Kendall Jenner, a well-known model and member of the Kardashian-Jenner family, recently made headlines after being photographed with her bodyguard holding an umbrella over her head. The incident sparked a heated debate on social media, with many people criticizing her for making her bodyguard hold an umbrella.
The photo shows Kendall walking in the rain while her bodyguard is keeping her covered holding an umbrella over her head. Some people argued that she should have held the umbrella herself or simply gotten wet like everyone else.
Others criticized her for what they saw as entitled behavior, saying that she should have been more independent and held the umbrella herself.
In response to the criticism, Jenner posted a message on Instagram stories, saying, “Of course, I have the ability to hold my own umbrella, but it was pouring rain and I had no umbrella with me. He offered, and I accepted. Not sure what’s wrong with that!”
The controversy over Kendall Jenner’s use of her bodyguard to hold an umbrella raises an interesting question: is it proper or in line with security best practices to have your bodyguard hold your umbrella?
On one hand, having a bodyguard hold an umbrella can be seen as a reasonable request, particularly in inclement weather. A bodyguard is responsible for protecting their client’s safety, which includes keeping them dry and comfortable in bad weather conditions. Holding an umbrella over a client’s head could be seen as just another aspect of their job.
On the other hand, some people argue that having a bodyguard hold an umbrella is a misuse of their skills and abilities. Bodyguards are trained to protect their clients from physical harm, not to perform menial tasks like holding an umbrella. Additionally, having a bodyguard hold an umbrella could draw unwanted attention to the client, making them a target for potential threats.
Final Remarks
In the end, whether or not it’s proper to have your bodyguard hold your umbrella may come down to personal preference and the specific circumstances of the situation. However, it’s important to remember that bodyguards are hired for their skills in protecting their clients, and their responsibilities should be focused on that aspect of their job.
Let us know what you think – is holding an umbrella the proper use of a bodyguards skill or does it interfere with their primary duties?
There are many names for our profession: executive protection, protection of public officials, celebrity security, VIP protection, Protective Security, Close Protection, etc. For some, these are synonymous; for others, they indicate entirely different professions, which comes along with intense methodological confusion. The ancient Roman saying nomen est omen was used to express the belief that a name represents both destiny and essence. Therefore, the accurate definition of our profession’s name is crucial, as its methodology is derived from the name.
To begin with, it is essential to define whether they are one and the same profession or not; many insist that executive protection, public official protection, and celebrity protection are different professions. They insist that because the nuances of protecting a particular type of principle are so unique that it deserves a special nomenclature.
While it is true that there are considerable differences in the resources available, some specific threats, as well as the legal status of the agents, they share the same foundational objectives: to avoid intentional and unintentional harm, protect from reputational harm, provide protection and support in response to medical incidents and events, and protection of sensitive information.
In doing so, we are ostensibly facilitating the public and private lives of our clients in a way that avoids uncomfortable situations and ensures their protection, privacy, comfort, and safety. Regardless of which nomenclature you use to define the type of protection performed, the same measures:
intelligence,
counterintelligence,
physical and electronic security,
surveillance and counter-surveillance,
route analysis,
advance work and logistics,
close protection, et cetera.
Clearly, it is one profession that shares the same objectives and methods, which has different sub-variants.
Historical Development – From Guards to CIIRM
Interestingly, the concept of bodyguards theoretically dates to early civilization in both Eastern and European history. Elite military guards found themselves tasked with protecting high-profile government or military leaders. Over time, the concept of protection has evolved, but the core competencies have not drastically changed.
Yet, in many ways, the industry acts like a trade and not a profession. From a technical standpoint, a trade or occupation is learned through practice, while a profession requires specialized training. Many would argue that the training received by protectors is specialized, and therefore it is a profession. However, for an occupation to be a profession, the term implies membership in a professional body, who are guided by a certain code of conduct, which is set up by or governed by a larger body.
We are protectors are not there yet.
