” Most marketing departments still struggle with attribution of marketing spend to conversion and cannot readily cite customer acquisition cost (CAC). The use of AI along with customer 360 data enables clarity on customer acquisition, conversion, satisfaction and retention or customer lifetime value (CLV). CMOs in concert with business unit owners should then present KPIs such as CAC, CLV, and sales growth, as improved by AI every half year.

Audit also plays an
important role in the board’s ability to oversee AI marketing efforts. Audit
reports on privacy and bias provided by the audit measures and independent
auditors must be presented yearly. The strategic plan should have half yearly
and yearly benchmarks for the use of AI. The board should gauge the need for
adjustments in strategy or actual progress based on the goals in the plan.

Continuing: Future-Proofing
and Longevity

Faced with ever-faster disruption, companies must future-proof themselves and their technology with continual transformation. Even the government is doing it. Boards must support a culture of measured risk-taking and agile culture and process. Preventing regime change from restarting and reinvesting is a key board responsibility. The AI council should work in concert with the board to list anticipated market changes and product or service features that drive deep differentiation. Whether by internal efforts or by acquisition, strategic planning and preparedness will ensure companies survive.

Tuning Up the High Frequency Enterprise

In my role looking after enterprise strategy for Amazon Web Services (AWS), I employ a team of former chief information officers to help large enterprise customers with their cloud adoption strategies. There are a number reasons why so many enterprises are moving to the cloud, including cost savings and improved performance and reliability, but more often the reasons motivating a move to the cloud include the business’s need for greater speed and agility to help accelerate their digital transformation efforts.

Many enterprises are stuck in what we call a “low-frequency” mode of operating—or an environment where any change involves risk, introduces instability, and requires a lot of effort, ultimately leading the enterprise to move at a slower pace. This is opposed to “high-frequency” enterprises that have achieved a rapid pace of change and reduced risk, where the focus is on frequent value delivery rather than ensuring change does not disrupt operations. In my team’s new eBook, Tuning Up the High Frequency Enterprise, we discuss what the C-suite and board should know about the idea of moving from an organization operating at low-frequency to one of high-frequency.

the Low-Frequency Model

Why are so many enterprises stuck in low-frequency mode? Boards should understand that low-frequency digital operations are typically due to a mountain of technical debt within the company’s information technology practices. The debt could have been piled on or caused by years of accrued workarounds and shortcuts for issues in existing systems and applications that were never addressed. This debt is compounded by outdated models of security, risk, and compliance that fail to build in processes meant to discover performance issues or vulnerabilities early in the development process when they are less costly to resolve.

Another reason why low-frequency operation
models persist is that when the digital leaders of an enterprise develop a new
vision and objectives, that vision and grand roadmap too often are expected to
be matched with what we like to call “big execution” in information technology.
Before any team writes a single line of code, months are spent by executives,
managers, and project managers in intricate planning, trying to map out every
step of development and product delivery along the way in advance. The problem
is that in this mode projects tend to grow larger and more unwieldy, with the
scope expanding as more and more requirements are added in by a broader set of

Taking this approach means months or years can go by before anything is put in the hands of the customer. It can also mean that the project is completed without any periodic validation that it actually achieves the original objectives of the grand vision or strategy. As a result, boards will likely have a more difficult time gaining visibility into the actual progress of these large, low-frequency investments, and assessing whether or not they pose a risk to the future growth and health of the enterprise.

to High-Frequency Success

On the other hand, becoming a high-frequency enterprise means that the company’s leaders are guiding it towards being an organization where technology is a true enabler of continuous improvement and business value generation. Operating in high-frequency mode means your company’s digital leaders and teams can make changes to products, systems, and applications at the quick pace your business’s strategy requires and at the speed that your customers demand.

How does our team know this works? We have worked with thousands of the largest enterprises globally, and our team is comprised of experts that have led our own digital transformation efforts at companies like Coca-Cola Co., Capital One Financial Corp., and the Department of Homeland Security. Through this work our team has identified seven of the most common strategic shifts needed to get out of this low-frequency mode. Enterprises must identify the rigid and slow-moving anti-patterns holding them back and work to develop new behaviors. The board and the innovation and technology committee can play an active role in this process by working with its technology leadership at the C-suite level to drive an assessment of their current state relative to these patterns, and can suggest that the company prioritize these strategic shifts towards becoming better, high-frequency practitioners of digital transformation.

