Bad leaders? Increased fraud

Do you want to make sure you have more fraud in your organization? Then hire bad leaders and poorly train them with outdated methods. Here’s how to avoid employee disengagement by changing attitudes and behaviors.

Rebecca is frustrated. She’s been a fraud examiner and internal auditor in a large corporation for four years. Rebecca enjoys every aspect of the evidence hunt, including working with sources, response teams and counsel; interviews; analyzing documents; data analysis and digital forensics. She abhors only one part of her job: collaborating with her boss, Jennifer, the vice president of accounting. Jennifer can be — alternatively — overcautious, obstinate, dismissive and overbearing. Rebecca feels that Jennifer often inappropriately puts the brakes on Rebecca’s fraud examinations, which often wastes her time and occasionally allows fraud to accelerate unabated. Rebecca is losing interest and creeping toward job disengagement. The corporation is losing out because of Jennifer’s poor leadership skills.