”Protecting the children of the rich and famous is not a new thought process. Since the dawn of time, rulers, warriors, and leaders of men have always assigned protectors to their children. They realized that they were their most prized possession and must be safeguarded at all costs, whether to carry on their legacy, continue a royal bloodline, and because they were the very essence of their lives. And for those who have been in our industry long enough, they have experienced, at some point in time, working with the children of their clients as well.
However, as the clientele and threats are changing, we see more and more families with extreme wealth or celebrity status needing specialized protection for their little ones. The children of the rich and famous are born into a world of privilege and opportunity, but with that privilege comes a unique set of dangers and challenges. Most of these children, due to their parent’s highly overt status and being constantly in the public eye, they are vulnerable to a wide range of threats. And we can all agree that the threats these children face today have evolved and become more complex than ever before…”
Parents! You REALLY need to start paying attention: Children and teenagers should be taught that their safety should be a top priority for them. As they navigate the world, and whether they are at home, school, or out with friends, it’s important to be aware of potential dangers and to take steps to stay safe.
Do you want to keep your children safe? Start with these simple steps:
1. Help your children develop safe habits online: As children and teenagers spend more time online, it’s important for them to develop safe habits on the internet. This includes being cautious when opening unknown websites, never sharing personal information, avoiding strangers online, and being aware of potential online scams. They need to always feel safe to report to you if someone or some organization is contacting them or harassing them online.
2. Teach them how to behave when they are out in public: It is important for them to be aware of their surroundings. You should always know where they are going and advise them to use well-lit public streets. If they feel uncomfortable or threatened, teach them to listen to and trust their gut instincts and remove themselves from the situation as soon and safely as possible. Don’t accept drinks or treats from strangers and never leave their drink unattended.
3. Show them how to seek help: Guide them on procedures for how to seek help when they believe someone is following them or they are in dangerous circumstances. Help them learn what a safe place is and how to locate one.
4. Let them know to be vocal when they feel uncomfortable: We teach our children how to behave and respect others; however, they must be reassured that it is ok for them to be vocal when someone makes them feel uncomfortable or threatened.
5. Warn them to be cautious with strangers: They should always be cautious when approached by strangers, especially if they’re alone and they should never accept rides from strangers or go with someone they don’t know, even if the person states that they know you as their parent and says it’s ok. Unless you, as the parent specifically arranged for this type of meeting and told them about it prior, then you didn’t, and they need to walk away immediately.
6. Talk to them about predators and their behavior: Talk to your children about sex predators and show them pictures of registered offenders in your area. Ask them to inform you if they see any of these individuals, or if they have been attempting to contact them.
7. Have them memorize their emergency contact information: It’s important for them to know emergency contact information such as their parents’ phone numbers and home addresses (including work phone numbers and addresses).
8. Practice different scenarios with them: Children of all ages should learn how to react in different scenarios so that they can protect themselves in dangerous situations.
9. Encourage them to communicate with you and other trusted adults: They should always know to communicate with their parents or other trusted adults when they’re going out or planning activities. This can help ensure that someone knows where they are and can help locate them if they need assistance. They also need to feel comfortable to disclose something unsettling or if someone is making them feel uncomfortable. Maintain open communication with your children and know how to listen to them. Trust them and keep calm. If they feel that you will react angrily or in a negative manner, they will be apprehensive about approaching you.
Tell them to report any suspicious activity to a trusted adult or authority figure. Make them understand that it is ok to ask for help if they need it. Whether it’s a trusted adult, a friend, or even a hotline, there will always be people available to listen and help if they are feeling scared or threatened.
10. Show them how to be safe at home: Teach your children to keep doors and windows locked when they are home alone. Instruct them not to answer the door for anyone they do not know and not to disclose to anyone, on the phone, that they are home alone. Teach them how to use the phone and how to call for help in case of an emergency. Have phone numbers such as police, fire department, and emergency medical services in a safe and easy-to-access place. In many countries, these emergency services have different numbers to reach them.
Parents, you have a vital role in helping your children and teenagers develop safe habits and providing guidance when needed. Want to learn more? Contact Nannyguards today!
Not only will your donation be making a change and helping children in need, but it is also your ticket to our virtual educational event, and what a line of speakers we have! Plus, it is your ticket to our raffle prizes! Thank you to our donors for their generous offers on the scholarships! You are truly bringing our industry together!
“Bodyguards for Kids” the first annual fundraising event for St. Jude Children’s Research Hospital is now officially open and ready to accept your donations. Join us for our two-day virtual educational event as we are hosting 17+ subject matter experts from different countries.
Why participate? 1) Your donation is helping children in need and making a difference in their lives, first and foremost! 2) Your donation is your ticket to our educational event where, for only $39, you will have the chance to learn from 16+ Subject Matter Experts. 3) Your donation is also your ticket to our raffle prizes for a chance to win an Executive Protection course scholarship, books, and other great prizes! 4) This event will unite the security industry. No matter where you stand, no matter how you feel, this is for the kids…Do it!