As board members, your role is of course to look beyond the technology. It’s important to recognize that a mindset shift is usually required to move the business into high-frequency mode. Leaders need to set the agenda, and role model the new patterns for their teams. Change is a fluid journey that requires building a continuous learning culture, constantly refactoring your systems, and always working to reduce your time to delivery. I hope the guidance provided here and in our eBook can help your board understand the enterprise patterns that will speed your digital transformation strategy to success.

Philip Potloff is head of enterprise strategy at Amazon Web Services (AWS).

Stavridis Challenges Boards to Evolve on Cybersecurity

A recent
Accenture report finds that as the challenges of cybersecurity continue to
rapidly change, increasing in impact and complexity, the cost of resolving cyberattacks
is also on the rise. In fact, in 2018, the average cost of cybercrimes on
affected companies increased by 12 percent from the year before, reaching $13
million per company. As these mutating threats grow in volume, sophistication,
and scope, companies and their boards will be forced to play catch-up with
threat actors constantly adapting their cybersecurity defenses.

Admiral James Stavridis, former Allied Commander of NATO, has been consistently beating the drum for enhanced cyberprotection for years, and remains concerned about the varied risks originating from cyberbreaches. Stavridis recently joined NACD to share his insights into board governance of this ever growing threat. He’s currently operating executive of the Carlyle Group, chair of the board of counselors of McLarty Global Associates, and chair of the board of the US Naval Institute. He is also a monthly columnist for TIME magazine, and chief international security analyst for NBC News. Admiral Stavridis will be a featured speaker at the NACD 2019 Global Board Leaders Summit.

Cyber Risks Present a
Unique Challenge for Our Times

Boards largely recognize the growing significance of cyber risks. The 2018–2019 NACD Public Company Governance Survey finds that roughly 77 percent of directors have reviewed their company’s current approach to securing its most critical data assets against cyberattacks. That said, boards remain concerned about governance of this risk area; according to the same survey, 97 percent of respondents report oversight of cybersecurity as an important area of improvement. And they are right to be concerned, as just half (50%) express confidence that their companies are properly secured against a cyberattack.

Directors’ anxieties over cybersecurity are well-founded, as
this security issue cuts across nearly all dimensions of modern life. From
national security threats to the devices we carry with us, or those found in
our homes, the proliferation of digital connectivity has increased our
vulnerability to these threats. For Admiral Stavridis, it’s important to
disaggregate the types of risk, as each will require unique treatments and strategies
to effectively address. He breaks these cyber risks down into the following:

activity. This comprises “for profit activity, which by some estimates may
amount up to one trillion dollars a year; and can include activity such as
stealing an individual’s most private and intimate details from the cloud. This
particular risk presents a massive challenge for most companies today.” Terrorism.
“This is the work of groups whose activities are ideologically-driven and
question the value of specific societal structures. These groups include the
Islamic State, Boko Haram, WikiLeaks, right wing nationalist organizations, [and]
international anarchist organizations.” State-on-state
cyber risk. “There are a lot of shadow national activities, which used to
take the form of espionage, but are quickly turning into shadow wars. Hackers
are infiltrating networks, planting devices, manipulating data, and producing
very real kinetic effects. In this arena, the US and China are the largest
rivals, but certainly not the only relevant ones—other important players
include Russia, North Korea, Iran, Israel, and France.”

Cyber-Risk Expertise
in the Boardroom

In response to these threats, observers are debating the
effectiveness of adding cyber-risk expertise to boards. Congress is getting
involved, with the proposal of a bill that would push publicly traded companies
to include cybersecurity experts on their boards. A separate congressional bill
has also been introduced, which if passed into law, would require public
companies to disclose whether directors are cybersecurity experts. Proponents
of these legislative initiatives believe these would elevate oversight of this
risk in the boardroom. Opponents question how expertise will be determined and
by whom, as well as the effectiveness of a single-purpose director.

Admiral Stavridis falls squarely in the camp advocating for inclusion of this knowledge base in the boardroom, noting, “I do think it’s mandatory that every single firm has at least one cyber expert as a board member. So often, boards are simply not up to speed. [To mitigate against this reality,] some boards bring in a chief information officer, technology officer, or another member from the management team. But there is no substitute for having a peer in the boardroom, who broadly understands cyber, as well as the company’s approach to incorporating this risk calculation into its operations.” 

