KPMG – Too big to fail? Too immature to survive.

MI Case Studies in Corporate & Organizational Maturity: No.3 KPMG

From FT 1st December 2021

Email sent from the Maturity Institute on 23rd November 2021 to Maria Clarke, Senior Legal Advisor, Office of International General Counsel, KPMG International Services Limited, 5 Canada Square, London E14 5GL                                                     

Dear Maria,

It appears that we remain in dispute and I think we need to have a call before we can make any real progress but I do not intend to introduce you to our lawyers yet. I also think sending you even more evidence is likely to be a waste of time. KPMG is officially an immature organization (one grade below junk, with a BB rating on our OMINDEX®, scoring just 41.44%). Until you understand and recognise your rating you cannot improve.

This brings me to a much more serious issue than copyright or IP theft (even though we still intend to pursue both). In your email of 18th November you state KPMG has “.. not identified any ways in which the concept of HR maturity assessment used by KPMG International in “The Future of HR in the New Reality” report dated October 2020 (the “2020 Report”) infringes your copyright.” If that is true, then it is time you acknowledged that ‘fact’ by making sure your own clients/customers do not associate KPMG in any with my IP/copyright or the work and professional standards of the Maturity Institute (MI).

Having discussed this, as the Chair of the Maturity Institute, with my Council colleague, we have decided on a simple and easy way to distinguish between KPMG’s HR maturityNMI and the original, genuine article adopted by MI. You will notice that we have decided to add a new superscript to your use of the term – NMI – as an interim solution (pending settlement of our claim) to denote that what KPMG is selling is not to the Maturity Institute standard, nor is it MI approved. We therefore ask you to use this new term whenever referring to KPMG HR maturityNMI and in any communications (such as your ‘New Reality Report) and general marketing purporting to offer expertise in mature management.

You should also advise your KPMG HR maturityNMI product development team of our ‘Quack Management (medicine) Test’. Unless they can answer ‘Yes’ to all of our questions, the MI standard, then we are prepared to publish that fact to protect the reputation we have gained as the only scientific institution for mature management.

As a lawyer, and without any in-depth knowledge of MI’s scientific method or research, you probably don’t understand or appreciate why there can be only one science of HR maturity and, furthermore, why it has to be integrated with organizational maturity; as in OMINDEX®.  Both are inseparable, indivisible and have to be to the full MI standard. Any other use of the term HR maturity or mature management is bogus and could possibly be labelled fraudulent business practice if KPMG does not have evidence to support its case.

This is why I really do think we need to discuss this face-to-face (online) now without the need for any lawyers – speaking directly to those at KPMG who regard themselves as qualified to advise on HR maturity. There is no precedent for the Maturity Institute and its work. One of the main reasons we exist is to hold immature companies to account, against a much higher standard than the law currently demands.  

If KPMG wishes to extricate itself from this, self-inflicted bind you will have to accept the only science available, and that is the standard set by MI.  Failing any further correspondence from you, we will continue along the path I have outlined above.

Your sincerely

Paul Kearns, Chair, Maturity Institute

                                                                            

                                                                                                                                                                

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