Contract Management for Security Providers

One of the biggest challenges that the majority of the security companies will have to deal with is not so much being able to obtain a contract, but to be able to properly maintain that contract once it’s signed and done. We are all quite aware of how many times the intricate contracts for various clients have changed hands over the years. While some might think it is hard to land a good contract, maintaining it professionally and properly while providing what you are being paid for may be very difficult for some companies. According to numerous studies, the average company loses nearly 10% of their clients due to their poor contract management. Why is that? Well, managing contracts (and the corresponding projects) is an overlooked form of corporate leadership and a large part of a company’s operational function and market viability. Project and contract managers must be able to interact frequently with their agents in the field, subcontractors, vendors, stakeholders, family offices and, more often as not, the client himself/herself.

‘’The International Association for Contract & Commercial Management (IACCM) identifies 7 major areas of contract management weakness:

  • Disagreement regarding contract scope
  • Weaknesses in contract change management/retention
  • Performance failures due to over-commitment
  • Performance issues related to a disagreement/misunderstanding over what was committed or requested
  • Inappropriate contract structures
  • Disputes over pricing
  • Issues with subcontractors’’

Now let’s discuss some of the most common causes that may cost a security provider one of their contracts:

  1. You are charging significantly more than is proper (Faulty Pricing)

At some point we have to admit that quite a number of companies will overcharge a client merely because of who the client is and not particularly what their security needs or threat level may be. You cannot begin to expect one client/contract to change your own wealth status or single handedly build your company’s gross revenue and/or profit. It is neither ethical nor professional for your corporation to make 2 to 3 times more profit than the agents working the detail on the ground. We all have our levels of operational expenses, but don’t pass that bill on to the client or your protective agents. Make a profit, but make one within logical expectations.

2. You are ‘’suffocating’’ your  client

Either: A) You have placed more agents than are needed (Again, this comes back around to profit: The more agents  on the ground, the more you can charge), B) Your agents are not exercising proper situational awareness and how to be flexible with protection levels versus the client’s perception of asphyxiation, or C) The company holding the contract has not done a proper Risk/Threat/Vulnerability Assessment and/or are not trained, experienced or knowledgeable enough to ascertain proper staffing and logistics. Some companies will ‘’overreact’’ on the threat level to make their services appear quite necessary to the client, while in reality, achieving the opposite result.

3. Not being able to provide services as promised

A protective detail is comprised of many elements and sometimes you have to be able to provide additional services as you go. You must be the one who can foresee what is or will be needed and provide it before the client even asks for it. We have heard of many companies who fail to render even the basics of what they agreed to provide. We have seen details operating with less manpower than what was requested or changing the personnel so often because they fail to keep the professional agents or cannot staff it properly. Have in mind, clients need stability and familiarity and will become unsettled when they see or must become accustomed to new faces.

4. Failure to accommodate clients needs and solve operational issues (Lack of Customer Insight)

We’ve all heard the phrase, “The client is always right”, correct? Well, from the moment you signed that contract, you alone are the one who must do whatever it takes to construct a smooth protective detail and provide peace of mind to the person who hired you. You alone are the one who must be stressed, work long hours and find a way to solve any issue with the security team or the client’s needs, not the client. It must appear as though all is under control and operational.

5. You are not providing services to a level or standard that is expected and required

We can all agree that our prospective clients will want 3 things: A) To be protected, B) To have the best close protection agents, staff and logistics that their finances can obtain (they fully believe they are paying for the best either way) and C) To have peace of mind. If your corporation is hiring unqualified, unprofessional or unethical agents, or utilizing contractors of the same substandard quality because you refuse to pay for the ‘’good ones’’, the client will soon start looking for another company.

6. Your Project or Contract Manager has no vested interest in the contract (Neglected Contracts)

This occurs so many times when the person who is working for an ‘A’ list company, as a Project or Contract manager, simply doesn’t care to deal with the issues, stay intricately involved or maintain the contract for his company. Most fail to have good communication skills, which is one of the key elements when dealing with clients, vendors, staff, stakeholders or agents in the field. How you communicate during common, day to day interactions with people or personalities will be just as valuable, or more in some cases, as to how you react during a crisis situation and the solutions you are expected to provide. Merely having a project or contract manager on your staff isn’t nearly enough. You must have an individual who can be extremely flexible, can develop a strategy out of thin air and be able to solve complex issues, without raising undue alarm, if they arise.

      While these are just a few of the common pitfalls that a contract manager may find themselves encumbered with, each client and contract are unique and every company needs their respective contract managers to be creative, innovative, and highly observational so as to catch any of these issues far before they become problematic and present solutions to overcome them. Our task is not just to sell the client on our services and then walk away, but we are expected to, and should without failure, continue to provide the highest level of service and commitment to our clients that they have come to expect. The sale is the easy part…How we treat and care for the client and their contract once we sign on  the dotted line will either build our reputation and lead to more success or it will cause a loss of trust and failure that cannot be easily repaired or regained resulting in the loss of the contract.

Chris Grow

AUS Global Special Services Travel Team

Managing Partner LeMareschal LLC

Denida Zinxhiria Grow

Founder & CEO

Athena Worldwide & Nannyguards

Managing Partner LeMareschal LLC

Female Bodyguards

”Female Bodyguards are in high demand!” I am sure you have heard this before but as a female CPO you are still struggling to find a job. There are many misconceptions regarding our role in the industry. In this article, we will try to address some. 

Anyone who has read my articles knows that I base most of them on questions or inquiries from those professionals who either offer good and accurate advice or from those who ask for it.

First, I prefer placing female Close Protection Operatives with female clients or their children for the client’s comfort or peace of mind. Some males are easily suited to this task but the client may simply think that a male does not belong in constant close proximity and occasionally in isolated private settings with the kids or a client’s wife. This can be equally true with female CPOs and male clients but the concern of inappropriate behavior with the children dissolves when a female is placed with them. Remember, it’s always up to the client.

The most active topics to come through my office are all related to females in the Executive Protection industry. As a female CPO, a business owner, and as the founder of a successful training academy exclusive to females in the Personal Protection Industry, I will address a few of the most popular statements I am routinely tasked with arguing against.

“A female CPO is better than a male CPO”

Your gender doesn’t make you better in this profession. What allows you to outperform a colleague or be more suited to a specific task is how well you meet or can adapt to a client’s specific needs. In our case, the security needs that a client may have might be provided by a female, male, canine, or even a machine.

“It is very hard for a woman to break into this industry”  

Well, it is also difficult for a male to break into this industry. Training, experience, personality, knowledge of how to dress, how to drive, and a really well-polished CV mean nothing if you believe that you have some preordained right to be here. Both women and men alike will be passed over equally if they lack humility, charm, manners, couth, education, social polish, or real-world experience. Which of these is most important?

“It is hard to find a job”

Keep in mind that the market for female CPOs has historically been smaller which means you have to compete harder to get the job.

It is worth mentioning that in cases where security is needed for females and kids, many clients are looking for not just female CPOs but feminine looking females to place next to their wife, sister or daughter so if you are a female with a very harsh or more masculine appearance, you reduce your chances of being hired. And if a male appears too feminine or too “cute” or even too “handsome” he may not be hired either. You see, it is not your gender, it is the appearance you choose to reflect to your client, and it is your client’s perception you must cater to in order to get hired.