He also believes in the next couple years, the United States
Securities and Exchange Commission is likely to start mandating this type of
expertise for public company boards. According to the Admiral, “it will
resemble audit, in the sense that this will be a defined skillset, and will
require a committee that focuses on its oversight.” He uses one of his boards,
which established a committee on safety, technology, environment, and
operations, as an example. The board decided to incorporate safety and
operations into the committee’s responsibilities, as that is where much of the
firm’s cybersecurity concerns are concentrated. “It’s an interesting grouping,
but [to meet our company’s specific needs], that’s where we delegate governance
of cyber risk, as well as the technology function,” he explained.

Leading Practices for
Cyber-Risk Oversight

The Admiral believes the future of board oversight of risk
is likely to skew towards cyber risk. His decades of experience, in the public
and private sectors, have given him a unique perspective into these threats, boosting
the legitimacy of his warnings.

This issue is not going away anytime soon. Its impact is
likely to be more acutely felt in the coming years, especially as a growing
number of companies leverage customer data to transform business models and
create value. Effectively addressing this challenge will require an approach
that incorporates not only strategy and risk management, but also legal and
technological expertise. There is no panacea. There are, however, practices and
processes that directors can adopt to mitigate exposure to cyber risks.

The NACD Director’s Handbook on Cyber-Risk Oversight provides practical guidance for boards across company sizes and types. Its five key principles are highlighted below:

Directors need to understand and approach cybersecurity as an enterprise-wide risk management issue, not just an information technology issue.Directors should understand the legal implications of cyber risks as they relate to their company’s specific circumstances.Boards should have adequate access to cybersecurity expertise, and discussions about cyber-risk management should be given regular and adequate time on board meeting agendas.Directors should set the expectation that management will establish an enterprise-wide cyber-risk management framework with adequate staffing and budget.Board-management discussions about cyber risk should include identification of which risks to avoid, which to accept, and which to mitigate or transfer through insurance, as well as specific plans associated with each approach.

Hear Admiral James Stavridis, former Allied Commander of NATO, speak at NACD’s 2019 Global Board Leaders’ Summit, September 21-24, 2019, in Washington, DC. Register by August 31 to save $500!

D&O Liability: Three Emerging Areas to Watch

The risks for businesses are constantly evolving, and
the pressures on company boards and officers are continually growing. Gone are
the days when directors’ and officers’ main concerns were related to company
mismanagement and misrepresentation claims. Chief among the potential risks
boards must now deal with are emerging technologies, cyber-risk issues, and ever-expanding
litigation against companies and their boards. Given the emergence of these
three threats, it is imperative that you and your fellow board members review your
and officers liability (D&O) insurance for any
lapses in coverage.

Emerging Technologies

Technology is advancing like never before, and
businesses are using innovative technological tools to revamp everything from
back-office processes to the products and services they deliver to customers.
But with the excitement of new and arguably better solutions come a lot of

Although artificial intelligence (AI), blockchain technology, digital assets, and quantum computing are all emerging technologies with something to offer businesses, each also presents potential exposures that must be understood and addressed. Whether it’s the lack of regulation, the evolution of existing regulations to keep up with new technology, a company’s inability to keep up with the times, or a board’s failure to properly disclose associated risks or costs, these new innovations can give rise to exposures that are now only being discovered by courts of law and insurance companies alike. For example, the failure to adequately disclose the potential risks associated with the implementation of AI, or misrepresentations about those risks, could lead to a potential directors and officers (D&O) insurance claim.

and Privacy-Related Issues

In the relatively short history of cybersecurity exposure, boards have generally considered cyber-related loss to be a top risk for companies. The threats these incidents can pose to organizations, directors, and officers are becoming more apparent. Those threats include an increase in:

Securities class-action filings as stock drops
associated with data breaches continue.Derivative lawsuit filings against directors
and officers for alleged mismanagement or false or misleading statements related
to cyber incidents.

Over the past year, we’ve seen greater regulatory scrutiny and
activity in the cyber exposure space, and it is not limited to civil litigation.
The Securities and Exchange Commission (SEC), for example, has settled
enforcement proceedings arising out of matters such as a company’s purported
material misstatements and omissions regarding a large data breach and alleged
failures in cybersecurity policies and procedures surrounding such a breach
that compromised the personal information of thousands of customers. We expect
that the SEC and other regulators will continue to focus on cybersecurity
threats and breaches going forward.