Let’s compare a similar service career and its evolution. Evidence of nursing as a profession can be found as far back as 300 A.D. during the Roman Empire. Interestingly enough, almost 600 years after the early references to Alexander the Great and his specialized guards. Nursing, like protectors, evolved over time, but it wasn’t until the Crimean War that the formal professionalization of the nursing career was noted. Today we see strict training programs hosted at Universities around the globe that teach people to become professional nurses. Yet, similar professional studies that evolve the protector’s occupation into a profession don’t exist. YET.
To get to this next level, a few things likely need to happen. First, we need to come to a consensus on what we are. A means of clearly defining ourselves to the community. Second, clearly define how we do what we do. Through the efforts of many practitioners in the field, we are collectively driving towards standardized practices. This can then lead us to the last step of establishing a foundation for higher education to create a profession, a career. So, let’s first start with what we are.
EP Evolution: CIIRM and the Role of Language in Defining a Profession by Ivan Ivanovic & Chuck Tobin
CIIRM – EP Redefined
Is the definition of executive protection adequate to represent this profession? It is the opinion of the authors that it is not. To begin with, not everyone we protect is an executive. Furthermore, there are many executives at a company, and not all of them have protection, much less of the same type, so the name does not apply. The same applies to the concept of public-official protection.
The name VIP protection, coined many decades ago, which stands for “very important person” protection, is also inappropriate in our increasingly horizontal society. Today’s organizations promote diversity, equality, and inclusion, considering all people are important, they would hardly accept VIP distinctions, which belong to another era. The name bodyguard, as defined in the Cambridge Dictionary, is a “person or group of people whose job is to protect someone from attack”. By our own industry publications, we clearly note that we are focused on more than just physical harm.
Likewise, who decides who is very important and who is not, and under what criteria? The term “protection of persons” is inadequate also, as it is much vaguer than all the others and less descriptive of what we are doing. The concept of “close protection“, that by antonomasia identifies our job with close-range methods only. This represents an archaic and dangerous idea since it proposes that protector’s primary consideration is to repel aggressions immediately impacting the executive side, next to him/ her. By definition, this defeats the markers of good protection, relying upon layers of security for our protected person.
A frequently used term in English, Protective Security is redundant and brings more confusion and problems than solutions. This perhaps assumes there is a version of security that is not protective but unprotective.
Therefore, which name comes closest to our profession’s reality? If something happens to the individuals we protect, whether they are executives, public officials, celebrities, activists, or journalists, they will have a critical impact on the countries, organizations, and social and cultural groups to which they belong, which is easily definable and quantifiable. This way, elitism is not a factor when defining someone as a “critical impact individual” (CI) since the impact can be calculated relatively easily.
Furthering this concept, protectors often provide support for non-critical personnel, non-key personnel. Duty of Care and Duty to Act obligations may require support for travelers entering into higher risk locations. These travelers themselves may not represent critical or key personnel, but do represent a risk to the entity should they be harmed and adequate support was not offered.
Similarly, challenges with the term protection abound. The word “protection,” according to Oxford Languages Dictionary, implies: “the action protecting or preventing a person or thing from being harmed or from coming into contact with something harmful.” Protection implies preventing any harm, that is, committing to achieving zero risks. But the essential truth of security, in general, is that zero risk does not exist, which renders the word protection inadequate.
Our job is actually the handling and management of the risks incurred by individuals who have a critical impact (Critically Important Individuals Risk Management or CIIRM).
This new concept implies a change of approach, as it involves the protectee, the owner of the risk in the first place. We are no longer protection escorts whose sole function is to follow and kick or shoot if necessary, we are risk managers, seeking their mitigation through diverse management strategies in which the protectee and his/her environment participate actively.
Of course, the trade name of executive protection will endure for a long time; however, it is important that professionals know where our profession is heading, that we end the confusion over how we call ourselves and our professions, and that we identify ourselves as risk managers collaborating with the client and not as mere escorts. This is the evolution and integration of executive, celebrity, public official, and VIP protection into the single concept of CIIRM. The first step in defining ourselves more effectively so we can then move from a trade with some specialized training to a professional career that requires extensive specialized training.
Final Thoughts
We see the introduction of the concept CIIRM (Critical Impact Individuals Risk Management) as a more appropriate alternative to executive protection,protection of public officials, celebrity security, VIP protection, Protective Security, and Close Protection.