Additionally, my records show that a majority of females who want to break into the industry seem to be older than 40 years of age. It seems that many women who are retired Law Enforcement or military are looking to get into the private security industry. The fact is that unless you are applying for a Nanny position, most clients are looking for 25 to 38-year-old CPOs with at least 5 years of experience. So at 40+ with no experience, men and women alike stand less of a chance against a younger experienced CPO.

Finally, among those women who complain that they can’t find a job, a vast majority of them do not have what it takes to be hired or they do not know how to sell their skills. Having a large database of female candidates and qualified operatives allows me to compare them to each other. Here is what I found out of 400 applications: 

Some don’t have a passport.

Some don’t have a local State license and can’t drive.

Some have no firearms license or experience with anything mechanical.

Some are waiting to apply for licenses as they are interviewed and being hired by a client or a company.

Understand that if you don’t have the licenses or other qualifications, you will never be considered for a position, so act in advance. And if you make a misstatement of facts to get hired, you will get fired and never hired again.

Some are not willing to relocate and looking only for gigs in their area. Many female candidates are not willing to relocate due to being married with kids. Although a male CPO can leave his wife and kids behind, it is traditionally harder and less socially acceptable for a female CPO to do so. Many women in the U.S. left to fight in the Gulf War in 2002. The practice of the Father staying behind became acceptable there and the trend quickly spread to other countries.

Some are not willing to take an entry-level position even though they have not much experience.

Some do not know how to present themselves professionally during a phone, video, or live interview.

Some women practice the outward arrogance associated with a man’s success when they have a couple of good assignments and don’t recognize when this attitude is rejected by the client or colleagues. This is a problem with the men too so again, no difference.

The result is, if you rub the placement company or client the wrong way, your CV goes in the trash. Turn down too many offers due to money (I had a candidate with zero experience who was requesting more payment than what the rest of the team was being paid) or other issues and we will stop calling. If you don’t have a verifiable track record and reputation, you cannot make demands. Fail to answer when we call with an offer or fail to present yourself after the first selection and we will not call back……ever. Clients are looking for people who can commit and be responsible.

“Female CPO’s are paid less”

From my experience both personally being an operative and placing females with other companies or clients I highly disagree with this. I have always been paid the same as the rest of the team and even more than the rest of the team when my performance or qualifications were measured against theirs.

In closing, we need to clarify and understand four things:

1)        If you are making less than your colleagues, male or female, remember that you agreed to the terms of your employment. It was your choice.

2)        If you don’t know how to ‘’sell’’ your skillset then you have missed something in your professional training. Go back to the basics and learn how to respond to a contract offer.

3)        If you are a beginner, you may have to agree to a lower rate in order to build up your experience and work portfolio. If you do your job, you will progress.

4)        Because of the nature of the services needed, some team members may work fewer hours than the rest of the team, therefore they may be paid less. If you are a female working with the kids for 6 hours a day, you cannot compare your position with a CPO that works for 10 hours driving the car or standing next to the client. If you are doing equal work on equal ground, you should argue for equal pay and equal treatment. If you don’t like the terms, don’t take the job. If you find out after you accept a position that you are paid less, chalk it up to a lesson learned and don’t make the mistake next time.

The demand for female CPOs has increased steadily over the last decade. If you are not working or not earning what you think you are worth, ask yourself the following:

-What kind of experience do I have?

-What education do I have?

-Does my personality, loyalty, integrity, knowledge, skill, and ability add to the client’s needs or solutions?

-How I’m I presenting myself in online forums or social media? Unfortunately, there are many female operatives who are using unprofessional ways to present themselves in the industry. Provocative pictures, aggressive and insulting language to other operatives, etc.

-How does my CV measure up against the other candidates interviewing for a position?

-Am I willing to take an entry position job or a job that pays less to progress and make my connections in the industry? Some companies may not have the budget to pay big money and they may be stuck with finding someone, so if you have nothing else to do, I would highly suggest you take that job. Many of us would highly appreciate an operative who can cover a position when we are having hard time filling it and make sure we call you again for a better placement.

If you need a professional assessment of your CV or even your image or need to add to your skillset, go to our website. There is guidance there to help you. Or reach out to us at info@athenaworldwide.com.

Remember, ladies:

You are equal in your ability to protect a person from the threat of another but the opportunity to perform will be based on a human being assessing your value to the effort. What are you doing to increase your value to the person that needs what you offer?  And, as always, there are a number of well qualified, experienced, time tested female agents out there that you can reach out to and speak with regarding further questions, mentorship, and guidance…We’re all here to help!

Denida Zinxhiria Grow

Founder & CEO

Athena Worldwide

Athena Academy

Nannyguards

http://www.athenaworldwide.com

http://www.nannyguards.com

At Athena Worldwide we are industry leaders for promoting, training and staffing female bodyguards internationally. With our affiliate offices, we can provide world-wide close protection and executive protection services for entertainment professionals, politicians, CEOs, Royal Families, journalists, clergy and corporate personnel.Want to find out more about female bodyguards? visit www.athenaworldwide.com

Who is guarding Prince Harry and Meghan Markle’s baby?

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Lately, many news agencies have tried to write about the protection detail of Prince Harry and Meghan Markle’s baby, based on ”insiders” and revealing name of companies and protectors assigned for little Archie’s security. Now, before you believe any story, have in mind that most of the time those ”insiders” are the company owners who want to draw attention to their companies. It doesn’t mean that those insiders are saying the truth and should be believed.
 
Prince Harry comes from the most powerful Royal Family in the world, their family members are trained and educated on how to select people that will work for them. They give a huge emphasis on confidentiality, work ethics, and discretion. So you will never know the names of the people who work to protect them, not even the companies.
Ask yourself if the public is aware of the names of the people who protect Bill Gates, Jeff Bezo’s, or other Royal Families. They don’t. Because it is very important for those Close Protection Operatives/ Bodyguards to be unidentified. You will never see them posting pictures with their clients or name their clients on social media or interviews. Only an or amateur or an unprofessional protector would do so.
 
Close Protection Operatives/Bodyguards have been hired in the past to protect children of HNW families, celebrities, Royal families, etc. It is not a new ”trend”, so let’s see what it means to offer close protection services to minors.
 
Some may think it is the ‘’easy job’’ but when you get hired to protect a client’s most valuable asset, his child,  you will find out that providing security details for minors is actually harder and more challenging than protecting adults. Consider as well, the immense amount of trust a client has to put in your ability before they offer you the opportunity and then not be overconfident in your performance. Kids are the fastest way to end a career, don’t underestimate the challenge they present or the rewards that service to them offers.
 
Today more and more celebrities, dignitaries, politicians and the corporate elite are hiring female bodyguards that are assigned specifically to protect their children.
 
The traditional huge thick-necked bodyguard accompanying a child to the zoo is giving way to the ‘’child-friendly image’’ of a well-dressed athlete with an I.Q. of 130+, caring for that child as if it was their own. Male and female bodyguards that can blend in with and adapt to the environment of parents and children are more likely to gain employment over the classic muscleman.
 
