celebrity protection

Event Security for High Profile Individuals

LeMareschal

In the last months, we have seen many videos from what one may label a ‘failed’ security operation where public figures were attacked or embarrassed during their public appearance at an event. Protecting high-profile individuals during an event or public speech requires very careful and detailed planning. Despite the big challenges for the security team, public events are essential for high-profile individuals, especially for politicians, celebrities, or business leaders who need to engage with their fans, audience, or electorate.

Event Security is a uniquely separate topic, and one needs to spend quite some time studying it and implementing all the necessary steps. Unfortunately, most EP schools do not teach it, and some invest very little time in it considering the fact that the key to Event Security is to manage and mitigate the risks with thorough planning, intelligence, and coordination of multiple parties involved.

The protective measures for any event will depend on the event size (private, public, big, small), event purpose (political, cultural, educational, etc.), threat levels, speakers’ public visibility, and value to their organization. (what is the value of each speaker if they get harmed or embarrassed?)

Understanding the complexities involved in securing high-profile individuals during public events and why such events can pose several inherent risks for high-profile individuals.

Visibility: Public events mean the high-profile person is largely exposed, making it easier for potential attackers to locate, approach, or target them. When your clients are on the platform (Behind the podium) or anywhere on the stage, they are vulnerable targets.

Predictability: Public events are almost always scheduled and provide potential attackers with the time to plan their actions. Even with meticulous security planning, knowing the timing and location of an event in advance gives adversaries a significant advantage.

Crowd Control and Media Challenges: Large gatherings are inherently harder to control. Even with barriers and security personnel, managing a crowd can be unpredictable. Someone with malicious intent could potentially blend in or infiltrate as the event support help or basic crowd control, making detection harder and giving them very proximal access. The media coverage that accompanies many public events involving high-profile individuals can be a double-edged sword. While it spreads the message of the event from a marketing aspect, it also broadcasts the vulnerabilities and security arrangements in real time.

Multiple Access Points: Venues for public events often have multiple entry and exit points, which can be difficult to secure completely.

Multiple Parties Involved: Event organization involves the coordination of multiple parties, vendors, venue management, event organizers, and even different security entities. Your client is not the only one with a security detail, most of the time you will find the presence of law enforcement, uniformed guards, and Executive Protection teams for multiple public figures who are present. More involved parties make the coordination harder as communication or logistical breakdowns among these parties can create security vulnerabilities and confusion.

Sniper and Active Shooter Threats: Open-air events or events with vast, unobscured perimeters can pose sniper threats, especially if there are high vantage points nearby. An active shooter can be another threat for events since one can find many people who share the same ideas, and goals (political, social, etc.) gathered in the same place.

Terrorist Attack and Bomb Threats: Crowded areas are high-impact targets for those wanting to cause mass harm. This makes guests and staff screening, detection of explosives (K9 is best), and managing evacuation protocols critically important.

Public Sentiment: High-profile individuals, especially politicians or controversial figures, can evoke strong emotions. Public events can attract not just fans and supporters, but also protestors or individuals with negative or hostile intentions.

Reliance on Local Infrastructure: High-profile individuals and their security teams often have to rely on local infrastructure, which they might not be familiar with. This includes clearly understanding local threats, coordination and relying on local law enforcement, and navigating unknown, or lesser-known, venues. How many times have you found yourself in an event where if it was for you, you would have never chosen that place from a security standpoint? The thing to always remember is that security teams, for the most part, have very little or no say in the venues and must work with and do their best to function with and plan around, the circumstances, locations, and other plans made by individuals who do not have security protocols in mind.

Basic Considerations for Securing Your Client during Public Events:

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Advance Planning & Risk Assessment: Conduct a thorough risk assessment of the venue, identifying potential threats and vulnerabilities. Scout the location beforehand. Look for multiple entry and exit points, chokepoints, and rooms that can be used as safe rooms. Assess local threat intelligence and political climate.

Physical Security: If you are responsible for the event security, establish a secure perimeter around the venue with barricades or barriers. Control access points with security personnel, metal detectors, and possibly explosive-detection canine units. Inspect the stage/platform and immediate surroundings for potential threats and listening devices. Ensure that there’s an emergency evacuation route and a safe room or fallback position. If you have no control over the event security planning and your client is invited as a speaker/guest then consider gathering as much information you can for the established security measures, evacuation plans, and other speakers/guests (your client may be at risk because he is present in an event where another speaker who is targeted is present). Now is your chance to put your soft skills into action and make friends with event organizers, event security, and law enforcement.

The Podium: In public speeches, when your client is on the podium, he is the perfect target, all lights and attention are on him. The podiums are usually lightweight and small. If the threat level is high, you should consider placing armored plates for better ballistic protection. Consult your client to avoid unnecessary movements from the podium. Consider placing your own protective agents as close as possible to the podium and in crucial spots where they can react if needed be. Establish a plan for reaction and evacuation, rehearse it with your team, and make sure your client is briefed on it as well.

Seating Arrangements: If possible, consider having the client seating in a location that is lower than the security team so that he is less visible. Bear in mind that depending on how many high-profile speakers/guests will be present, the number of seats for the security team will be very limited. On many occasions, you won’t be able to sit next to or close to your client. As all the spots are reserved for guests only. The ideal seating plan would be half-moon (semicircular) shaped with the front row being lower than the back. When the threat level is high, serious consideration should be given to armoring the chair and the speaking podium with armored plates. If possible, arrange to have known personnel, to you and your client, seated next to or close to him.

The Stage: If you are the one responsible for the event security, consider keeping a good distance from the stage to the first row of seats of at least 7-8 meters. In this area, only security personnel or individuals accompanied by security team members should move. The first row of seats should be empty to act as a barrier to anyone from the crowd wanting to approach the stage. The second row should be for individuals who are speakers. When these individuals would need to go on stage, only half of the seats should be reserved so that they approach from one side and return to their row from the other. This way, the front of the stage will never be filled with people which someone could use as cover for an attack. The security team members should be positioned around the guests to have a full visual check of the audience. They should be able to intervene anywhere throughout, and no one should be able to get near the stage unaccompanied.

Personnel: If you are responsible for the event’s security, deploy both uniformed and plainclothes security personnel who can blend in with your guests. Screen all the vendors, catering, and anyone who has access and a presence at the event. Consider having an emergency medical team on standby.

Communication: Establish a clear communication plan among all security teams. Designate codewords for specific emergencies, code names, use encrypted radios, and have a backup communication method.

Surveillance & Counter-surveillance: Use CCTV to monitor the crowd and surroundings. Deploy undercover agents in the crowd for counter-surveillance and to identify suspicious behavior. Each report should be immediately evaluated for relevance and threat level.

Vehicle Security: The driver always stays in the vehicle. Plan multiple egress routes from the location to account for different scenarios.

Screening & Access Control: Ensure that everyone entering the venue undergoes thorough screening. Control VIP areas and ensure only authorized personnel have access. Use a guest list or invitation-only system if possible.

Public Interaction: If your client plans to interact with the audience or media, pre-plan your team’s positions and manage the crowd accordingly. Watch out for anything/anyone that stands out as unusual and always watch the hands of those close to your client. Are they holding something that can harm or embarrass him? Be prepared to extract your client swiftly in the event of a disturbance. Hands, hands, hands…And scan your zone of responsibility and scan again.