The logic behind the choice of words is founded on the need for methodological clarity, which stems from the correct use of terminology. The reasoning is as follows: there are crosscutting objectives and countermeasures applied in our industry, no matter the resources available, the threats, the legal status of protection agents, or who the protectee is. The objectives include avoidance of intentional and unintentional harm, protection from reputational harm, providing protection and support from medical incidents and events, and protection of sensitive information.
The measures used to mitigate risks to the protectee do not drastically change regardless of their role. The fundamental elements of protective intelligence, counterintelligence, physical and electronic security, surveillance detection and counter-surveillance, route analysis, advance work and logistics, close protection, etcetera apply. Furthermore, this correction in terminology grasps what makes this profession necessary, the risk management of an individual whose importance can be appreciated in terms of their critical impact.
The transition from protection to risk management implies the recognition that protection agents do not prevent harm; they manage risks incurred by critically important individuals. In practice, we see a transition from the revered movie protective escort, reactive in nature, to a strategic risk manager that looks at and manages the protected persons broader risks.
Principals, along with their family, friends, guests, and acquaintances, encompass as much diversity in personality as the threats, which executive protection agents protect against. Ironically though, there are some principals that go against their protective detail leaderships’ protocol and guidance, which inadvertently puts themselves and others in precarious positions.
This is made even more evident when those being protected did not request protection in the first place. For instance, the principal was assigned a protective detail because he/she/they could be traveling to a location that has experienced a higher crime rate then their last visit, and their organization’s risk management team feels executive protection be a wise investment.
Furthermore, this might even be as simple as a principal swiping one of their guests through a turnstile, which will affect head counts and accountability in the instance of a facility evacuation. With security leaning more towards reactivity rather than proactivity in the corporate spectrum, the task of keeping a principal both secure and comfortable is a challenge.
Although easier said then done, executive protection agents not only have the duty of protecting the principal from outside threats but also must respectfully protect the principal from themselves. Those who have practiced executive protection for years will attest that they have experienced certain principals that are cooperative to completely disobliging.
Regardless of what detail is assigned and the level of experience possessed, it is important to remember:
If able to sit down with the principal, be sure to explain that all methods of protection are done in the best interest of the personal safety and security of him/her/them, and the organization they represent.
The objective is to protect the principal from all harm as much from internal ignorance and/or ego as it is manmade or natural threats.
Tread lightly on how you substantiate protective reasoning to the principal. Remember, respect is given to those who display it. Unfortunately, there are certain principal who will not see respect to their protective detail as a high priority.
When a principal carries out an unsafe action, either intentionally or accidentally, be sure that he/she/they, are aware of what has transpired and why the executive protection team is in place.
Help the principal to understand the big picture. Executive protection teams are not only protecting a physical person but also an organization, employees, and both personal and organizational reputation.
Documentation is most important. All moves of the detail, especially in the event that a principal or their guests, must be logged and made readily available when needed.
First off, let me dispel myths from facts. Myth number one: solo protection is like the movie “Man on Fire” or any other movie that portrays protectors as action heroes. Fact number one: The one thing Man on Fire did get correct, was the trust and relationship building aspect of solo protection and the EP industry. It takes time and effort to build a trusting relationship between the protector and principal(s). Everything we do is based off trust and once that trust is broken, it is nearly impossible to regain.
Everything we do for our principals is based on fostering a healthy and professional relationship. As a solo protector, you will undoubtedly become close with your principal(s). We learn intimate details about them, but it is important to remember at the end of the day, we are there to protect them and not be their “best friend.”
Myth number two: it’s all action and hard skills. While hard skills tend to be our foundation in the protection industry, it is important to remember, hard skills are merely the baseline tool in your kit box, not your only skill. Fact number two: soft skills go a long way in this industry. In the solo protection industry, we become confidants, big brothers, an ear to listen, a metaphorical shoulder to cry on, but most importantly, we are the person who our client looks upon to make their life just a little easier.
This can be achieved by leveraging the team you have around you. Most solo protectors do not have a team of protection agents to rely upon, so leveraging the executive administrators, personal assistants, and household staff is a soft skill that solo protectors should rely upon the most.