If you are in charge of protecting young children, you will either be their sole caretaker in public or be in charge of both them and their caretakers. Either way, you have challenges. If you are the sole caretaker, you will be as preoccupied with meals, diapers, tempers, and entertainment as with their security. If you are watching over the child while in the company of a nanny or parents, your job is immensely easier but also exponentially harder with the addition of each person added to the party.
 
Conditions are easier if the child is younger and cannot communicate because you don’t have to carry on a conversation, but harder because you also may have to carry them, thus occupying your hands. Easier if they can talk but harder when they can talk back or argue.  Easier when they are older and can listen for and follow directions but harder when they want their own way.
 
The difficulty really comes when you are dealing with teenagers. An exceptionally high number of security details for teenagers has to be done covertly. This is to say that the kids just won’t want you around or cooperate with you if you are “in their space”. So forget about walking formations, suits, and stiff postures. Be prepared to dress casual and blend in. That includes both your physical appearance and behavior. One wrong move that embarrasses your young client and you are done, and with a negative review of your conduct reaching the parents, done for good.
 
Here are some hints to consider when protecting children:
If you can work with a caretaker or parent and allow them to care for the child, this is ideal. The adult would go through training with you to learn to understand verbal instructions and non-verbal instructions and you would not deal directly with the child or ever be alone with them. You must also consider your age and athletic ability when compared with the nanny or the parent(s). Could you pass for a spouse or parent or Aunt or Uncle?
 
When you interview a client prior to accepting an assignment, ask them about your limitations or role regarding their child’s protection. Typically, the client will not allow you to admonish or punish a child for misbehavior. You will be spending a lot of time with a child that may be developing his/her character. This is a very vulnerable period. Not many parents are willing and open to allow another person to correct their child’s behavior. So be sure to clarify your limitations in writing.
 
Also, remember that attraction is a natural function in life and children learn to trust and become attracted to adults at an early age.  This process averages about 6 months which is why it is recommended that you limit your contracts to that amount of time. If you are going to stay longer, you must obtain additional training as the emotional stress on you can be overwhelming over longer periods of time. Some may ask you to just act as a bodyguard and protect their child’s physical well-being and some will ask you to also educate them and correct bad behavior.
 
When it comes to children or teenagers protection, clients tend to hire bodyguards that will be assigned to the family and the child for many years. As one might understand, it can be difficult to place different bodyguards on a child’s or teenager’s protection during short time periods. In this case, they are looking for someone skilled and mature enough both professionally and ethically to protect but also work as a mentor for their child.
 
Mentoring and teaching could include academia as well as self-protection skillsets. Make sure your need for income doesn’t overwhelm your ability to teach.
 
As with any client, there are roughly 50 mandatory questions that should be asked and answered and an additional 100 that could be asked. Many of these should be asked of the parents but many should be asked of the child while the parents are present. As soon as you get assigned to a child protection detail you must ask about their habits, his/her medical record ( blood type, if he/she is allergic to anything, etc), preferable places they like to spend time and of course who their friends are.
 
Background checks should be conducted on every adult around the child, including the parents of friends. Include school staff such as teachers, coaches, bus drivers, school nurses, and cafeteria staff.
 
Have a conversation with the child. Explain to them why you are there and what your job is. Usually, they see you as a new person intruding in their life and someone who is there to spy on them and report anything they do to their parents. This initial bonding is critical to you keeping your job.
 
Deal with older children as adults. Have a conversation with them. Children are not stupid and like to be dealt with as adults. Respect their opinion and explain your position. Make sure they understand that your only duty is to keep them safe.
 
An additional concern is reporting. Whether asked to report back to the child’s parents or not, you should keep very accurate notes and be prepared to deliver an accurate report to them. This may ruin trust so be very careful with this.
 
Allow the child some time to feel comfortable with you and trust you. Depending on the child and your approach, it may take them up to 3 months to start feeling comfortable and trust you. Don’t rush the process. Be approachable and let them decide when they can come closer to you. Again remember that this is dependent on your planned length of the assignment.
 
Children by nature are very reactive and they tend to do the opposite of what they have been told. For the child, we are another ‘’intruder’’ in his personal life. It takes a great deal of patience and discipline to earn trust. Study this process and seek out a professional counselor if needed. Your client should retain one for you.
 
In the beginning, (with an older child), you will have to deal with a child who will be asking you to stay further away, don’t look at them, don’t open the car doors for them, don’t accompany them for shopping or to the movie theater. Of course, as you do your job, you will have to disregard or ignore their requests and although some in our profession may say it doesn’t matter what the child wants the fact is that at some point it does matter. At the end of the day, you don’t want to deal with a kid who will play hide and seek with you and see you as an enemy, but a child that will be cooperative with you and seek you out and trust you when danger threatens their safety or security.
 
Educate the child on security awareness topics. Children love learning new stuff and they will understand why you can’t stay back out of reaction range, How you can see them but not watch, how you can be close enough to hear them but not listen, why she/he can’t sit on the passenger’s seat next to the driver, why you have to open the door for them etc…
 
Since much of teenager protection is done undercover, set some signals or codes with the child. Let her/him know what signs you can both use for cases such us ‘’stay there’’, ‘’go’’, ‘’come close to me’’ etc. AND Practice these every day.
Consider the child’s friends. Your presence around them can affect how your client acts or reacts. Avoid addressing the friends and never correct the child in front of them.
 
Another important issue to discuss with the child you are protecting is their online behavior. You may have to teach and explain why it is important for him/her to be very cautious about what information and pictures they post or share with friends. Many times, parents neglect these matters. You will become all things to these children. Take the influence you have over them seriously. You are not just protecting them, you are influencing them too. Children will learn to manipulate both parents and the protectors. Parents may become jealous or resent that you spend all your time with their kids or that you are “too close”. Address this issue early on. It will save your career.
You need a female bodyguard to protect your child? Contact us today
 
Denida Zinxhiria Grow
Founder & CEO
Athena Worldwide
Athena Academy
Nannyguards
At Athena Worldwide we are industry leaders for promoting, training and staffing female bodyguards internationally. With our affiliate offices, we can provide world-wide close protection and executive protection services for entertainment professionals, politicians, CEOs, Royal Families, journalists, clergy and corporate personnel.
Want to find out more about female bodyguards? visit www.athenaworldwide.com Prince Harry and Meghan Markle’s baby bodyguard, who is protecting Prince Harry baby, Bodyguards for Archie

Confidentiality: Personal Choice or Professional code of conduct?

Recently, a young lady, new in the industry, raised a question in a social platform questioning the practice of, or if it is acceptable for, people in our industry dropping clients’ names in public. Surprisingly, many people who took part in the thread commented saying that they don’t find anything wrong with it. Some of them even named their own old clients. Some were trying to justify it by saying they don’t work for that specific client anymore, they didn’t reveal anything personal about the client, they have the client’s approval to post that picture or name the client, their client is super famous and paparazzi are always getting pictures of them together so why hide it. Essentially, they are good guys and how dare we criticize people we don’t know. These were a number of comments from individuals who either work in the security industry as operatives or own companies and hire agents to represent them.

