| Are you a manager concerned about workplace | | | | But, how can we approach the idea of self |
| violence? As well you should be. With the state of | | | | defense training in a different way? What can we |
| the economy and the current mindset of | | | | say or do that will get the decision-makers to |
| dependency and expectancy held by more and | | | | allow us to institute an effective self defense |
| more people in our society, workplace violence | | | | program that will do more to prevent workplace |
| has become a greater epidemic than the Swine | | | | violence from happening in our facility than all of |
| Flu! | | | | our "zero tolerance" statements, banned weapons |
| Let me ask you a question: Have you tried to get | | | | lists, and threats of punishment combined? |
| self protection and personal safety training | | | | We can begin with the understanding that your |
| instituted in your company but keep encountering | | | | superiors - and their lawyers - make the common |
| resistance? | | | | mistake of equating self-defense as "fighting." |
| Well, this article offers a simple suggestion that | | | | Once we know this simple truth - that people see |
| may help you to navigate and get around the | | | | two very different concepts as being the same |
| excessive "lawyering," fears, and objections that | | | | thing - we can see where they are coming from |
| stand in the way of protecting yourself and your | | | | and why they're making the decisions that they |
| employees from a dangerous attack. By | | | | are. |
| understanding how your superiors think, you can | | | | So, my suggestion to you - if you REALLY want |
| take a different approach that may yield the | | | | to get this training into the hands of the people |
| results that you want - and the training that you | | | | who need it - your employees - then you... |
| and your employees need! | | | | ...STOP USING THE TERM "SELF-DEFENSE!" |
| It's no secret that upper-level management is | | | | If your higher-ups can't see beyond the phrase, |
| concerned more with preventing a problem from | | | | and see the concept that your trying to convey, |
| occuring than in having to expend additional time, | | | | then you must take a different approach in your |
| money, and effort in dealing with one that is | | | | proposal. Here are 3 ways that you can |
| happening in the moment. It just makes good | | | | "repackage" your proposal. If one doesn't work, |
| business and financial sense. But, what if their | | | | go to the next. But, if you're serious about |
| decision-making process is flawed? | | | | protecting yourself and your people, you owe it |
| What if the way they are thinking about the | | | | to yourself, your employees, and your company |
| problem is backwards, and therefore causing the | | | | to keep trying until you find the one that works! |
| potential for more harm than good? | | | | Instead of suggesting "self-defense" training: |
| Well, this is exactly the case when it comes to | | | | 1) Replace your use of the term "self defense" |
| dealing with workplace violence. | | | | with others, such as: "self protection," "personal |
| I know this because I talk with managers just like | | | | safety," "escape and survival," or anything else |
| you, every day, who are encountering not only | | | | that you can come up with that sounds different |
| resistance to the idea of providing self defense | | | | and less like "fighting." |
| training to employees, but the mistaken belief that | | | | 2) Suggest a "speech" or "presentation" by an |
| such training will create a bigger problem. The | | | | expert at a meeting or manager's training event. |
| belief is that, "if we teach our employees how to | | | | In place of a live presentation, having a video |
| fight, then we increase our risk of having violence | | | | presentation on the subject may be more |
| in our workplace." | | | | welcome due to the lower cost and flexibility |
| Does this sound familiar? | | | | involved in arranging for it. |
| Trust me. You're not alone in your frustration. | | | | Unfortunately, the truth is that often hearing |
| Literally thousands of security, HR, and crisis | | | | about the type of training being described by an |
| management directors and managers are dealing | | | | outsider - an expert in the field - may go further |
| with the same kind of ignorance everyday! | | | | than a suggestion from someone your boss sees |
| So, what do you do? Do you... | | | | as his "junior." |
| 1) Accept the decision? | | | | 3) Suggest beginning with a non-aggressive |
| 2) Keep beating a "dead horse" - hoping that | | | | program first - one where there is little to no |
| someone will eventually say "yes?" | | | | chance of your employee "fighting back." An |
| 3) Distract yourself with other projects and hope | | | | example of this might be a program that teaches |
| that nothing ever happens? | | | | employees how to effectively hide from, shield |
| Or, do you... | | | | against, or escape from gunfire or other thrown |
| 4) Find another way to approach your superiors | | | | objects. This way, the program can both |
| so that they are not only willing to say "yes," but | | | | stand-alone as a training topic, and open the door |
| they are happy to do so? | | | | for additional training as your own managers will |
| I'm going to assume that, if you're still reading, | | | | be re-framed by the experts discussion about |
| your answer was to "find another way." And that | | | | exactly what is, and what is not self defense... |
| tells me that you really are serious and this isn't | | | | ...and the difference between self defense and |
| just a passing idea that you'll forget about until the | | | | fighting! |
| shooting starts! | | | | |