Intelligence & Coordination: Do your intelligence gathering and evaluation. Monitor social media for any potential threats or discussions that might indicate planned disruptions. Digital forensics can also play a role in pre-event threat assessment. Liaise with local law enforcement and potentially federal agencies (depending on who your client is, on the country and threat level). Gather intelligence on any known threats or groups that may target your client, or other speakers at the event.

Case Studies: Highlight previous incidents involving security breaches or attacks on high-profile individuals during public events. Discuss what went wrong and the lessons learned from each incident.

Utilize Technology: This includes surveillance drones, facial recognition systems, biometric access controls, and AI-driven threat detection systems.

Liaison with Other Entities: Collaboration with other guests’ security teams, agencies, and private security firms can provide additional resources and intelligence. Highlight the importance of sharing information and working in tandem.

Psychological Profiling: Make sure your team has a good understanding of crowd psychology and potential attacker profiles. This can help in preempting potential threats. Using COVPRO agents in the crowd will always give a significant advantage when providing a proactive response.

After-Action Reviews: After every event, conduct a debriefing session. Discuss what went well, what could be improved, and any potential threats that were identified. This helps in refining strategies for future events.

Legal and Ethical Considerations: Discuss the balance between ensuring security and respecting individual rights. In many jurisdictions, there are legal limitations on what security personnel can do, especially concerning personal searches, data collection, and surveillance.

Remember, during events, the goal is to have multiple layers of security so that if any one layer fails, another can immediately respond. The most effective protection details work quietly in the background, providing a safe environment while being as unobtrusive as possible.

Do you want to learn more about Event Security and our specialized courses? Contact Us Today!

#eventsecurity #EventSecurityTips #HighProfileProtection #PublicAppearanceSafety #CelebritySecurityTips #PublicEventsProtectionStrategies #BusinessLeaderSafety #SecurePublicEngagements #EventRiskManagement #PublicEventsSecurityRisks #ProtectiveLayersForVIPs #LeMareschalSecurity #EventSecurityTraining #SecurityMasterclasses

The Rise of Boutique Security

LeMareschal

A New Era of Personalized Protective Solutions for Individuals, Families and C-Suite Executives

In the glossy pages of lifestyle magazines, we often read about the latest trends in fashion, travel, and luxury. However, there’s a new trend that’s quietly making waves among the elite, and it’s all about security. Not just any #security, but boutique security companies. Companies that provide security for the families of the rich and famous are not something new, however, what is new is the rise we see in Boutique Security Companies.

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As the world becomes increasingly complex and threat actors evolve, the demand for specialized, personalized security solutions is on the rise, especially among #celebrities, top corporations, and high-net-worth (HNW) and ultra-high-net-worth (UHNW) individuals.

Why Boutique Security?

The term ’boutique’ often brings to mind images of #exclusive, high-end shops offering unique, tailor-made products. In the realm of security, the concept is no different. Boutique security companies are not the average security providers, they are a class apart, offering a level of service that is both exquisite and unparalleled but also specialized in tailored made #concierge type of security solutions. These companies can see the needs of their customers and create unique solutions. In 2002, when we saw the need for female executive protection agents, and we created Athena Worldwide, and in 2008 we created Nannyguards, a hybrid service combining #childcare and #security. Today through our main company LeMareschal LLC, not only can we provide a variety of specialized security solutions to our customers, but we can also create unique services based on their needs.

What makes a Boutique Security Company Special?

  • Customization: Unlike larger security firms that offer one-size-fits-all solutions, or do not have the time and personnel dedicated to each one of their clients, boutique security companies can not only be more flexible in their approach, but they do care for client’s satisfaction. They understand that every client is unique, with specific needs and desires, and they put a lot of emphasis on customer service. This allows them to craft individualized security solutions, ensuring that clients receive the utmost care and protection.
  • Exclusivity: With premium services and dedicated attention, come premium prices. This often results in a select and high #standards clientele, allowing boutique security firms to dedicate more resources and attention to each client. Something to highlight is that the smaller size of these firms doesn’t diminish their value, on the contrary, it ensures that every client is treated with the importance they deserve and that the solutions they receive are tailor-made for them.
  • Expertise: The majority of boutique security firms are owned by #seasoned security professionals who know the importance of such services and are deeply invested not only in their business’s success but their clients’ safety and #satisfaction. Their reputation is on the line, ensuring a high level of #accountability, commitment, and unparalleled service.
  • Lifestyle Integration: In the world of opulence and grandeur, where every experience is curated to exude #luxury, boutique security firms effortlessly blend into this high-end #lifestyle. Their specialized security teams are not just trained to protect you but are also skilled in the art of discretion. Whether it’s a star-studded gala, an exclusive art auction, or a private island getaway, boutique security personnel are virtually invisible, ensuring a seamless experience. They are attuned to the nuances of high society, understanding when to fade into the background and when to step in, all without disrupting the event’s ambiance or the guests’ enjoyment. Imagine having a #bodyguard who not only protects you but also knows the perfect moment to step aside so you can enjoy a private conversation or a breathtaking view. It’s this harmonious integration that makes boutique security not just a service, but an essential component of the luxury lifestyle narrative.
  • Global Perspective: As elite customers travel around the world, the nuances of boutique security shift, reflecting the unique #cultural, #political, and #social landscapes of each region. In the opulent cities of the Middle East, boutique security often intertwines with royal protocols, ensuring that protection aligns with age-old traditions and customs. Meanwhile, in the bustling metropolises of Asia, the emphasis might lean towards technological integration, harnessing the latest technological and counter-surveillance innovations. Europe, with its rich tapestry of history and aristocracy, sees boutique security firms offering services that respect and preserve the sanctity of historic events and venues. Over in the Americas, the focus often pivots to #personalization, with security details tailored to the individual lifestyles of Hollywood celebrities, tech moguls, and other high-profile personalities. This ability to shift approaches across continents not only underscores the #adaptability and #versatility of boutique security but also highlights its universal appeal and relevance in today’s interconnected world.
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LeMareschal, is a boutique security company that was created to stand out for its commitment to #excellence. Offering tailor-made #security, #travel, and #transportation solutions, LeMareschal is not just about security, it’s about offering a complete package service for #HNW, #UHNW, #celebrities, and C-Suite Executives who value #concierge type services and their peace of mind. Whether you are looking for protective teams (bodyguards), residential security, luxury and secure transportation, female executive agents, or child protection specialists, LeMareschal can provide the best for the best in your life.

In today’s world, the need for personalized security solutions has never been more critical. Boutique security firms, with their focus on customization, exclusivity, and expertise, are leading the way in providing the elite with the protection they deserve.

#BoutiqueSecurityServices #BoutiqueSecurityFirm #EliteProtection #HNWProtection

#UHNWSecurity #ConciergeSecurity #LuxuryProtection #TailoredSecurity

#ExclusiveSafety #HighEndSecurity #BoutiqueProtection #CustomizedSecurity

#EliteSafetySolutions #PremiumProtection #LeMareschalSecurity #Nannguards

#AthenaWorldwide #FemaleBodyguards #Bodyguards #CelebrityProtection #RoyalFamilyProtection #SecuritySolutions #SecureTransportation #SafeTravels #TravelSecurity #ExecutiveProtection

The Necessity of a Client Questionnaire for Executive Protection Operations

LeMareschal

One of the most important and basic functions that a majority of the companies who provide executive protection services are failing miserably to obtain, is the client questionnaire. How many of you have been called by a company to provide services and you found yourself with not enough information about the client, besides a name and a location, and you had to literally fight to get more information from the project manager or the person in charge for the specific client? Don’t worry, we already know the answer and most of you have found yourselves in this situation.