Now, we all know that confidentiality has been a hot topic that raises many debates every time it’s laid on the table. And we see the ever-increasing need to have discussions about it nowadays, more than ever, due to the internet and the influence of social media. Merely saying that it is wrong to post a picture or name your client on public does not remotely infer that we are jealous of the clientele you have, it is certainly not because we want to talk bad about you or because we want to look better. The primary reason for it being discussed as wrong goes all the way back to the very basics of Risk Assessment and Dynamic Risk Assessment. Those who haven’t had the opportunity to be taught these topics in one of their EP schools should truly seek continuing education on it and those who fail to remember their training on how it can drastically affect the client’s safety, need to go back and re-study.

For a moment, let’s talk about risk factors and who may be after your client: Media representatives (journalists, paparazzi), stalkers, unhappy former employees, former wives, girlfriends, business associates, business antagonists, people he owes money to, kidnappers and the list can go endlessly on so, for brevity’s sake, let’s say, anyone who may want to harm him/her in any way, shape or form. That being stated, the person who is standing directly between that client and all these risk factors is you, and anyone who works in the security detail. By linking your name or putting an ID on the person who is standing next to that client in the picture frame is a risk by itself. How so? We will explain later.

Now, let’s address some of the individuals who have stated that these are acceptable practices. Confidentiality is quite always associated with the less than desirable actions and events that occur during a detail, “What happens on the detail, stays on the detail” sort of thing. We have a tendency to become complacent with many other aspects of the more pleasant, day to day occurrences, not feeling that they are of any importance in the overall aspect of security. One could not be more mistaken. Confidentiality is about ANYTHING that involves your client and their life, and whoever was involved or interacted with the security detail. It entails the complete protection of any/all kinds of information that someone might gain access to, who may want to harm him in some way, obtain something to use against him, or even harm his reputation.

How long must I maintain this confidentiality? Well, just because you worked for someone in the past doesn’t mean you can or should discuss any details about them or the fact you worked for them formerly. Having worked for someone means you now know critical information regarding their security detail, estate security, what kind of vehicles are used, how many people work for them, what are the skill sets of the current agents (basically how good they are), if they have any issues or weaknesses (divorces, custody battles, use of drugs and alcohol, illegal affairs …), etc. You also know where the client likes to “hang out”, where his good friends live, his personal family, and most importantly, you are aware of all the security ‘’gaps’’ and security protocols….these tiny gaps? We write about them in our reports and address them to our supervisors and most of the time no one cares to take them into consideration because of the budget, or because they don’t want to ‘’bother’’ the client’s routine or bring inconvenience to their daily life. So the complacent prefer not to change anything, and most of us have walked in security details where protocols (even radio call signs) haven’t been changed for years. So, having worked for someone in the past, even if you are no longer employed there now, doesn’t make it acceptable to talk about it, because you are in possession of important information that may harm or put anyone who worked for that client in a position to be blackmailed or harmed.

“I have the client’s approval to get a picture with him and even post it”. Let’s admit it, there is nothing more satisfying in our profession than to have a happy client who is OK with having a picture together. Yes, you can take that picture of the two of you, but for your own personal photo album if you like to keep one of those…Never to post in public. The client may be OK with it, but remember, the client hired YOU to protect THEM. They don’t know about security procedures and risk factors, and if you ask for a picture, they may think it is safe. You, however, as the security professional, the trained and educated one, must think and breath ‘’security’’. You alone are the one whose acts must always take into consideration the client’s and team’s safety.

Many inexperienced agents are misled to believe that since paparazzi are after their clients, their face is all over the media so why not post a picture? Well, the simple answer is, your face may be in those pictures, but you are just a face. A face doesn’t give an ID to that person standing next to your client, however, posting anywhere on the internet or in any type of social media platform absolutely does. So again, you’re putting a name with the face of the person who guards that client and thus presenting possible access to the client or their lives.

And to those who say we shouldn’t criticize someone we don’t know in person, please understand that you are critiqued for everything that potentially shows your professional attitude and performance. “Perception is reality” is more critical than you think. And for something like this, it only takes a misspoken statement in an interview or your personal opinion on social media. You are not necessarily judged if you are a good family person or a good friend. Someone must know you personally to have an opinion on those matters. But when it surrounds work, what you post, how you comment, and your professional behavior will be criticized and this fact spares no one.

In our line of work, we are the ones who must think and prepare for all threats and take needed measures to prevent worst-case scenarios. Depending on who your client is (or was) talking about them doesn’t necessarily cause life-threatening harm, but it can do damage in many other forms, which you as their security (past and present) must always protect them from, keeping them safe at all times. It may also harm anyone who worked along with you. Just think for a moment…If someone is threatening your child, blackmailing you or threatening someone you love, would you still be able to remain quiet, hold the information and not reveal what you know about that client? There are blackmail, extortion, and kidnappings that are never reported in the news. Predators will go after the ‘’weak’’ target…Showing that there are any weaknesses and that client is most likely a candidate.

The companies who have the biggest clients are not known to most of us and they most certainly don’t go by ‘’tacticool’’ logos or brand names. These companies use strict NDAs, and they are critical of how you carry yourself on social media platforms and some will even forbid you from having any significant social media presence. NDAs are there for a good reason, mostly to protect any/all the information you will gain while working for the client. There are many of our colleagues who work for HNW and UHNW individuals and you will never know their names. For example, you’ll never see anyone from some of Forbes Top 100 security teams ever mention where they work or for whom they provide protection services.

Where you work, or who you have worked for doesn’t say who you are as a professional, or how proficient you are. We have seen excellent professionals working for great clients and less than deserving individuals working for them as well. The name of your client or his social/celebrity status is not related to the level of your success by any means. Each detail has its own unique aspects. Consider the actual threat levels, the intricate advances required, the planning and realtime decisions that must be constantly made on the move. It’s NOT about you…Never was, never will be. It’s all about the client and the operational professionalism you and your team provide.

Most of the confidentiality issues come from people who have done celebrity protection. Rarely, if at all, will we see it with anyone who runs corporate security details, or works for foreign dignitaries or politicians. We all probably know a bad professional who said yes to a low paying job just to get that chance and get pictured next to a celebrity, but at the end of the day, you should measure your success by the fact you are still working as an EPO full time, it is your main income, you bring enough money home to your family and you are keeping your client and your team happy and safe.

It is up to us, the trained and educated security professionals, to identify a possible risk and minimize the threat level. Name-dropping our clients or unneeded selfies won’t make it any easier, and it always adds more risks. There are many colleagues, who think it is not a big thing naming or talking about your clients, but that becomes a liability and you yourself then become a liability as well. Tomorrow your work application may be rejected because someone saw how quick you talk publicly about your clients. You will find yourself passed over for another applicant who can remain quiet, over the simple fact that you can’t keep your ego aside. And you will always wonder why they didn’t hire someone like you who has more work experience and more tactical skills. The truth is, there are many companies who do truly care about confidentiality, and they not only see it as an ethical threat but as a very strict part of their professional code of conduct.

Think twice before you name your clients or post that picture on the public… it may very well leave you out of the loop!