In addition to breaches, privacy regulations—such as the General Data Protection Regulation in Europe—are a priority for all boards and a major area of focus for regulators. For example, the Federal Trade Commission’s recent acknowledgment that it has the ability to penalize individuals for their companies’ privacy law violations is a reminder that individuals are not immune to these types of exposures.

In addition to liability concerns, cyber- and privacy-related issues can cause reputational harm. A rating agency recently downgraded its outlook on a company in large part because of breach-related issues. The impact of cyber- and privacy-related exposures on companies and their directors and officers are only beginning to play out.


One need not look far to find significant litigation risks for businesses and their boards of directors. According to an analysis by NERA Economic Consulting, 83 percent of completed company mergers are met with litigation, and one in 12 publicly traded companies are expected to be sued in a securities class action suit this year. What’s more, following the March 2018 US Supreme Court decision in Cyan, Inc. v. Beaver County Employees Retirement Fund, companies going through initial or secondary public offerings are now more likely to be met with litigation in both state and federal court than before.

The world of corporate governance has changed. Business decisions
are now closely scrutinized by the public. The use of email among company
individuals forever preserves a record of discussions that once might have
remained private. And actions taken in the public eye—including those through
social media—can expose a company and its officers and directors to some form
of liability.

Plaintiffs’ attorneys, meanwhile, become more resourceful every
day; even those firms that were previously not feared have turned filing
lawsuits into a factory business. And smaller to midsize companies that once
barely caught the eye of the plaintiffs’ bar are now squarely in their

According to NERA, 441 new securities class actions were filed in 2018, the most in any year since the aftermath of the 2000 dot-com crash. 2018 was also the fourth consecutive year of growth in the number of filings, exceeding the 434 filings in 2017. In the first quarter of 2019, 118 securities class actions were filed; that puts us on track for 472 class actions this year, and a fifth consecutive year of growth.

The heightened pace and total of securities class action filings that
has continued into 2019 is, in part, attributable to the growing number of
follow-on, event-driven securities litigation filings, as opposed to cases
involving accounting misrepresentations and financial restatements that have
historically made up the bulk of securities litigation. Event-driven litigation
occurs when some adverse event at a company triggers a securities claim—based either
on a stock drop following the announcement of such an event or in the form of a
derivative action thanks to an alleged breach of fiduciary duty. In addition to
cyber-,  privacy-, and sexual harassment-related,
event-driven litigation, an array of other incidents have led to securities
claims, including mass torts, product defects, product recalls, food safety
issues, anti-corruption scandals, and the California wildfires. These types of
risks are difficult to predict.

The cost of litigating even a baseless case that is dismissed or
settled early on can be significant, which has not gone unnoticed by D&O insurers.
The more litigious environment coupled with years of falling premiums and expansions
in coverage have brought the D&O market to a crossroads. The market has seen
14 years of generally soft conditions, providing buyers with favorable premium
pricing and broad coverage enhancements. Over the last few quarters, however,
we’ve seen a dramatic switch. Premium increases are now commonplace and policy
negotiations have become more difficult as insurers face pressure on primary,
excess, and Side-A—or personal asset protection—differences in condition

With the risks for directors and
officers constantly becoming more numerous and complex, insurance is more
important than ever. It’s vital to consult closely with your insurance and
legal advisors to ensure the companies you serve have robust D&O insurance
programs that protect both corporate and personal assets against these, and
other, potential threats.

Sarah Downey is the D&O product leader at Marsh.

Overseeing Cyber Risks in a Complex Regulatory Landscape

Organizations face increasing
cybersecurity risks and threats to their customers, financial information,
operations and other data, processes, and systems—and state and federal governments
are alert to the threats imposed on their constituents. To understand just how
widespread concerns about these risks are, look no further than the abundance
of cybersecurity legislation that is currently on the dockets of state
legislatures across the country.

For example, California, New Jersey, Washington, and Illinois are among the latest states to enact breach notification legislation that will significantly impact businesses operating in those jurisdictions by defining whether, when, how, and to whom notifications of a breach must occur. Some of these laws are going into effect just months after being signed and the cost of noncompliance can be severe (in California, fines are assessed per record breached).