The solo protector is a jack off all trades. For the most part you are the first person your client sees in the morning and the last person he/she sees when the day is over. In some instances, you are the babysitter, the logistics guy, the tutor, and on some occasions the person tasked with protecting your client’s children.
Part Two: Solo Protection of Child Principals
If you have ever been a solo-protector or even on a large EP team, you undoubtedly have protected your principal’s children (if applicable) in your career. Providing close protection for children is different than guarding an adult principal.
Child principals have diverse needs, different types of threats against them, and at times it can be a daunting and difficult task. As a solo-protector of children, you are not only the protector, but at times you fill the role of a big brother/sister, a tutor, and a Nanny/Manny, and or the parent.
With that said, remember in the end you are NOT parent, but must be an extension of the main principal.
If the child principals have a full-time nanny with them, let the nanny be role of the “extended” parent and you provide the protective services as required for the job. Being a solo-protector of children will require different gear, comfort items, that one should carry in their gear bag, in the vehicle, and even on their person. As a solo-protector of children (at times), I carry their favorite snacks, comfort items such as small toys, hand wipes, etc.
Just as I spoke about in an earlier post about carrying comfort items for your adult principal(s), child principals require the same attention to detail, if not more. IMO, providing close protection of children is not for the beginner protector nor for the protector who is stuck in their ways.
A solo-EP professional who is tasked with guarding child principals requires the highest level of emotional intelligence and patience.
Child principals often do not understand why they need a “bodyguard” and as the protector, you must be well adapted to how children think and act. This is often achieved by adopting a “parent” mindset. But again, you are NOT the parent. One must find a fine balance between protection and “childcare.”
Part 3: Unusual Skillsets
Skillsets of an executive protection professional have been debated forever in our community. Every professional has their take on what skillsets are needed to conduct the job. I am not here to debate hard skills versus soft skills but to offer some simple tips that could come in handy in the future.
Lifesaving skills like CPR/First Aid/Basic Life Support are required skills. One skill set that is overlooked at times is lifeguarding. I know some companies like Gavin de Becker & Associates offer this in their training courses, but many do not.
As a solo-protector you will greatly benefit your client by having a lifeguard certification, especially if your client is or has young children. I cannot tell you, how many times I have had to watch adolescent principals while they are swimming.
Being a certified lifeguard gives your client that comfort of knowing there is competent swimmer with lifesaving skills protecting them and their children. There are several certification organizations out there but the top two are the American Red Cross and the American Lifeguard Association.
Both offer world class instruction in basic water lifesaving skills. IMO, this is a must for solo-protectors to have. Like all certifications, lifeguarding requires being recertified every one or two years. Being a certified lifeguard is just another tool for the toolbox that could come in handy one day.
Part 4: A Solo Protectors Everyday Carry
I was asked recently what I carry while working in my daily solo-EP role. Every detail will be different on what you carry, what type of defense weapons, duty guns, etc. On my person, I’ll have my:
firearm (only carry where legally allowed to),
spare mags,
a non-metallic knife,
and most importantly, a tourniquet.
I harp on people all the time for not carrying med gear when they carry a firearm. In my EP bag is extra medical gear, client specific items, charging cables and other items. Outside of the hard skills gear, I will carry a spare T-shirt, socks for my client.
I’ve learned in the past this will come in handy when your client accidentally spills something on them, or their feet get wet for some reason. The spare clothes are something not many protectors think about, but I promise you, it will make your client happy when they need it the most. Lastly, what you will dress like varies and so will the way you will carry your duty gear.
Every principal is different from the next. Whether you are a solo protector or on a medium to large team, protecting private families has interesting nuances. Several factors go into protecting a private family. The protector must be a jack of all trades (especially as a solo protector). One of these skills is being able to leverage the client’s admin team and personal aids. These are the gatekeepers of sort to your client’s schedule, daily habits, etc.