Denida Zinxhiria Grow

Founder & CEO

Athena Worldwide LLC

Athena Academy

Nannyguards

Providing EP services for Clients with Physical Disabilities and Mental Health Disorders

One of the biggest misconceptions for new Executive Protection practitioners is that they have an innocent and naive belief that they will land the best client, the one who is aware about what Executive Protection is, the one who is very active and physically trained, the one who will be following up with security directions, the one who will care about his/her agents’ wellbeing and the one who will be easy going and friendly.

Yes, the perfect client does exist, but it may take you quite some time in your career to get one, if at all. Considering clients have their own character traits, let’s talk about those clients who, day to day, are facing a physical disability such as paralysis, Parkinson’s, Multiple Sclerosis, or even a semi-permanent injury. And remember, being simply advanced in years may have a substantial affect on their movements and therefore create some unique challenges in providing protective services for them.

The German Politician Wolfgang Schäuble has been bound to a wheelchair since 1990 after an assassination attempt, actor Michael J. Fox has been fighting with Parkinson’s disease for decades and actress Selma Blair has been living with multiple sclerosis since 2018. What all these famous people have in common is also a protective detail and Executive Protection Agents providing services for them. So have you ever wondered what an EP agent must take into consideration when he/she is hired to provide services for an individual with physical limitations or disabilities? While the primary goal remains the same, ‘’Protect the Principal’’, the way in which you are achieving it may be a little bit different in these types of situations.

  • First of all, do your due diligence and get informed on the specific circumstances that surround your prospective client. There are a number of crucial items you should know. Medical condition, abilities/inabilities, current medications, private physician info, etc. The more you know, the better you will be when providing services for them.
  • At your first meeting, ask them about their needs and if they have particular expectations from you. Ask about any specific instructions for their care day to day.
  • Consider how much time it takes for them to go from point A to B and plan/design scenarios around having to evacuate them (with or without the wheelchair or any walking aids).
  • Learn all about their specific wheelchair functions and movement (Or any walking aids).
  • Always ask permission before jumping to help, especially when in public or in the company of other people. Don’t assume that they may always want or need your help. At this point in their lives, they can feel that an enormous amount of their personal freedom has been stripped away.
  • Always keep in mind, people with disabilities are still people and they still have a great many things they like or want.
  • Be patient and polite when offering any help. Don’t try to rush them. What for you may seem easy, for them may be hard, painful or even seem impossible.
  • Recognize and respect their personal space and time.  Yes, even a person who needs assistance to move around and depends on you will still have need of his/her own personal space or time.
  • Don’t ‘’over-do it’’, let them breathe from time to time. You do NOT have to be in the room every waking second.
  • Always be prepared to make adjustments or accommodations to make their life easier and look for ways to develop methods to better assist them.
  • Always take into consideration their special needs (physical and medical) when you have to visit venues, attend events, travel into other countries, book a hotel room, make dinner reservations etc. Have in mind, not many countries are as progressive as we are when it comes to customers with physical disabilities. Having a highly-skilled advance agent who can plan these details accordingly is a great advantage in these cases.
  • Ensure that someone from the team is ahead of you, taking care to be sure there is a clear path for your client to enter or exit with the wheelchair or walking aid, wherever you may have to go.
  • If there is no threat, give them their time and have patience while moving to discourage pressured or awkward moments.
  • In the event of an imminent moment of threat or danger, have you planned ahead and are you, or a group of you, capable of lifting that person up properly and assisting in a quick and safe evacuation?
  • Be quite careful of your language both while in the presence or in the absence of your client. While many professionals are aware which words can be offensive for a person who has a disability, some may accidentally offend someone without meaning to. When you work for people with disabilities you want them to feel respected and empowered. In order to accomplish that, simply place emphasis on someone as the person first, by name, and then, only if needed, mention the disability if logistics would require it to avoid embarrassment or frustration

Now let’s talk about clients who are dealing with mental health disorders, which are the most common issues an Executive Protection agent may have to deal with and can be hard to detect unless you are told or you are quick to recognize.

Most common reported names and examples (as per their public confessions):

  1. Elon Musk – Asperger’s Syndrome
  2. Chrissy Teigen – Postpartum Depression
  3. Demi Lovato – Bipolar Disorder
  4. Steve Young – Social Anxiety Disorder
  5. Donny Osmond – Social Anxiety Disorder
  6. Michael Phelps – ADHD
  7. Dan Reynolds – Clinical Depression
  8. Leonardo DiCaprio – Obsessive-Compulsive Disorder
  9. Daniel Radcliffe – Obsessive-Compulsive Disorder
  10. Lady Gaga – PTSD
  11. Adele – Postpartum Depression
  12. Prince Harry – Severe Anxiety during royal events
  13. Chris Evans – Social Anxiety
  14. Jim Carrey – Depression

      Why it is important to be aware of your client’s mental health disorders? Because what they are dealing with affects the way they see life, you, threats, others etc. Just by simply being aware, you enable yourself to make the necessary adjustments in how you approach them, interact with them and how you provide services to them. Imagine the client who goes into a full panic attack when walking through and dealing with crowds or the client who suffers from dementia and you have to introduce yourself for the 100th time.

     Although we highly emphasize the importance of creating and maintaining a medical profile for your client and keeping the involved agents apprised of this information, not many companies practice this. Until you are informed about a disorder or medical malady by your supervisor, predecessor or the client himself, it may take you quite some time with dedicated personal observation and study to discover what you are dealing with. Again, do your due diligence to find out what the condition is or may be. If you can consult with a therapist, do so while always maintaining the utmost discretion and confidentiality. In a case where this may not be possible, an easy way to find more information is by using the Diagnostic and Statistical Manual of Mental Disorders (DSM), the handbook used by health care professionals as a guide to the diagnosis of mental disorders. The book contains descriptions, symptoms, and other criteria for diagnosing mental disorders. However, as with “Googling” your symptoms on the internet, one must be very careful of how to use this handbook and the information it contains.

    How you approach your clients who may suffer from mental health disorders is very important and can help by creating a healthy relationship and a positive protective detail while avoiding conflicts and awkward or embarrassing events.

These are some key points to have in mind:

  • During a crisis moment, pause, stand back and assess the situation before approaching. What you see on initial approach may not be as it appears.
  • Be careful with your tone, speak slowly and in a calm manner. You, your tone and your body language have an enormous effect on the situational outcome.
  • If need be, introduce yourself again, explain why you are there and ask how you can be of assistance.
  • If they appear disoriented, reassure them, remaining calm yourself. This will have a drastic effect on their mental status as well.
  • Listen to what they would like and respect their wishes if possible.
  • Do not rush them, create space and give them their time.
  • Make sure you are providing a quiet and discreet place for them, if needed, kindly request that all other people present exit to allow them a few minutes of quiet.
  • Remain calm and have patience. Listen, don’t speak…Sometimes a willing ear is all that is required to assist in a peaceful outcome.
  • Try to identify the cause of their respective triggers and reduce any noise levels and confusion.
  • Keeping their triggers in mind, always take appropriate measures while travelling or attending events to eliminate awkward moments or embarrassing circumstances.
  • Know your limits and recognize the difference between what you feel comfortable handling and when it is time to ask for a professional intervention.
  • Never forget, you are NOT their therapist but their Executive Protection agent, concerned about their wellbeing.
  • If you are interested to learn more and being more prepared, there are many Psychological First Aid or Intervention to Crisis classes available online.