We have also created multiple options for an individual or a company to contribute, participate in our event, and get highlighted as an Individual or Corporate Sponsor.
Minimum donation for individuals to be listed as event sponsors $250. Minimum donation for companies to be listed as event sponsors $500.
For detailed information about our event, educational courses, speakers, and their bios please visit: www.bodyguardsforkids.com After your donations, please contact us at info@lemareschal.com to be sent the event zoom invitation or to be listed for one of the above sponsorships options.
And don’t forget this event is for the kids! Let’s bring awareness about our industry and the human side of Executive Protection!
We are very happy and quite proud to announce that Nannyguards has been selected by the Leaders Network team at Meta to showcase our success story. It has been a tough road and many long hours since the very first day Nannyguards was created and we feel extremely blessed to share our work and heartfelt passion with some amazing professionals who have since joined our team. Dr. Mary Beth Wilkas Janke (Psychology), JD Elkin (Cyber Security Awareness), Kelly Sayre (Situational Awareness) and Chris Grow.
Parents, pay attention! “Adolescent boys are being targeted primarily on social media giants Instagram® and Snapchat® as part of an ongoing sextortion crisis, an analysis of July Cybertip.ca data by the Canadian Centre for Child Protection (C3P) shows. For the month of July 2022, Cybertip.ca has opened case files for 322 victims of sextortion: When the gender victim was known, 92 percent of cases involved boys or young men; Sixty‑three percent of victims reported they did not disclose the incident to trusted person; Fifty percent of victims were under than 18 years of age, 37 were 18 years or older. In 13 percent of cases, the victim’s age was unknown; When the platform used to facilitate the harm was disclosed, Instagram (42 percent) and Snapchat (38 percent) were by far the most frequently used social media environments where victims were targeted. Whatsapp® (5.6 percent), Facebook® (3.6 percent), and Apple’s iMessage® (1.2 percent) were the next closest platforms in terms of frequency.”
TikTok sleuths noticed that users were saving videos of 3-year-old Wren Eleanor in concerning numbers
For years, security professionals have been repeatedly sounding the alarm in regards to the extreme danger of parents posting their children’s pictures or videos online. Your child’s adoring pictures or videos can be downloaded, used, and, quite often, photoshopped in horrific circumstances by pedophile rings, child traffickers, and ‘kiddie porn’ websites. What to you is “cute” and “adoring,” or a great way to draw more followers or make money as an influencer account, is for these insidious others “attractive,” “sexually stimulating,” or “erotically arousing”! Evil absolutely DOES exist…Horrible individuals and organizations are very real, and they are preying on your ignorance and hunting your children. Be alert!
According to the Fox News article, “One user, @hashtagfacts, noted that a video of Wren wearing a cropped, orange shirt was saved more than 45,000 times. A video of Wren eating a hotdog was saved nearly 375,000 times. She also highlighted unsettling comments on Wren’s videos and pointed out that popular searches for Wren’s account included phrases like “Wren Eleanor hotdog” or “Wren Eleanor pickle,” meaning users were frequently searching for videos of the three-year-old eating a hotdog or pickle.”…
”Children are especially vulnerable to kidnapping as their natural inquisitiveness can be exploited by kidnappers and pedophiles and most nannies or drivers are not security trained, also many kindergartens and schools have very low standards of security. And most parents think that something as horrific as having their child kidnapped will never happen to them… But is does happen, and in such cases prevention is far better than hoping for happy endings that the chances are, will not materialize.
Most people think of kidnap for ransomsituations when we discuss kidnapping but another type of domestic kidnapping is where an estranged parent will take a childthey do not have legal custody for. These situations can become very complicated if the child is taken to or is in another country, as the local laws usually take precedence. The Hague Child Abduction Convention is the international law that tends to be used for child custody disputes but how this is interpreted at local levels is another thing. A single parent may have custody of their child in U.S. or Western Europe, but if their ex-partner is a citizen of say an Asian or Middle Eastern country and manages to get the child there, the local courts will most probably give them custody.” read the full article HERE
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
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.
”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!
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
I have just completed the first part of the new NANNYGUARDS training offered through your company.
As this was the first training class of it’s kind, geared towards the nanny industry, I was very excited and nervous to participate. Nervous becasue we knew it would have things in it that would have to be fixed so the following classes could learn from our mistakes and excited to finally have a way to empower myself on the job. However, the training ended up being very on point and even more than I had hoped for.
At the end of each day, there was much discussion about things we would never have thought of, that this class brought to the forefront and really made all the participants think about their daily schedules and duties.
On Monday, following the weekend class, there was talk all across the nanny boards on Facebook about all the ways we were changing our habits and all the information that we were putting in to practice. Simple things, like backing into a parking space, curtains open in certain rooms in the home, driving different routes to school and classes…the changes in our habits were almost instantainious and have continued throughout the nanny community as we talk about what we learned and how much we are looking forward to continuing the training throughout all the different levels.
Thank you so much for offering this training for our industry and I look forward to joining the next class.
epbacktobasics.com 