The most important part in an executive protection detail is not to get the client or the contract, but to deliver great services and to excel. In a profession where excellence is directly connected not only with professionalism but also with the level of protection, it is vital for the industry to make sure basic steps are constantly applied. However, no matter how vital it is, many colleagues fail to maintain a questionnaire out of pure laziness, or because they do not know what to ask the client or are too afraid of the client to ask the important questions.

A client questionnaire is the first thing you must provide from the moment you secure that client/contract. You can either send the document to the client or the POC, or you can fill it yourself with the information you gather as you speak with the client or the POC. It is a very crucial document for executive protection professionals as it enables them to gather vital information, conduct risk assessments, customize security measures, establish client expectations, and facilitate effective collaboration. It serves as a valuable tool for developing comprehensive security plans and ensuring the safety and well-being, not only of the client but also your personnel.

Client questionnaires can help your operation in several ways:

It can help you gather essential operational information about the client and their specific needs. This includes details such as the client’s personal and professional background, their routines and schedules, travel plans, known threats or risks, and any specific concerns they may have. This information helps the protection team tailor their services and develop a comprehensive security plan that addresses the client’s unique requirements.

It will be a helpful tool for your risk assessment and threat analysis. Although some companies believe that one should perform a risk and threat assessment ONLY if they charge the client for it, so if the client isn’t paying, they won’t provide one. Crazy? Yeah! And it happens more often than one may think. But this topic is for another time to discuss. Just keep in mind, you don’t run a risk and threat assessment because the client is buying the ‘’product’’, you run one because IT IS part of your functions, and it will undoubtedly benefit your team on the ground. So, when you run a client questionnaire by collecting information about the client, their activities, and their environment, the information gathered enables you to conduct an initial risk assessment and threat analysis. It will help you identify potential risks, vulnerabilities, and areas of concern that need to be addressed to ensure the client’s safety and security. It allows your protection team to develop effective strategies and countermeasures to mitigate these risks.

As we all know, each client and each operation have its own needs that can vary significantly depending on factors such as their professional background, public visibility, lifestyle, specific circumstances, and geographic location. The information obtained through a client questionnaire enables you to customize your security measures to suit the client’s specific protective needs. This may involve determining the level of security personnel required, implementing access control measures, arranging secure transportation, establishing secure communication protocols, or any other necessary precautions. By knowing your client’s needs, you will also be able to establish clear expectations between you, your protective team, and them. By utilizing a client questionnaire, you enable your clients to have the opportunity to communicate their concerns, preferences, and any specific requirements they may have (Remember, in our industry, what the client wants matters as well). By understanding your client’s expectations upfront, you and the protective team can align your services, accordingly, ensuring a satisfactory and effective security operation.

As a project manager or company owner, you also have a duty toward the people you are hiring. Since you are the one who makes that first contact (services sales as well) with the client, you must be sure you require specific information to pass on to your team on the ground. There is nothing more unprofessional, unhelpful, and inconsiderate than to send your team unprepared and expect them to do a great job. Unfortunately, as we mentioned earlier, it happens way too often. Some people are just lazy to do what it needs to be done, others are terrified of the client and believe if they ask questions (which are necessary for a protective operation) will make the clients angry, and some do not know what to ask! Now we can’t do anything about those who are just lazy, however for those who fear the client, let us assure you that, nothing else shows more professionalism and that you know your field, than when you show interest and make the necessary questions that will enable a smooth and successful protective operation. Consider the fact that, for the majority of the time, you won’t be dealing with the client himself/herself, but with their PA, security manager, agency, etc. Those people will be able to provide this information to you because they already know most of the answers, and for those they do not know, they already have communication, trust, and the confidence of the client. So don’t be afraid to do what your job may dictate.

Now for those who do not know what to ask

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Think of the client questionnaire as a mini and first risk and threat assessment. Ask yourself, what would I need to know if I was the agent on the ground hired for this specific client to provide professional and successful protective services? Divide the questionnaire into sections such as:

  • Personal Information, including full name, DOB, nationality, religion, home address, contact information, and person in charge (if not the client).
  • Professional Information, including current occupation or business, employer/company name, job title, and business address.
  • Lifestyle and Routine, including daily routines and schedule, locations frequently visited (home, office, public places), regular activities (sports, social events, hobbies), any upcoming special events or engagements, associations (social, professional, religious, political), travel frequency and destinations, public exposure, or visibility.
  • Known Threats and Concerns, including any previous security incidents or threats, specific concerns or risks identified by the client or his immediate environment, information about any stalkers, disgruntled individuals, or potential adversaries, any information about the client or anyone in their immediate sphere of influence (SOI) to have been involved in controversial activity (public speech, professional decision, etc.)
  • Travel Information, including planned or anticipated travel destinations, travel dates, and duration, purpose of travel, mode of transportation (private jet, commercial airline, etc.), accommodation preferences (hotels, rental properties, etc.)
  • Support Personnel, including names and contact information of personal assistants, drivers, or other personnel involved in the client’s daily activities.
  • Security Measures, including any current security arrangements, if any (i.e., RST, security systems, surveillance cameras, alarm systems, etc.), details of any existing security personnel or teams involved in the client’s protection, how many people are to be protected, any family members traveling with the client (what, if any family members are NOT included in this assignment), and length of assignment (days, hours per day).
  • Communication Preferences, including preferred methods of communication (phone, email, text), emergency contact information (family members, close associates),
  • Medical Information, including any pre-existing medical conditions or allergies, details of any required medications or medical treatments, emergency medical contact information, and any dietary restrictions, or intolerances.
  • Legal Considerations, including any legal issues or ongoing litigation that could impact security measures or confidentiality.
  • Likes and dislikes regarding his/her EP detail – Additional Information, including the client’s preference about the security team, if they have ever hired any EP services before, why they are not using that firm anymore, and any other specific requirements or concerns the client or the POC wants to address.

Bear in mind that the questions in a client questionnaire may vary based on the unique needs and circumstances of the client, and it may need to be tailored with additional questions or sections. The preferable option is to have a document sent to the client, their PA, or POC for the specific detail and ask them to fill it out for you. That way you can have an extra layer of protection (even a legal one) if anything happens due to information not given to you.

#ExecutiveProtection #ClientQuestionnaire #SecurityServices #RiskAssessment #ThreatAnalysis #SecurityMeasures #ProtectiveServices #ClientSafety #SecurityPlanning #Professionalism #SecurityOperations #ClientExpectations #RiskManagement #SecurityConsulting #ClientRelations #bodyguards #femalebodyguards #womeninprotection #closeprotection #corporatesecurity #corporateprotection #celebrityprotection #protectiveintelligence #threatassessment #lemareschal #lemareschalexecutiveprotection

Social Media Investigations and Monitoring for Risk Mitigation Purposes

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The use of social media and the way it affects our lives and businesses have brought a new challenge to the security industry and the protective team’s responsibility. It gives the entire world the ability to look into people’s lives with the mere push of a button. Scandals are created, secrets exposed, and lives ruined. In the case of personal security, social media can be used in the advancement of a protective detail; however, one must know how to utilize it properly. Today, we will talk about Social Media Investigations and Monitoring. For those who are not aware of the term, as we utilize it in protection circles, Social Media Investigation and Monitoring is the process by which you can identify what is being said about your clients, a brand they represent, or the corporations with which they are involved and any threats or dangers that may exist in relation to those aspects.