     Dealing with someone who has physical disabilities or mental health disorders is no easy task, no matter how well prepared you are, and especially when you are facing it from the aspect of an Executive Protection agent. However, when you have done your due diligence, sharpened your client awareness skills and made all the required and necessary preparations, you can achieve calmer details with very few calamities and avoid unneeded conflicts and give your client security, confidence and peace of mind.

Understanding that the people you interact with, provide assistance to or the very person you are directly protecting, is in pain, stressed, fearful, angry or extremely confused, etc and being able to recognize these moments and have a plan of how to deal with it properly, will help soothing these anxious and difficult behaviors at the earliest possible stage providing a stable, professional platform from which to provide services.

Chris Grow

AUS Global Special Services Travel Team

Managing Partner LeMareschal LLC

Denida Zinxhiria Grow

Founder & CEO

Athena Worldwide & Nannyguards

Managing Partner LeMareschal LLC

Open Invitation For Security Practitioners

You may have heard by now of the formation of the Board of Executive Protection Professionals (BEPP). This Board comprises highly respected industry professionals James Cameron, Gerard Boniello, Joe Autera, Steven Hernand, Raffaele Di Giorgio, Tom Lebrun, William Cage, Denida Zinxhiria Grow, Chris Grow, Travis Lishok, Lance Guillory, Michael Pukish, Aurelia Fedenism, Donald Robinson, Anthony DeMolina, Tim Bigler, Dr. George DeBusk, Jason Johnson, Roman Garcia and Charles “Chuck” Andrews.

As of Monday, 9/21/2021, the Board of Executive Protection Professionals received its ANSI accreditation and became an approved National Standard Developer. Recognizing the EP industry is void of consistency and in need of a set of standards to demonstrate a foundation of knowledge and competency in executive protection, the BEPP was established with the sole purpose of creating the first ANSI (American National Standards Institute) approved “Standard for Providing Executive Protection.

”If you have questions, please visit the FAQ page at https://www.ep-board.org/

The board is presently looking for a variety of individuals to be involved in this process. Specifically, they are seeking producers (Individuals who currently work in the EP industry), Users Individuals who own or works for an organization that supplies “producers” to their organizations clients or individuals). Specific Subject Matter Experts (Individuals with specific SME qualifications in subjects that are an asset to the EP industry) and General Interest (Individuals with unique skill sets or equipment that interact with “users” and “producers”.

There are two opportunities for individuals to join the process.

1) The Technical Committee is comprised of seasoned industry professionals responsible for developing new or revised language for Standards developed by BEPP. This Committee will also approve or reject recommendations made by the Working Group. The BEPP Technical Committee is the consensus body and will follow the voting procedures.

2) The Working Group is comprised of industry professionals who make recommendations to the Technical Committee for final consideration, revision, and approval.

Technical Committee Members may also be part of the Working group.

If you are interested in becoming involved in the process, what can you do?

a. Please fill out the application on the website located at BEPP Online Application.

b. Once an application has been submitted, email a current resume in PDF format to info@ep-board.orgc.

Application acceptance will close on December 15th, 2021, and all applicants will be notified via email of the BEPP decision.

The Multi-faceted Issue of Harassment

We are just now learning of and reading about the allegations of two personnel, one a security agent and the other an estate manager, who were previously employed by the household of Facebook CEO Mark Zuckerberg and his wife, Priscilla Chan. As the two former employees have begun to file their respective lawsuits against the billionaire couple and their family-related corporate entities, we must finally face the uncomfortable conclusion that these incidents have actually occurred and that similar circumstances have been happening for some time all throughout the world and seem to be dramatically increasing.

   “We were told to ‘keep our mouths shut and forget about it’ so we would not labeled as ‘trouble makers’”…We were told, ”He had a bad day”…We were told, ”Do you know who that guy is?” in an effort to intimidate us and make us wary of speaking out. We were told, “What happens here, stays here.”

     The truth is, no matter who one is (Or imagines himself/herself to be) or what kind of a day he/she supposedly had, no one has the right to, or should be forgiven for, insulting you, bullying you or sexually harassing you. During my 19 years in this industry, I have personally experienced or witnessed many quite similar cases. I have quit details because of a constant atmosphere of harassment.

Can I ”take it”?. Just because you may be able to deal with this type of situation doesn’t mean in any way that you should allow yourself to be put in that situation any longer. So, yeah, I can “take it”, but I do not have to, nor will I any longer.

    Discrimination can be when you are told you can’t do the job just because you are a woman. Discrimination is, quite often, when your team members do not trust your skills and see you as a liability or another person to be protected. Discrimination is when they believe that due to your origin or your religious beliefs, you can not be an ample protector. Discrimination is also when your opinions during briefing and debriefing aren’t given a chance to be heard cause you are seen or quietly labeled as  ”Not good enough”. 

    Harassment is not only when someone is being inappropriate directly to you, but also when they think they can use vulgar language or behave inappropriately in your presence because they don’t think you feminine enough, you’re “Just one of the guys” or they seek to shock you. Harassment is also when they ”accidentally” touch you or parade around semi-naked or naked in front of you at the compound. Remember, harassment takes on many forms and can happen in many ways. 

    Bullying is another issue that is all too prevalent. This can occur when your team lead or supervisor judges you based on your gender and blame you for everything. Bullying is being informed that your side of the story doesn’t matter.

Bullying is also being an ass to someone merely because of what position you hold. In a recent chat with a colleague, he brought up a name, with whom I had a personal experience. When I told him how he treated his employees and, most importantly women, he said ”That is weird, he has never done anything like that to me”…Well, of course not. Because, primarily, you are a man and secondarily, these people act accordingly to their perceived level of power. 

    So when someone is being harassed, bullied or discriminated against, take a moment to sit down and listen to them. Just because it hasn’t happened to you doesn’t mean it is not happening to others. If you are the one being harassed, bullied or discriminated against, have in mind you do not have to just ”deal with it” or ”forget about it”. Don’t allow it to begin in the first place. Set your standard and expectations right from the beginning. Expect professionalism and respect from your colleagues and give them the same in return. Keep documents, report it and if needed, seek legal help. If you are a company owner or someone who makes these types of decisions, seek further training on the subjects for all your employees. A well-organized team can and will unravel quite rapidly and unexpectedly in these types of circumstances and no one wants that to occur.  There are plenty of free training programs on Diversity, Equity and Inclusion.

Denida Zinxhiria Grow

Security Courses Directory

Security veteran Matthieu Petrigh MSyI, launched a new website with open source training programs on an array of topics dedicated to Security Professionals and those interested in learning security. On the website, you can find a variety of free courses as well as paid (online courses or partially online courses) related to the broad concept of Security, including Risk Management, Fraud, Defense, IT Security, Resilience, Terrorism, Criminology, and more.

Courses can be provided by universities, public or private organizations.

For training providers or authors: As we are one of the contributors in this effort, if you are offering online training or you have written a book and would like it to be listed in the platform contact us at info@lemareschal.com.