As stewards of the strategy,
finances, reputation, and overall
direction of an organization, corporate directors have an important role to
play in ensuring adequate policies and protections are in place to answer the
demands of such regulations—and that their whole board is ready to meet the
oversight demands of new regulations.

Directors are in a position
to provide the leadership and strategic direction necessary to help their
organizations balance the need to safeguard information, minimize disruption in
case of an attack or breach, provide transparency, and manage a sustainable
cybersecurity program with competing strategic

There are four key steps boards should take to ensure adequate cybersecurity program development and oversight in response to emerging regulations and threats:

1. Understand the threat landscape and how companies are expected to respond under the law. Corporate directors and leaders need a clear picture of the threats at play to assess and implement an appropriate response framework that both meets the business’s needs and is compliant with a complex web of laws.

Adversaries’ tactics will vary based on their motivations. Nation-states may be focused on cyber warfare while garden variety criminals (including internal threats) are likely to commit fraud or steal information. Each of these threat types will warrant their own response, and may also warrant involving different law enforcement and regulatory agencies.

It is also important to note that the nature
of threats will vary by industry. A real estate company is likely to face a
higher risk of wire fraud, while a manufacturer might be a target of theft of
information by foreign governments. Directors should spend time in their busy
schedules understanding the appropriate responses required per
industry-specific regulations.

In addition, the range of threats—from phishing and social engineering to attacks on the supply chain—is constantly shifting. Boards must be aware of emerging threats, ensure they have the right team in place as first responders, and ensure people and processes are in place to help mitigate and address regulatory and compliance consequences from cyber incidents.

2. Ask relevant executives, leaders, and legal counsel the right questions. The board is tasked with gathering information from leadership, but the value of the exercise is dependent on asking the right questions. This ability becomes much more acutely important in light of a cyber breach, but should be practiced early and often. While these types of questions have been suggested for review by many in the cybersecurity community, it is worth asking the following in light of increased regulatory action:

On risk: What are our risks and how are they being mitigated? Who is the owner of a particular risk?On capabilities: What are the people, tools, and processes we have in place to implement our cybersecurity framework? Do these comply with the demands of new and existing regulations?On controls: What controls are currently in place? What are the organization’s cybersecurity policies and procedures (e.g., incident response plan) and when were they last reviewed, tested, and updated? What training do employees receive regarding privacy and security?On trends: What industry-leading best practices should be considered? What stories of disaster should we read and learn from?On regulation: What is taking shape at the local, state, and federal levels that will impact the business? What is the plan to get compliant and stay compliant?

3. Know the potential costs and how they influence risk tolerance. In the event of an attack, it will be important to demonstrate to regulators good faith efforts to identify and remedy risks. The extent to which an organization can show regulators that they did the work up front and put controls into place based on industry standards and best practices will determine the strength of their case for reduced penalties. For most organizations, cybersecurity incidents and regulatory noncompliance are associated with legal, financial, and reputational risks.

Compliance and risk mitigation come with
their own set of financial costs. In Arizona, the maximum fine is $500,000 per
breach event while Alabama can impose a fine of $5,000 per day for failure to
comply with its notification law. To make decisions about risk tolerance,
companies need to balance the risk with the cost of everything from business interruption
to notification costs and potential fines.

Directors of companies should also closely review their own director and officer liability insurance policies frequently to see if cyber-risk-related incidents are covered.

4. Establish metrics for governance. One of a board’s most important roles is to establish and assess metrics to enable oversight of the company’s cybersecurity program. The board should prioritize the development of a well-documented plan that is designed to account for and address evolving regulations, including a board-level metrics portfolio focusing on the following categories:

status, including cybersecurity strategy milestones and program tracking; Internal
environment updates such as patching and the state of infrastructure, and the capacity of people to prevent phishing and data
environment updates, including the ability to gather threat intelligence and
respond to emerging cyberthreat trends; Compliance
and audit figures on cybersecurity audit planning and regulatory compliance
tracking; andResponse
figures on disaster recovery, business continuity, and incidence response planning.

Board members’ oversight of
cybersecurity programs is crucial to protecting business interests from current
and future threats. This requires boards to take an active role in strategy,
validation, detection, and response
plans, ultimately steering the dialogue with stakeholders to better understand,
assess, and identify cybersecurity needs and deficiencies that need to be addressed.