As we sift through different social media platforms and online channels, we must then determine if what is being said has any significance regarding your clients’ reputation, persona, and safety and if there is the need to mitigate any risks. In other words, it’s like setting up an online, social media “net”. This process then helps you discover everything that is being said, written about, or portrayed on social media and determine its relevance to your clients. You can gather information about the ‘’public opinion’’ surrounding your clients, about people or entities who are angry with them for one reason or the other, people who are obsessed with them, or people who are making online threats. SOCMINT or Social Media Intelligence (not to be confused with OSINT) has seen a huge rise in necessity due to the use of social media and a competent protective detail needs to always be informed and social media investigations and monitoring are a huge part of this process. 

Now, let’s see some examples of how social media investigations and monitoring applies in protective services. Let’s say one of the people you are protecting belongs to a large pharmaceutical company and they decided to raise the price of a specific drug, thus affecting the lives and wellbeing of thousands of people. Perhaps another client is involved in a financial institution that quite suddenly makes a significant decision that affects people’s lifetime savings and pensions. You can imagine that there will be a significant number of people who become very angry, and some may want to harm your client. During the recent pandemic, there were a number of “anti-vaxx” groups that were quite vocal and utilized Facebook as one of their many platforms to accomplish their goals. Another example would be the need to discover if there is someone using your client’s name or company to scam others and commit crimes.

We are sure that many of you today are aware of the infamous ‘’Tinder Swindler’’, Shimon Yehuda Hayut, who legally changed his name to Simon Leviev to pretend to be the son of the billionaire Lev Leviev and used his name and company logos to scam people. Although his actions were known since 2017, it was only after the airing of the Netflix documentary in 2022 that the Leviev family found out and filed a lawsuit against Hayut for falsely portraying himself as the son of Lev Leviev, receiving benefits, and committing crimes.

According to Leviev’s family attorney, Guy Ophir, they will now include anyone who has attempted to make a profit from his scam during the next lawsuit. What we can ask is, as security providers, why didn’t someone from the real Leviev family ever discover this scam artist who was extremely public and active on social media as the ‘’son of Lev Leviev’’? Although the real family members were never part of this fraudulent scheme, and it didn’t appear to affect their safety, it did, however, involve their name/brand in a very public and negative way. In other words, it should have definitely been considered as a threat to their reputation. Other people who were harmed by this scam artist were the businesses who did work with them, and their secondary service providers as well. 

Another interesting case to mention is Elon Musk where he, the actual client, took it upon himself to “solve” the issue and directly contacted the person of interest who had begun posting his private flight details and created the security risk for him and was literally blackmailing him unless the POI was paid. According to media reports “Elon Musk states social-media accounts that track his travel movements are ‘becoming a security issue.” Tail numbers and yacht names of billionaires are increasingly being shared on online platforms and one can track them by having the appropriate app unless significant efforts are made to secure them from the reach of those diligent few. These are some unique specific details that the security team needs to pay close attention to at all times.

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Since Social Media platforms are the way people today communicate with each other, we as security providers must keep in mind that this is not always a positive aspect. Perhaps a person or persons will utilize social media to collectively gather people with their same goal or mission, to get together and plan their next move (Example: protesting outside your client’s house or corporation). In this case, you will want to know what is being said online about the person you protect to determine if there is something of extreme necessity to include in your risk and threat assessment and then take protective measures as well as inform their legal department.

As we have all witnessed too many times, it only takes one well-placed picture or story regarding some alleged activity on the part of your client, and it will go viral quickly, truth or not. Staying one step ahead of this type of “attack” has become a crucial necessity in order to protect your client from embarrassment or exposure. One of the most common issues in recent history is when personnel close to the client i.e., family, staff, vendors, and any other secondary customers post pictures, stories, or opinions and subsequently fail to understand the negative effect these types of communications can and will have on the client’s life, business, and the lives of their loved ones.

Why do you need a Social Media Investigations and Monitoring Strategy when you are a security services provider? To summarize we can say:  

1) To identify new threats. 

2) To discover what information about your client is posted online either by himself, the ones close to him, or his employees and evaluate how these affect his safety. 

3) To evaluate a threat (someone is posting online threats directed at your client).

4) To add to your due diligence.

5) To geolocate a picture or a video, sometimes even audio. 

6) To include any findings in your Risk and Threat Assessment (We can never highlight this enough, social media surveys and investigations are now a critical part of your Risk and Threat Assessments).

7) To find people obsessed with or following your clients (stalkers).

8) To identify hate groups or terrorist organizations that may affect your client.

9) To identify people or businesses your client may or may not want to do business with.

10)To mitigate risks from the information found online about the person you protect (How are the pictures of my client used or tampered with and for what purpose?).

11)To identify if someone is impersonating your client or a family member.

12)To find out if your client’s moves/visits/travels are posted online (Exposing them to others who may be in the same hotel, conference room, restaurant). 

13)To identify workplace violence or insider threat indicators.

14)To find out what is the ‘’public opinion’’ regarding your client (Always keep an eye on what is being said about your client and have a strategy to respond). 

15)To determine if a person or persons are utilizing your client’s name or business name in a malicious or unauthorized manner for their own personal gain. (Claiming associations or partnerships, etc.)

How to perform Social Media Monitoring for security purposes? 

First, let’s clarify one important thing. ‘’Googling it’’ is not enough, nor is it the answer. There are a number of search sites that allow for user input thus watering down or contaminating information and it’s accuracy. For those who are not aware, Social Media Investigations and Monitoring is quite a different department of protective services and quite often falls under Intelligence Analysis and Open-Source Intelligence. It requires unique skills and knowledge. One must clearly understand different social media and research platforms and how to use each one of them (and/or in combination) to obtain information. How you will approach each case is different and certainly depends on who your client is, their business, close relations, and/or their public image. This will directly affect the searches and the resources used and for what purpose. It is vital in our current day and age to include SOCMINT (Social Media Intelligence) in your client’s service proposal, no matter how public the person may or may not be. Hiring ten Executive Protection agents and a Residential Security Team is not enough anymore. SOCMINT services are a vital part of your Risk and Threat Assessments (Dynamic Risk Assessments too) and enable your protective detail to function more efficiently. 

For those who can not provide a certified Social Media Investigator for their clients, follow up with these steps:

1)Understand who your client is, his/her background, the threats, where do they stand in political, social, financial sectors.

2)Be aware of any of the latest changes in your clients’ lifestyle, public opinions, and professional decisions. 

3)Be aware of any of their political and social changes. Watch the news from multiple channels. 

4)Familiarize yourself with all close family, friends, staff, and associates and their respective social media footprints.

5)Set up a social media investigation and monitoring strategy. 

6)Have a good understanding of the Intelligence Cycle (How the intel is being collected, analyzed, disseminated, reviewed, etc.).

7)Have a good understanding of the search tools on different platforms (Facebook, Twitter, Instagram, TikTok, LinkedIn, Tumblr, Reddit, etc.) 

8)Do research on the available search engines and the strengths and limitations each one may have. 

9)Know how to conduct image, video, and audio research and gather intelligence from them.

10)Invest in appropriate platforms for social media investigations and monitoring (Have in mind, NEVER rely on one platform’s result or just platforms’ results. The user/investigator is the main component of a social media investigation). 

11)Download and use appropriate search engine extensions and apps. 

12)Invest time in creating ‘’sock puppets’’ or fake profiles and maintain their persona. Sometimes you may need a profile to have access to different forums or groups without being discovered.