Visit the directory here: Security Courses Online

Mentoring Security Professionals

We will be launching a series of educational webinars that are absolutely free to attend. The aim of the webinars won’t be to present people and their past stories, but to have specific guests who will combine their experience and training in the industry in order to teach you something new, to help your professional development and to provide consultation for you. They will share their opinions, the “do and don’ts” of the industry and answer your questions.

And the best part? The content of each webinar will be developed by you! While we are working on our next webinars, let us know either by a comment here or via email at info@lemareschal.com what topics would you be interested in having discussed, answered and/or receive consultation on? This is a webinar created for you, by you!

Executive Protection Agents in a Rare Interview with a Retired Paparazzi

It’s not very often when we have the ability to interview and learn from our adversaries. While most efforts are seemingly focused only on physical attacks, they do not give enough emphasis to the paparazzi, media, and all that this facet of protection entails. But we’ve got you covered. This is an interview we have been wanting to do for the last 5 years. What we learned from a retired British paparazzi is that pointing a flashlight toward them won’t work, neither you are safe if you block the tail number from your private jet. We also learned how they find information about your clients, who are willing to pay a lot of money to buy your pictures (no, it is not only the media outlets), to what length they will go to distract you and get that picture and why you will be not able to buy their silence.

*Disclaimer: During this interview, you may encounter offensive language content within the realm of your site.*

** For permission to use this video please contact info@lemareschal.com**

***Copyright @Athena Worldwide, a LeMareschal LLC company. Any illegal reproduction of this content will result in immediate legal action.***

The challenges for protecting Public Figures- The Macron Incident

The latest incident with French President Emmanuel Macron being slapped by someone in the crowd has once again fired up the keyboard warriors who take any incident (video or picture) such as this and claim how improperly the EP team functioned and what would they have done differently and, of course, be more successful. As a Greek proverb says ‘’Whoever is outside the dance (floor), can sing many songs’’ Meaning: It is easy to talk about something when you are not the one involved in it. 

As security practitioners, we must be very careful what we say online, keeping in mind, whatever you post online stays online even if you delete it minutes later. We should not criticize security details and/or the people involved because we do not know all the facts, details, limitations and the full story. When you post a comment on a 10-second video, you may not have the full story. You do not know what happened before or after the incident. What you see in a photo may not be the full picture. It doesn’t make you any more ‘’professional’’ when you try to spot the wrong moves in an incident where you weren’t involved and you do not know all the parameters: you are just assuming.

In this case, we heard many opinions:

‘’Why didn’t they keep standard formation?’’- How can you keep standard formation when your principal is anticipating close interaction with a member of the crowd? Greeting lines are extremely tedious and are one of the most difficult situations to read and provide protection.

‘’The reaction time was slow.’’- The reaction time always seems to be slower when you see an incident on a video over and over again rather than being involved with it in real-time in the field.

‘’They were lucky he wasn’t holding a knife.’’ – Actually someone did their job well and made sure he (or anyone else in the crowd) wasn’t holding a weapon. What most fail to understand is that these crowds are previously checked for anything that can be used as a weapon.

‘’Why didn’t they saw that coming?’’ – They don’t teach ESP at EP schools…

‘’Why didn’t someone teach Macron?’’ – Most protectees won’t sit down and learn from you about protection, they want you to protect them. It’s not their job to know how to do yours…Why do you think you’re employed?

Now let’s address some challenges for protecting public figures and try to make some rational sense of all of this.

Protecting people whose identity depends on the public, such as politicians, in this case, is very much different than protecting a C-Suite executive for example. A politician needs the interaction with public. They shake hands, hug, get pictures with and celebrate with large crowds. Having people like them is what makes people vote for them, and they need to look and act quite approachable to everyone in order to gain votes. If they don’t get the votes, well, then they no longer hold their current political position. They have to attend gatherings and events and most of those functions may be outside of your span of control regarding organizing it. You have to provide services as best as you can with what you have and minimize whatever limitations you can. 

In this case ‘’the unknown crowd’’ is the issue. The ‘’crowd’’ provides a good opportunity for the enemy to blend in, act and even escape in some cases. Also, as most public appearances are preplanned and announced, the enemy has the time to be prepared for the attack. And when we say attack, let’s clarify that “attack on your principal” is not only an assassination or physical harm but also an attack on his/her personality, reputation or by causing embarrassment. 

While most EP training schools focus only on physical attacks, have in mind causing embarrassing situations may be something your principal is particularly vulnerable and endangered by, thus it is something you must be prepared to prevent. Making sure the crowd has been checked for anything that can be used as a weapon doesn’t mean you are safe from an embarrassing situation. Paying attention to people’s hands and what they are carrying doesn’t mean you can be sure about the intention of a handshake. A handshake can become a pat on the shoulder or a slap on the face. How would you know the intentions of the handshake and act within 2 seconds to prevent it? You must be in very close proximity to do that and sometimes you have limitations on how close you can be with your principal, particularly when they are interacting with the public and potential voters. When any public figure decides he/she want to come within close proximity of a voter, you are required to break the standard formations and you cannot have security between the voter and the principal because they need that ‘’personal space’’.

Act too aggressive and they will perceive this position as very unapproachable, something that goes against your principal’s political campaigns. So you have limitations or adaptations to perform your protective job competently. 

Another thing to consider is that some protectees will appear uncooperative with you and your suggestions or directions. They will do the exact opposite of what you have instructed them to do or whatever the plan was because they thought doing something different was ok, safe or was suggested at the last minute by their campaign manager. Some protectees will ask you to protect them no matter what. The fact that they won’t consider changing their lifestyle, and you have to do your best, becomes another facet of the ever-evolving detail.

Have we forgotten the flying shoe incident with President Bush in a press conference in 2008? The red paint thrown at Mary Harney, Ireland’s Health Minister in November 2010? Berlusconi’s nose being broken and two teeth knocked out when a man attending a political rally threw the statuette of Milan’s Duomo gothic cathedral straight in his face in 2009? Eggs being thrown at Bill Clinton in Warsaw, Poland? Nicolas Sarkozy being a victim of a flying pie in 1997? The book thrown at Obama in 2010? The glitter attack on Minnesota Governor Tim Pawlently in 2011? Pope being attacked by a woman who jumped barriers at St Peter’s Basilica and knocked him down in 2009? The famous slap on Dimitra Liani Papandreou, the widow of ex Greek PM at her book signing by a woman who appears to be there to sign her book? Bill Gates’ “Pie-to-the-Face” fiasco? There are so many more similar incidents including paint, body fluids, pies, yoghurt, vegetables, flour and even flashing body parts such as the Femen members who went toplessness in front of the EU-Russia summit, in Brussels, in December 2012.

Can we criticize the EP team members involved in these incidents? Can we say that you would have done better after the incident has taken place? From the moment you have a complete crowd check for weapons, you are in a “secure” space. But what leads you to believe that you have a better understanding regarding the mental status of someone who appears to be a voter or a fan? Can you honestly guess his motives if he/she wants to slap, or spit or in some way embarrass your client?

