A couple of days after attending Mike Comer’s workshop on fraud detection (which did not include investigations) a participant telephoned to say that he had tried out a couple of tests, discovered a cluster of false supplier invoices and had  interviewed the Head of Purchasing, who had confessed. The participant, in a state of near panic, pleaded: “I have locked him in the men’s lavatory. What do I do next?”
Our training programmes are at the leading edge, informative, practical and enjoyable. Sessions run from half hour presentations for top managers, keynote speeches at conferences to 30 day intensive workshops.

Mike Comer has conducted over 1,000 seminars and presentations on all aspects of corporate fraud, corruption neuro-linguistics and interviewing for audiences in six of the seven Continents .  98% of participants rated them as “Excellent, “Very Good” or “Good”.

On multi-speaker programmes he has consistently rated among the top two presenters for both content and style. Tim Leech and Paul Keyton are also top rated speakers.
Some companies complain that they have difficulty getting employees and associated persons to attend what they call “anti-bribery training”. This is not surprising because the sessions are as enjoyable as a trip to the dentists

Cobasco recommends critical reframing. First, companies should recognise that many employees regard themselves as “free agents” and unlike olden days, their career progressing by changing jobs. Anything that adds positively to person’s CV must be in his or her self-interest.

Thus companies should consider upgrading their training programmes to academy status, issuing certificates and diplomas for attendance and  should award special prizes that immediately enhance the participant’s status and, longer term, adds to his CV.

Training for agents and their employees should be similarly acknowledged with plaques and logos for membership of the company’s “Integrity Circle” with permission to advertise this fact. Their employees should also be given awards and individual relationships maintained with them. Also, training should not just cover the law, but should include skills enhancing practical advice. Do this and people will clamour to attend.

In 2007 Cobasco took a policy decision not to participate in multi-speaker programmes where professional firms pay sponsorship fees in return for speaking slots, usually by employees who were unqualified to fill them.

Thus Cobasco:
  • Concentrates on in-company training;
  • Never uses training sessions to market its consulting services;
  • Develops each programme individually, tailored for the participants concerned;
  • Supports all sessions with comprehensive workbooks;
In addition Cobasco provides a 12 month, free of charge hot line for participants.
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