13)Train yourself in link analysis (How to look for connections between people, events, and organizations).

14)Set keyword alerts (In multiple languages in case your client has ties with more than one country).

15)Gather, analyze, evaluate, and report your findings to the appropriate department or leadership.  

Photo by Lisa Fotios on Pexels.com

As the threat landscape changes every day, we as protection providers must be able to adapt and keep ourselves up to date with additional training. Today’s executive protection agent must also be skilled and knowledgeable in investigations, open-source intelligence, protective intelligence, HUMINT, and have an increased understanding of cyber security. Large corporations have already created their own embedded intelligence departments, while others are hiring threat analysts and OSINT investigations from outside security providers. The rise of protective intelligence, and whatever that includes, is here to stay and we are seeing it more and more through the highly increased number of related job postings every day. 

If you are an Executive Protection Agent and want to learn more on how to utilize Social Media Investigations and Monitoring for Risk Mitigation Purposes, reach out to us.

f you are a service provider and want to add Social Media Investigations and Monitoring for Risk Mitigation Purposes on your service list, contact us to learn about our vendor services. 

Chris Grow

AUS Global Special Services Travel Team

Managing Partner LeMareschal LLC

Denida Grow

Founder & CEO

Athena Worldwide 

Nannyguards

Managing Partner LeMareschal LLC

Executive Protection Agents in a Rare Interview with a Retired Paparazzi

LeMareschal

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 importance of Emotional Control in the Workplace for Executive Protection Operatives

LeMareschal

Usually I write articles based on my experience as a security professional but this one will be addressed from another perspective. That of the person who has a degree in Psychology and has also spent many hours studying behaviours. I would like to combine my two educational backgrounds and discuss how specific behaviours can negatively affect the security industry.

If you are a service provider, you must always have in mind that people you employ and place with clients are the people who represent your brand. Their mistakes will harm you more that it will harm them. Most companies are losing contracts due to toxic or unprofessional behaviour of their operatives. No matter how good a CV looks on paper, attitude and behaviour at work are crucial when you place someone to protect another human being who has his/her own personality traits. Placing the right candidate with any specific client goes much beyond hiring a good HR manager, especially when your company is handling contracts of thousands of dollars and clientele of specific social, financial and celebrity status.

We all are aware of the ongoing news reports and social media posts regarding the complaints of some colleagues about their former clients, claiming how their clients were ‘’rude’’, ‘’cold’’ and ‘’non friendly’’. Now, these people worked for well known companies, so someone obviously thought they would be ok to be hired and placed with specific clients.  The fact that they can so easily speak on public forums makes you wonder if NDAs were signed at all before hiring. Again, just one interview and a CV are not enough when you hire someone, especially in this line of work.

While the majority of the industry will say that speaking publicly about your client is unacceptable and unprofessional behaviour and that it also breaks the code of the confidentiality, there seems to be an alarming trend regarding security providers reporting their former clients or talking about them in public.

Now there are many reasons why someone may choose to do so. One, it can be to sell his/her story. Many news media outlets and reporting outlets are paying a lot of money for stories like this. Two, that person found his/her inner writer and are writing a book about that client, again bedtime gossip sells. Three, by going public, they believe they can gain publicity and attention for future employment. Although many serious and high class companies will never hire someone like this, there will always be that one company who will see nothing wrong with it and place this person with another client. Unfortunately, ethics and professionalism in the security industry don’t mean the same for all of us. While at least some positions have the minimum requirements, apparently for others, there don’t seem to be any ethical requirement standards at all…

While specific company or personal ethics seem to vary quite a bit, and discussing the three mentioned reasons above appears to have no worth, there is another valuable and important trait that we can identify with and improve significantly. This is the inability, of some people, to control their emotions in the workplace. These people have a very specific view of how people should treat them, and anything different makes them unable to process their feelings and they cannot control them. They feel hurt, insulted, or perhaps someone was unfair to them and they want to talk about it publicly to gain attention and receive a pat on the back.

As we mentioned earlier, since all of us have different definitions when it comes to ethics and professionalism in security industry, many will see no problem. No issues in posting pictures with their clients (jeopardizing their safety), talking about their private moments, what they saw or heard while working for them or basically breaking every rule of the client’s confidentiality. If the client doesn’t trust you, you will be gone and with you a contract for the company you were working for.

Now let’s focus on our topic: Emotional Control in the Workplace. According to Gross’ definition, (1999), ‘’Emotional control can be thought of as a facet of emotion regulation, but refers primarily to attempts by an individual to manage the generation, experience, or expression of emotion, and/or one’s emotional responses’’. In other words, emotional control is each individual’s ability to manage emotions that may be disturbing, disagreeable, hurtful, insulting, and being able to remain calm and effective at his/her  performance. As human beings, we are emotional and we cannot suppress our emotions, but we can learn how and when to manage them. It is ok to be hurt or bothered by specific words or behaviours at work, but how you control your emotional response to a specific trigger is very important for your efficiency and professionalism at work. How many of us, in the course of our day, have been told or asked to do something and we thought…

‘How can he/she talk to me like that?’

‘Who he/she thinks he/she is?’

‘That is not why I was hired!’

And I am sure many of us have been angry, sad, insulted etc.

Someone may ask why it is important to manage our emotions at work. Before answering that, we first must explain how emotions work. Humans are emotional creatures, and our brain was designed for survival and perpetuation of our species. The Amygdala is the portion of the brain that is responsible for our emotions and basically works as our brain’s radar for threat. Now threat can have different meanings, not only physical threat but it can also be when we hear something we don’t like or we don’t agree with, or something that may challenge what we knew and believed up until that moment. When the amygdala detects a ‘’threat’’ we have the so called ‘amygdala hijack’ or ‘emotional hijack’. During this state, we cannot innovate, we cannot learn anything new or process new information, and we rely on old behaviours or patterns. During this hijack, we cannot focus on our professional tasks or duties because our brain will primarily think about what is bothering us at that moment. Also our memory is highly affected, and we will recall only that which is most related to the incident/threat and not other things that may be important for our work. Now, as security professionals, being tasked with someone else’s security, can you see how being able to manage your emotions at work can affect your performance and why it is important? I’m sure you can see it. And keep in mind that many studies performed around the world have proven that being able to manage your emotions competently brings substantially better business outcomes.

As a security professional, you will spend most of your time being the shadow of a person who is paying you. That person has his/her own life beliefs, ethics, attitude, emotions, life worries, etc. How that person addresses you is his/her choice, right or wrong. However, how you react to it and manage the feelings associated with their behaviour is your responsibility. Have in mind that while your job is to protect them, they are not your ‘buddy’. They have their own job/responsibilities of keeping sales and numbers up, creating new products, making sure pay checks to employees are paid at the end of the month, and other important obligations. They have so many issues to deal with and you are not one…You are to be a help, not a hindrance. Professional protection, not a ‘Buddyguard’!

Once, one of our clients used obscenities while speaking to one of our colleagues. While the colleague was literally in tears (Imagine a security professional being in tears in front of the person he is protecting) and decided to quit that day, he failed on several fronts. One, to think that the client may have had a bad day, (Which later on, we found out he had just received the news his ex wife had filed for a divorce) and Two, the client is NOT our friend, and his/her reaction to anything may be, and most likely is, the result of something unrelated to us and not to be misconstrued as such. In this case, the client later apologized, which is rare, but some will not.