If you haven’t provided security details for Public Figures, it may seem easy for you to criticize an incident like this, but criticizing what you don’t know and just assuming doesn’t make you right and it very well may show your ignorance. Instead, use this incident as a reminder that people will use anything to harm your client’s reputation and their imagination can be big and quite unpleasant. Keep it as a learning tool for yourself and yet another scenario in your head of what you would or wouldn’t do if…

Denida Grow

Managing Partner

LeMareschal LLC

Founder & CEO

Athena Worldwide

Athena Academy

Nannyguards

Marketing tips for Executive Protection Agents

Perception is everything, protect yourself and build your reputation on solid ground.

*These are part of a panel of personal opinions formulated from my experience in the industry as an EP agent, business owner and recruiter for other corporations. Keep in mind that just because I preach it, doesn’t mean I haven’t made the mistakes. It’s actually the fact I have made some of these and it’s caused me to learn what can work and what doesn’t. You may not agree with me or follow up with the suggestions but experience is an amazing teacher…”Let he who has ears…”*

1) Know what you know and know your value. (Know what you are willing to sacrifice as well, working more hours, night shifts, holidays, for how much, or how little.)

2) Know what you don’t know and either leave it to someone else or study it (There is nothing worse than someone who is trying to operate in many different fields, and yet, have quite limited knowledge on each field and act as though they’re the authority on it.) Focus on what you are most interested in and master it. Only move on to something else when you have a solid foundation on a topic and you are prepared to expand to something else.

3) “Listen more and talk less” Comment or post on social media only if you have something constructive to say, always stay on point and use professional language

4) Post or comment only on subjects you know well, subjects you have studied and subjects you know from real-life experience. There is no need to post daily or non-related posts.

5) It takes specific work and quite simply, boots on the ground to consider yourself experienced. Having worked EP two or three days a month doesn’t make you qualified enough to disagree or raise your voice with people who have been doing this for 10+ years. Neither are you an expert after one or two years in the industry (You can always see who is who and what they know and don’t know by what they post on social media). Stay humble, lay low and learn your trade well…Your day will come)

6) Maintain a professional image on all business-related social media sites. A suit and tie picture will always be better than a tank top or a duckface selfie.

7) Build a professional LinkedIn Profile, highlight your skills and post all your professional and educational achievements.

8) Stop posting sensitive information, IDs and license numbers on social media (You are a security professional! If you fail to protect even your own personal information, what does that tell me about how you handle your clients’ information??)

9) Always maintain OPSEC in every post you make. Always think, “How could this be used to harm my client or my team?

10) Protect your data! We have seen more and more security professionals warning their connections that they have been hacked! If your ex gf can hack your Facebook or LinkedIn profile, then you are probably not very good at keeping your clients or your detail’s information safe.

11) Keep high school drama out of social media.

12) Control your emotions, remain professional at all times…You are your client’s close protection, NOT his/her “Buddyguard”. Friendly at all times, not Friends.

13) Be careful of your connections and the people that you recommend or work with. Have you heard death by association? Make no mistake, it is a very real factor in our business!

14) Build a professional-looking CV, keep it simple and to the point. There is no need to hire a CV writer, you know what you have done, trained for and accomplished.

15) Invest time in building connections. Spend time talking to others or helping them with their projects. I have gained many contracts after the interviews I did with others.

16) Offer pro bono services to companies you respect and want to be involved with.

17) If you are single and have no family commitments, perhaps you work that shift on Christmas or other holidays so someone else can spend the day with his children. You have no idea how being understanding can help you in the long term.

18) Study your clientele and any potential clients. The industry has changed significantly and the new wave of clients are IT gurus, app developers, cryptocurrency investor, reality stars etc. Always be knowledgeable on current trends and topics.

19) Be informed on local and international news, threats and events that affect the industry and the needs or operational aspects of your clients.

20) Don’t be arrogant, there is a fine line between being confident and arrogant. Never cross it…There usually is no way back once the damage is done.

Denida Zinxhiria Grow

Founder & CEO

Athena Worldwide

Athena Academy

Nannyguards

Managing Partner

LeMareschal LLC

Things to consider before you hire an Executive Protection team aka Bodyguards

 To all CEOs, celebrities, VIPs and high value individuals…

At some point in your careers, you will most likely find the need to retain, or at the very least, inquire about close protection services for yourselves, your loved ones and possibly for those you employ closest to you.
      Now, the list of companies and corporations that provide these type of services is quite lengthy and, while at first they all appear very impressive, you need to be thorough as you take a deep look at them and the ideals and morals they represent. Again, you are searching for the perfect fit that best protects yourselves, your families, employees and all things that you need secured and confidential.
      A quite disturbing trend as of late has been the repeated posting of pics with you as the client, at your locations and in front of your vehicles, private planes, residences, etc. while boasting about the details of who you might be, what was happening or other items of a secure nature. Now, this is entirely unacceptable no matter what the terms or conditions of their employment may be with you. You, and all that that may encompass, are to be secure, confidential and invisible for all intents and purposes. Period.
      Social media has become the source of all communications amongst a great number of these entities and this in turn has led to a trend of exposing enormous amounts of confidential client information when it is not only unnecessary but highly unprofessional and, frankly, childish. At times, it has even been portrayed as “marketing” when, in it’s true form, it’s nothing more than schoolyard bragging.
      So, when researching a prospective organization that you perceive may be the one you will choose, a thorough search of all related social media should be performed. The company’s sites, the reviews and even the social media sites of any/all possible employees that you might hire from their corporation. If they are willing to expose their previous clients with seemingly reckless abandon, you will most likely be the next celebrity/VIP pic that hits the Facebook/Instagram/LinkedIn circuit and that is, I’m quite sure, not your desire at all.
      Many companies will show an endless supply of “tactical” pictures, extreme condition photos, worst case scenario snapshots, etc. Please understand that most of the organizations are composed of a large number of former military members, former LEO/SWAT members and private security contractors who have “been there & done that”. But it is always wise to remember that while these skills are highly advantageous should everything go tragically wrong in your day, these type of days should never happen if the proper planning is performed which is completely above and beyond the “hard skills” as they are often referred to.
      Another highly recommended item is a detailed NDA and total social media blackout for all involved. Leave nothing to chance and be very clear regarding the seriousness that this represents to you and the severity of disciplinary action should it be violated. Again, you and all you hold most dear are to be secure, confidential and private and definitely NOT on the front page of a local newspaper, tabloid, media page or out to the highest bidder.
      Always remember this…You came looking to us with your concerns and fears, placing your overall well-being in our capable hands. With that in mind, you should always feel protected, safe and secure from anyone or anything that might wish to harm you. And that harm should NEVER be at the hands of the very people whom you have so willingly trusted to provide the very best security, protection and peace of mind.

Denida Zinxhiria Grow

Founder & CEO

Athena Worldwide

Athena Academy

Nannyguards

http://www.athenaworldwide.com

http://www.nannyguards.com

At Athena Worldwide we are industry leaders for promoting, training and staffing female bodyguards internationally. With our affiliate offices, we can provide world-wide close protection and executive protection services for entertainment professionals, politicians, CEOs, Royal Families, journalists, clergy and corporate personnel. Want to find out more about female bodyguards? visit www.athenaworldwide.com