It is impractical and
inefficient for organizations to revamp their cybersecurity risk management
program each time a new law goes into effect. Organizations with a presence in
multiple jurisdictions should instead think holistically about their programs.
With the cyberthreat landscape
constantly changing, it requires that risks be regularly weighed against
strategic goals—and that the company meets the regulatory demands created to
protect businesses and consumers alike. By ensuring the quality of a company’s
cybersecurity framework through leadership and oversight, a board can fulfill
its obligation to protect the overall health and sustainability of the

Ross is a principal and the cybersecurity and privacy practices lead at Baker

Avoid the Baby Boomer “Brain Drain” by Supporting Employee’s Journey into Retirement

Inclusion has appropriately supplanted diversity as a root cause lever and mindset that makes organizations stronger. With it, we now expand our frame beyond the traditionally noted racial, gender, and cultural diversity, and incorporate the value of generational diversity as well. Baby Boomers have stayed in the workforce for an extended period, Gen Xers are firmly in their mid-career, Millennials make up the largest portion of workers and are leaning into managerial roles, and Generation Z is at the start of their career. Whether you subscribe to the notion that each cohort has its own unique needs affecting organizations differently or not, overlooking the value derived by each segment is an opportunity missed. Boomers have stayed in the workforce beyond the traditional retirement age and present a spectrum of experiences that can be used in the present and live on through the passage of experience into the future.
Commonly cited fallout in the Boomers’ departure is the subsequent “Brain Drain”, the loss of knowledge from a lack of transitional planning. Often the cause of failed transfers is poor succession planning. Succession planning is a critical practice throughout an organization, with a focus on contributions to the customer value proposition made by workers in senior or specialty roles. While it is important to identify who will follow in a leader’s role, it can be even more beneficial to find out who is departing well in advance. By supporting workers into the next stage of life, retirement, organizations can more fully engage departing employees earlier in their exit planning.
Most companies provide a financial savings plan, such as a 401k, but do not offer much retirement preparation beyond that. Career Partners International (CPI) delivers holistic programs to engage with individuals preparing to retire to the benefit of both employee and employer. The New Horizons program coaches employees to plan for retirement across fifteen life factors involved in a successful retirement. Through validated proprietary assessments, individual coaching, and online workshops this system helps individuals see beyond their working life and prepare for their next journey. When an employee is looking forward to retirement and feels supported by the organization, they are much more likely to give months or even years of advanced notice prior to exiting. This advanced notice and excitement about the next phase also makes transitions to a successor smoother. There is less reluctance to pass something on if it is not being clung to for dear life!
In depth retirement planning is important for exiting employees, but in order to completely prepare an organization for employee departures there must be a cultural shift through all generations in the organization. To begin the conversation of future career goals and retirement planning with the rest of the organization, CPI has developed the PowerMyFuture™ program. PowerMyFuture™ is a series of 8 modules, each customizable to the client’s target audience. Modules range from Money Matters for Gen Z and Millennials, to A Woman’s Journey, to Creating an Exit Strategy, and more. These programs help employees in all generations begin looking at retirement, allowing them to plan for the future and better transition their exiting colleagues.
It may be tempting to hold on to high level Boomer employees for as long as possible, but the reality is that they will eventually need to leave. If they depart without proper preparation, there is a risk of Brain Drain and leadership gaps. When they exit on a well-planned high note, there are numerous benefits to be gained. Younger leaders are often groomed as successors, increasing engagement and retention through promotions and mentorships. Customers are less likely to leave as they have been smoothly transferred to new relationship managers. Information has been more broadly shared across the organization, often with cross-training for others within the company, with the benefits of experience through both success and mistakes is passed on. Properly preparing for and supporting an employee’s retirement creates a win-win for the organization and the retiree.
About Career Partners International LLC.
Career Partners International was founded in 1987 and is one of the largest consultancies in the world. With over 350 offices in over 50 countries, Career Partners International is a leading provider of outplacement, career management, executive coaching, and leadership development services to clients and their employees worldwide.
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Outplacement – What Makes a Truly Excellent Program?