No matter what type of client you happen to be providing services for, always keep in mind, the client doesn’t have to be friendly to you, or care how your morning or night has been, doesn’t have to say hello or good morning or even converse with you at all! At the end of the day, it is not personal and it cannot be taken as such. This may very well be how they see social interaction. While it may seem rude for someone not to say hello, for them it may be natural. For them, you are just another employee. Also, have in mind that you will be in contact with many people in their lives of varying backgrounds and levels of power. The client’s wife, PA, butler, nanny or general public all may say something, at some point in time that will upset you. Also, never forget that emotions are highly transferable and someone may have had a fight at home with his/her children or significant other and carried all those emotions to work.

An emotional outburst at work can take your focus from performing your duties best and show you are incapable of controlling your own feelings. Being insulted or feeling you are not treated fairly will probably make you feel angry and anger will increase your heart rate. According to a study done by Prof Cynthia Fisher from Bond University, School of Business in 1997, the most common negative emotions experienced at work are frustration, worry, anger, dislike and unhappiness.

Should we repress or suppress our emotions? No. Can you manage them? Yes, we all are able to minimize those emotional hijacks. Most of us are highly aware of what can trigger our emotions. We know what topics, or events can affect us emotionally. So paying attention and being able to recognize when those signs of destructive emotions are starting to build, we have more chances to stop an emotional hijack. Here are some techniques:

  • Know your triggers. This can help you to recognize what upsets you.
  • Be respectful. If a person is rude, there is no need to react to it with rudeness and feed it. You can remain firm and professional without being aggressive. Most of the time, those people will calm down once they realize that they are the only one in the room shouting or being rude.
  • Use exercise to blast your anger. Hit that treadmill, set some PR’s, roll on the mats… exercise will help to release any physical tension in your body.
  • Never bring your negative emotions from home to work and vice versa. What happens at home stays at home and what happens at work stays at work.
  • Clarify the situation. Many times it was just a miscommunication or misunderstanding.
  • Use the 10-seconds rule. If you feel your temper rising, count to 10 to recompose yourself. If needed and if possible, get some distance and excuse yourself from the situation, reassuring them you will get to this matter as soon as possible.
  • If for some reason you had an emotional outburst, apologize to anyone involved with it and take responsibility by recognizing you reacted badly.
  • Speak about the incident to your supervisor. If there are behaviours, language or incidents that are irritating you and you are not able to see past them, then you should seek another position with another client. Either way, inform your company regarding any incident. Most of the times companies are not aware of a situation until it becomes unfixable.
  • If you are a service provider, make sure you do an internal audit regularly regarding operational effectiveness of your operatives. Ask them, listen to them and also be ready to place them somewhere else if they seem burned out by a specific client/detail.

At the end of the day, keep these in mind, 1) the client is not your buddy, 2) it is not personal, 3) clients need to see that the person assigned to their protection not only is physically trained for the hard task but also he/she is emotionally stable, calm when all else is chaotic and can show restriction and strength when necessary.

If you are interested to learn more about Emotional Control in the Workplace contact us today at info@athenaworldwide.com

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

Female Bodyguards

LeMareschal

”Female Bodyguards are in high demand!” I am sure you have heard this before but as a female Close Protection Operative 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.

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

www.athenaworldwide.com

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

What kind of a security business leader are you?

LeMareschal

Over the last 10 years, I have written a few hundred articles and granted interviews related to protective work within our industry. I have almost always addressed topics of interest from the perspective of a Close Protection Operative or directed advice or opinions toward the CPO.

As threats change with the times, the topics of discussion must change and occasionally we have to address an old topic from a fresh perspective. This article is directed to the security company Owner or Manager and addresses a more mundane yet equally important topic: INTEGRITY.

What many company owners and managers will tell you they are looking for when hiring someone to work for them (and represent their companies), is loyalty, dedication, hard-working, punctual, positive attitude, team player, ethical, honest, law-abiding, and professional. It shouldn’t be surprising but many employees are looking for the same qualities in a company’s top leaders.

Most of us as Managers, CEO’s, CFO’s, COO’s, or other Owners fail to remember that when our company is awarded a contract and we hire people to work for us, our organization’s integrity is judged by, and dependent upon our employees.  So as important as they are to us, why did they suddenly resign?

Most successful protection organizations are managed by company Owners, Managers, or CEOs who have been operatives at some point in their careers, so it should be hard to understand how they would neglect their employees, but it does happen all the time, and I do understand.

Below I will try to point out some issues that allow for a toxic work environment for both employers and employees which leads to turnover and poor loyalty.

Each company has its own vision and goal. The question is: are you as the creator or guardian of that vision as loyal to it today as you were on day one? Are you loyal to the people who work for you, to what your company represents, to the profession? Or are you ‘’bending’’ your own work ethic or clouding your company’s vision for that monthly check? Great operatives sometimes work for organizations that have cut corners, lagged behind in paying their employees, failed to support their employees, siding instead with the client, and forcing employees to quit before it was time to give them a raise. If you think that your employees won’t quit and inform everyone they know (including your competitors), about your conduct, you are wrong.

Are you on time with your responsibilities toward the people that work for you? Are they getting paid for their working hours/days expenses and benefits on time? “I HAVEN’T BEEN PAID BY THE CLIENT YET” is not an excuse for not paying your operatives on time. Operating a business and hiring people means you have a specific amount of capital you must set aside to insure payroll. Failing to achieve payroll independence probably means you are mismanaging your profits and maybe your company. Do you return phone calls promptly? Do you promise performance raises at 6 months of employment and then wait for the employee to beg you for it at 7 months?

Are you honest regarding employment contracts? There are companies that practice “Shadow Contracting”, which uses two sets of terms: one for the clients and one for the operatives. The difference between the two is the services promised to the client within the terms of service and what the operative believes they are signing up for in pay, working conditions, risk, and support. In most cases, the client is unaware of this.

Additionally, when you hire a CPO, you informed them about the initial threat assessment, so until they get their foot in the door and deal in real-time with the client and his environment and do their own assessment they have to rely on what you know. As we know, in our line of work, the threat level is, in part, what sets the cost for our services. Some organizations will not inform an operative of the real threat level in order to pay the operative less.

Are you a law-abiding professional? Unfortunately, we have seen people with criminal records running security businesses or Managers who don’t mind hiring employees who have prior problems with the law or regulatory authorities, who add them to their company administration or to their CP teams.

These decisions initially affect the CP effort but quickly destroy the trust and loyalty in the organization as a whole and eventually the Client relationship.

Are you a team player? I have heard the phrase “I want you to see our company as your family”, many times.  This is a hollow statement because:

  • They already have a family.
  • They are usually under a contract with a time limit
  • They will never feel like family when your family and friends are in all of the key positions or in charge of the operations.

As a business owner, manager, or CEO you have to think ahead and take care of your people. Some contracts require assignments in distant cities or other countries. Those people, who work for you, protect your client, and basically make money for you are away from their homes and families, possibly in a different culture, unfriendly country, or in a domestic environment that tests their patience, fidelity, fitness, and temperament.  Are you focusing on what the CP needs to succeed 20 or 30 or 60 or 90 days into their assignment? Are you watching for complacency and prepared to replace or rotate your CPOs if complacency or boredom becomes apparent? Did you remember to add this possibility in the client’s contract and explain that the CPO the client starts with may not be the one they end up with?

Do you regularly check to ensure that your CPOs do not exceed 12 hours a day in service and that they receive proper time for rest or rehabilitation or training or fitness? Did you put these terms into the contract? Did you secure a retainer?

Recently, I was made aware of a female CPO that took an assignment in a country she had not worked in before. She took the assignment with a signed contract which she was awarded because of her experience working with and protecting children. She was promised a weekly bi-weekly paycheck, time off, 10-hour days, food, lodging, travel, and other allowance “reimbursements” and provided needed equipment. Within 30 days, she was behind 2 paychecks, out of personal money due to not being reimbursed, was working 18 hours a day, was being berated daily by the client’s wife, not allowed to discipline or correct a spoiled child, and was not accustomed to the local exotic diet which was her only source of food, resulting in her being sick and undernourished much of the time she was in the country.  Additionally, she was not able to leave once she decided to do so and had to work an additional 4 months before finally being paid an adequate amount of money to allow her to “escape”. She has not yet been paid the balance of what is owed her and has no legal means of demanding or recovering her earnings. The company is still in business and continues its practices. It has no loyalty and the internet is now peppered with negative comments about it.

If you see fallacies in your corporate hiring and management practices or are experiencing a high turnover in CPOs or your management staff, spend some money on a private consultant. They can evaluate your practices for far less than what you are losing in lost contracts and overtime or training costs due to employee turnover. Having the right people working for your company and staying with you for a long time is the best investment you can do.

End of the day, while you are running your own security firm take some time to remember where you came from and guard your reputation within the industry.

Denida Zinxhiria

Founder & CEO

Athena Worldwide

Athena Academy 

Nannyguards

www.athenaacademy.com

www.nannyguards.com

Interpersonal skills for security professionals

LeMareschal

You paid thousands of dollars for training and thousands more on equipment, firearms and clothing. Add in the cost of travel, hotels, meals, time off of work and other expenses and you are finally qualified for work, according to you. But what does the Client value in a protector? It may be no surprise that interpersonal skills top the list. Good manners, eye contact, a firm handshake, a timely smile, and an expansive vocabulary are just the tip of the iceberg. Knowing how to negotiate, and more, knowing when to remain silent are also key to a Client choosing you over an ex-WPPS Private Military Contractor.

After decades in the protection industry, it is continually apparent that while “fieldcraft“ is absolutely valuable and indeed essential to a Client’s required prerequisites, it is the “intellectual” skillset with which the Client has the greatest exposure, (and hardest time finding).

Many laugh when first hearing about interpersonal skills in the personal protection industry. They believe that as long the client is safe, nothing else matters. We all know that we are getting paid for that 0,1% chance that may require us to respond to a threat and “save the client”, but the rest of our time will be spent interacting with the client, their family members, employees, domestic staff, and our own colleagues. And just as important are the paparazzi and the public, both of whom have cameras in hand. One wrong comment or gesture and the Client’s embarrassment results in your termination, and possibly a civil action.

Social interaction requires specific interpersonal skills. Your ability to react or reply appropriately is crucial. Using the wrong words with the wrong person and your years in the sand box or skill with firearms won’t save you. You will be fired within seconds.  It happens every day and some of you won’t even know why.

Below we will try to give you some tips from ours as well as our colleagues experience and mistakes and even included some comments from past clients.

Your relationship with the client:

If you have any understanding of the industry at all, you know that you are with a client because someone within the client’s entourage has a fear that you have convinced them you can quash. In a combat zone, there is real fear of capture or death. In a large city in America, spy photos of the client out in public, drinking with friends, and in Mexico, Kidnapping. In many instances, you may be with the client 10 to 16 hours a day. So how do you spend that much time with them or their family, under that kind of stress without getting emotionally connected to them? Stick to the old adage: “Be seen and not heard”.

First of all keep in mind that the client is the one paying you, no matter how unrealistic his requests may be, you must adapt to his ‘’wants’’ and ‘’security needs’’. You may not be allowed to do what the job requires or have the manpower or equipment needed but you will have to adapt and do your job with what you have. You may be asked to be in position X and not Y because the client doesn’t feel comfortable otherwise. Consider too that it is also difficult for someone to get used to the idea of having strangers around them with every step they take and with every person they meet. Consider what you are doing that might be adding to or reducing their tension. Talking, staring, where you are standing, your cologne, or your actions can all add to a client’s frustrations.

The professional is one who can work with the difficult client, not the other way around. If you are lucky enough to work for that easy going client good for you, but most of the time you will have to deal with people that will test your limits. Have you ever had a client ask you to protect him but not to be within sight of him?

New professionals usually ask how they would deal with different challenges, like “what if the client asks me to have a drink with him”? What if the client asks you to do things that are out of your area of responsibility?

If you are a Close Protection Operative of the opposite sex of your client, then be prepared to deal with even more difficult situations. Traditionally mixing stress and fear with the comfort a protector can bring and the power and wealth of a client, (or his wife), and an opportunity……

Every one of us, client or Close Protection Operative (CPO), have different, social backgrounds and if you add to that different cultures then be ready to deal with more difficulties.

 

Boundaries

For many of us who have spent years in this business, (If we are successful enough to still be in this business), we have learned where our boundaries lie. If you are new in the business consider that boundaries exist for all of us. The client has them and so do you. When we are hired to protect a person, we are actually being allowed to step far inside their boundaries but they should not be allowed to step too far into ours. We will see a client in their most private and vulnerable moments, but what happens to our persona as “protector” if they see our weaknesses and vulnerabilities? And what happens if someone outside the client’s circle identifies our weaknesses or vulnerabilities?

How do we identify a client’s boundaries, and how do we educate them on ours? It’s really very simple; we ask. We should consider their social and moral code, their habits, vices and health issues and their fears. Sitting down with the client and discussing their needs and simply asking them where their boundaries are and letting them know ours is crucial to the success of a long term assignment. It may be no big deal for a client to ask you to enter a room where they are using drugs in a party setting or where he and his wife are in bed, but this may be beyond your comfort zone, (your boundary).

What is the difference between professionalism and friendship? Here is a simple rule: “You can’t buy friendship”. If you are being paid, you can’t be friends. If you want to be friends, stop taking the client’s money. Crossing the boundary between Professional and Friend is never successful.

From my personal experience I have found that when I was acting strictly professional the client was uncomfortable. Our task is to make them feel safe but when we appear ‘’untouchable’’ they believe we don’t understand their fears or what they’re going through. It is very important for them to feel we understand them. It is not easy to be the client….Sometimes they will open up and talk to us and we must show them we are listening. This is not friendship. This is part of our job.

If you get too friendly, then automatically your professionalism will suffer in your client’s eyes.  Not because he doesn’t trust you anymore but because your laps in professionalism suggests to him that you won’t be taking your job as serious as is needed.

Consider how Psychologists work. They cannot offer professional counseling to people who are in their family or with whom they are friends. They certainly cannot start dating a client.

It is understood that you may share many hours with the client. Talk to him only when he talks to you or when you have to say something that affects his safety. Avoid starting a conversation but always be friendly if the client decides to speak to you. If you are asked a question, try to answer it with a single sentence.

Your relationship with the client’s family members will have to be the same. Don’t be too friendly with them or other staff or guests. Remember who hired you and why. Remember who cuts your check and who ultimately you serve. You should answer to only one person. If you assist or serve anyone else, it must be with the approval of the client and then only at no cost to them.

If you appear too unapproachable or “hard”, you will intimidate those you are serving. Too approachable and the family and everyone else will feel comfortable approaching you. And it will always happen when you need to be focused. Take a middle position with your client which is addressed with professionalism. Again, prior to accepting your contract you must clarify from whom you will be given orders and directions regarding your work.