You put a great deal of thought and consideration into the necessity of separating employees from your organization.  These valued members of your company have dedicated their time and efforts for years and in many cases must leave due to no fault of their own.  What your employees experience during separation and their treatment upon departure reflects on your organization.  Central to a contemporary separation with a holistic approach to current needs and demands is an expert Outplacement program.  For over 30 years, Career Partners International has designed and delivered top of the line career transition support throughout the world.  Below are the critical elements of an outplacement approach that get’s results others don’t and is marked by the dignity and respect supportive of your organization’s culture and brand.
Individual Coaching
CPI’s coaches are world class with years of experience and local market knowledge and networks.  The most powerful coaching comes from building relationships and learning the unique needs of each candidate.  In lesser outplacement programs, coaching is often cast to whoever is available from wherever at the time or left out entirely.  Repeatedly switching the coaching flow sub-optimizes progress.  Think of your last call center experience when you were transferred from one attendant to the next, and the next.  How did you feel?  And that was for an issue likely less important than a career!
Technology to Enable, Not Replace
Pairing great coaching with leading technology creates a holistic program to fully support candidates.  You are relying more heavily on technology to recruit employees than ever before.  If an outplacement program does not account for this change it is missing a major component.  CPI’s technology suite includes ways to better adapt to the new employment reality with tools like Job Scan to match ATS programs, Video Interview practice, resume builders, weekly webinars, and much more.  All this technology is mobile friendly and accessible from anywhere in the world.
Immediate Support
CPI believes in immediate support of both organizations and separated employees.  Our coaches are trained to provide on-site support the day of a separation to immediately engage with former employees and help them begin taking steps in the right direction.  Our team is available to coach Human Resources and Management through the appropriate steps in preparing for layoffs and to work with team members who remain after a separation.  This is a trying time for both individuals and organizations, with CPI’s support this transition can be made as smoothly as possible.
Part of the CPI outplacement program is taking time to evaluate a candidate’s options in moving forward.  For many, this will be returning to a similar role as quickly as possible.  For others, the evaluation goes deeper, and alternative choices may be more attractive.  As an example, some senior executives choose to start consulting instead of returning to a standard 9-5 role.  The entrepreneurial program is appropriate for them.  Alternatively, if a separated employee is nearing retirement, this might be an appropriate time to begin that next phase of life.  For them, CPI has the New Horizons program with proprietary and validated assessment tools to begin holistically planning for retirement.  Importantly, CPI caters to each candidate’s unique needs, providing choices not a one-size-fits-all system.
Career Partners Internationally is truly that, International.  In over 50 countries, our Partners are the best in their region and share our values.  If your organization is a single location, National, Multi-National, or globally prolific you will experience the same high-quality delivery everywhere.  For programs with 1 to 1000 candidates, CPI delivers consistently with constant reporting back to the client.  Organizations working with CPI know the quality and individual attention their candidates will receive around the globe.
Taking the time to find the right career transition and outplacement programs for departing employees is essential to maintaining a good employer brand.  With CPI, over 80% of candidates land in equal or better positions than those they previously left.  Success rates like this provide organizations peace of mind and help former employees move forward.  Settling for subpar outplacement providers may provide a short-term financial benefit, but by partnering with a quality provider, you fortify your status as an employer of choice and set yourself apart from the rest of the market.
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How A Wedge Approach To Positioning Helps Clarify Choices

Positioning is a wedge – a tool designed to separate things. Those driving sharp distinction lead with their point of difference. Consultative sellers seek first to understand prospects’ needs and then narrow their message to focus on the most important of those needs. The most effective of all combine a sharply distinctive positioning with a consultative selling approach.Those combiners run around the world trying to fit puzzle pieces together. They are confident enough in their sharply distinctive point of difference to begin conversations seeking to understand others’ needs to see if their pieces fit. If their offering is the best fit, the best tool for the task, they move forward. Otherwise they suggest other people’s tools.
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Why Trying To Make A Good First Impression Is The Worst Thing You Can Do When Starting A New Job

The trouble with trying to make a good first impression when starting a new job is that you don’t understand the context. This means people may not receive your communication in the way you mean it.
Define the verb to “dust.”
That’s not as easy as you think. It has different and occasionally opposite meanings. If I dust the table, I’m removing particles of dirt. If I dust the strawberries with sugar, I’m adding sugar. If I dust a batter in baseball, I’m pushing them back. And if someone dusts you in a race, they defeat you badly, leaving you in their dust.None of you are likely to start a new job by telling people that you’re a big believer in dust. But you may do something similar without even meaning to.
Here’s why this matters.
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