As a CPO your job is to protect you client’s life and image. You are not there to carry their briefcase or shopping bags, etc. You also should not be carrying the client’s child on your hip, or holding doors open or performing domestic chores. Remember to keep your hands free.

Don’t be afraid to say “no” when you are asked to perform duties which are outside of your role. The client is hiring a CPO not a maître ’de or a butler. It is professional to politely refuse to perform a task outside of your agreed responsibilities instead of accepting it and putting in danger a client or your life. He has hired you to provide security services and nothing else.

The client must see you as an educated, well trained, experienced and professional person, and it is up to you alone to earn his respect. If your client respects you then any of your suggestions concerning his safety will be accepted by him positively.

Alcohol? NO, NEVER, EVER…..while working. But……

What if your client calls you for a drink or coffee while you’re not on duty? In this case you have to ask why he is calling you. Does he see you as a friend or do you think he wants something unrelated to work or to talk about your work? First, remain professional. If your client calls, you respond. Then avoid alcohol at all cost. Consider that in many countries and especially in the United States, if you are in possession of a firearm and you are questioned by police with alcohol in your system, you will be arrested.

Physical Relationships

Sometimes the most dangerous trap a CPO may fall into is to have a physical relationship with his client or the client’s spouse. Remember that movie where the bodyguard was sleeping with his client? Art sometimes copies life. Being emotionally involved with your client, (or anyone in their circle), no matter how unprofessional we see it, has happened with some colleagues. Understand that if this occurs, the CPO is always at fault. Because the client is dependent on you, they may be more likely to share raw emotion with you or let you all the way in to that last boundary, the personal physical boundary. Take advantage of this vulnerability and you are solely to blame. And if you think you found the love of your life, you will be replaced by the next person the client sees power or an emotional investment in. And who is going to write you that professional referral letter then?

Sexual Harassment is rampant in our profession. Male CPOs are approached by everyone who is attracted to the perceived power of the protector or by anyone trying to get to the client or get into the client’s circle. But if you are a female CPO it is much worse. You will get barraged from both males and females, clients, their family members, friends and then your colleagues. Additionally, sometimes due to culture, there are those who believe that because they hired you to protect them you are there also for ‘’extra services’’. There have been cases like these which have been unreported to authorities but are a common problem within the female CPO industry. Again, that sit down meeting with the client prior to taking the job is strongly suggested.

 

Your relationship with colleagues:

During our career we will have to work along with people who don’t share the same work ethic, qualifications, training and experience, background, morals or values with us. So whether we like or dislike someone, we shouldn’t allow it to affect our professionalism. Our first loyalty is the client’s safety and the study and mastering of the art and skill toward this goal. Our second loyalty is to the industry to which we have dedicated our lives. Loyalty to our colleagues falls within this, not the other way around.

As we all know, Close Protection is a profession that is unfortunately void of professional standards and requirements. Each country, and even each State has its own licensing or training requirements and in many cases no training is required at all. In light of this, you realize that you have to work to solidify a team with people who bring with them different experience, skills, training disciplines, standards, professionalism, culture, and ethics in the same way a sports team or elite military unit has to work through individual differences to become a uniquely cohesive team.

It is very important that each one on the team promote and maintain a strong working relationship  with the others as well as the client, and of course other people who we may be in contact with (house personnel, office staff etc).

Some of the people you are working with may have more or less skill and may be younger or older. So in each situation you must address your issues with them with respect. Never offend anyone no matter the reason, never correct someone while anyone else in present. If you believe they made a mistake you can ask if he would mind a tip or advice. Not many people are open to advice from coworkers. If they refuse your help, respect it and leave it alone. If a colleague makes a sexual advance or even a comment that you are not comfortable with, address it quickly.

In our work it is very important when an issue occurs, to take immediate action to address it. Later you can do your research and as a team and correct it. As in any team, constructive criticism is meant to eliminate future problems.

Try to avoid conversations with your colleagues that include topics which trigger emotional responses like sports, religion, sex or politics. No conversation on these topics can contribute to your client’s safety.

Avoid discussion about family and do not share details about your family, spouse, kids or home life. You don’t know how the information may be used against you or your client later. Can you be blackmailed? Could this affect your client or team?

The only conversation you should entertain is the one that adds to your client’s safety.

Your relationship with fellow citizens and Law Enforcement:

In most countries your authority or legal ability to act is no more than any other citizen.  Trying to get a free pass at the club or disturbing the peace will give you and your client a bad image. No you can’t stop the traffic, park whenever you want, stop people from entering in public places or ask to search them.

Many of our colleagues come from a Law Enforcement or Military background, they use to have their own language with their former colleagues and may work along with them or ask for their help. Remember that active Law Enforcement personnel have their own agendas. They are not part of our industry any more than we are part of theirs. Do not ask them to help you do your job. Some may abuse their authority and use it to get close to your client, and may even try to replace you. Be respectful and keep your distance.

Your networking activities

It is common and we see it almost every day in online networks or forums, people who hide behind a “screen” or “nickname” and make negative comments about other colleagues. It is seen by most as cowardly at best to make public comments about someone while hiding behind a false identity and further, without allowing the victim or viewing audience to verify the experience or credentials of the accuser.

Industry forums serve a couple of purposes. The first is to inform and the second is to allow comments and feedback for the purpose of informing. Unfortunately, they have become a place for the unimpressive to gain their 15 minutes of fame. These chronic complainers, seemingly have plenty of free time, (possibly due to their unemployment), and repair their egos by blaming or criticizing others. Yes, there are non-professionals and there are professionals, but a forum is not the right place to show who is who.

For those who like to comment on different articles or posts online (…that includes many of us…) before you hit “send” be sure you:

1) Read the article/post carefully. It is very disappointing to see colleagues who post a negative comment on an article when it is clear that they neither completely read nor completely understood it.

2) Offer a solid answer/opinion based on logical thoughts or facts (or evidence/search results). Recently, someone tried to show their disagreement with an author. Their only approach to a counter-point was insulting the author which actually proved the author’s point.  Someone else tried to answer him by copying and pasting parts from the article and offering negative comments on the excerpts, which further proved the subject of the article; that some people in our industry can’t adapt their soldier mentality and behavior to the more polished corporate environment.

3) Answer in a manner that does not insult the writer or others.

4) Re-read and understand the article. Stating a disagreement is fine but following up with information that goes off topic and writing anything other than what is pertinent to the subject will only make you look stupid.

5) Read the article again,

6) Read your answer again from the perspective of your colleagues,

7) Read it once again from the perspective of someone who knows you,

8) If it doesn’t look professional/logical/in good taste or relative to the article provided, DO NOT hit that “send” button or “publish now” ….otherwise again, you will only end up looking stupid.

If you think companies and recruiting agents don’t look at a candidate’s networking profiles? Think again!

The bottom line is this:

If you lack professionalism on any level or lack interpersonal skills in dealing with people you work for, with or around, you will not be able to hide behind your experience, education or other skillsets.

Denida Zinxhiria

Founder & Worldwide Director

Athena Academy 

Nannyguards

http://www.athenaacademy.com

http://www.nannyguards.com

Offering security details for minors, The issues you will be dealing with

LeMareschal

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 wellbeing 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 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

Founder & CEO

Athena Worldwide

Athena Academy 

Nannyguards

http://www.athenaworldwide.com

http://www.nannyguards.com