Carrying extra clothes for your client, USB power banks for their devices, and spare medication are all things the solo protector should have in his or her everyday carry bag or on their person (as applicable). Many years ago, I read a story of an EP solo protector who carried a spare change of clothes for his client. This came in handy when the client’s luggage was lost during an international trip on a commercial airline. The client was so impressed by his EP agent that he gave the man a significant raise on the spot.
This example of excellent customer service skills goes a long way in the long run. In the end we are in the customer service business, despite what philosophy guides you in your work, we are there to protect, serve, and make our client’s life a bit easier to live. Private family clients are much different than corporate clients, entertainment clients, etc.
It is a very rewarding field but can be very time consuming depending on the client. Remember in the end, soft skills and interpersonal skills goes a long way (which is used more so than the hard skills).
In a heartwarming effort to support St. Jude’s Children’s Hospital in Memphis, Tennessee, Nannyguards has launched a new project called Bodyguards for Kids. This virtual networking and educational fundraising event will provide medical assistance and support to children in need, with 100% of the donations and event fees going directly to St. Jude’s. The event aims to bring people together for a good cause while also providing valuable learning opportunities.
With various options available for individuals and companies to contribute, Chris and Denida Grow hope to make this fundraiser a memorable and impactful event. So, mark your calendars for March 18th and 19th as Nannyguards’ Bodyguards for Kids fundraising event is set to take place over two days.
Can you tell us about the inspiration behind the Bodyguards for Kids fundraising event? Why did you choose St. Jude’s as the recipient of the donations?
CG: I’ve had quite a number of small interactions with St Jude’s over the years. I was an aspiring artist in Nashville, working in country music and on the side I provided EP for artists. They did an awful lot of work with St Jude’s, and it was so impressive to watch these big stars drop everything, donate their buses to take kids around, help at the hospital in Memphis. You would watch them go in and come out crying little messes because they’ve seen children who have a lot more courage than any one of us could possibly dream of having.
When Deni and I met, she always talked about working with charities and sitting on the couch she had this epiphany.
DG: It was early December and we were watching a movie – and I am the kind of person that checks her phone 50 times while watching a movie, and I saw an ad for St Jude’s. And I said how wonderful it would be if we could make an event for St Jude’s and support them. At first we wanted to do it for Christmas. But we soon realized it was going to be a huge project and we can’t make it by Christmas. We began reaching out privately to people from the industry, telling them about the project and seeing who was interested.
Everybody loved the project and wanted to get involved!
The event aims to provide valuable instruction for attendees while raising funds for St. Jude’s. How do you plan to balance the educational aspect of the event with the fundraising goals?
CG: The fundraising goals are pretty simple. There are three basic donation packages, and you can donate anything you want. Firstly, to make sure it’s all clear, St Jude’s has a great system – they are a registered non-profit. So, it was basically like setting up a go-fund-me page on their website, and when you make the donation it goes straight to St Jude’s, there is no middle-man.
DG: We have 19 speakers right now, there will probably be around twenty in the end. The event will be divided into two days, from morning to afternoon. Through their donation, people can sign up for any of the educational topics. We will also have raffle prizes and book giveaways – we have 26 books of numerous titles.
The International Protective Security Board gave a generous donation and offered 4 tickets for their next IPSB conference. Also, we have two full scholarships: Executive Protection Specialist Course offered by Independent Security Advisors and Surveillance Driving Course offered by Optimal Risk Group.
Bodyguards for Kids: Helping the Children of St. Jude’s Hospital
The event also includes an “Ask a Recruiter” panel. Can you tell us more about this opportunity for job seekers and what type of recruiters you are looking to include?
DG: The idea was to have four or five recruiters from major corporations that would be there to answer all the questions that people from our industry have. Like what do they look for in candidates from our industry, what are some deal-breakers, what are some suggestions for applicants if they want to do better during the recruitment process. The idea is to give the recruiters the chance to offer direct feedback to applicants from our industry.
CG: I did quite a few interviews over the years, so one gets comfortable with them over time. But in the beginning, you have no idea what they are looking for. Some people walk through the door and start talking hard skills, all macho. Meanwhile, they are looking for someone who has those, but leaves them at the back of the mind. Because on the job you will be mostly dealing with the wife and kids, driving them to school. And you just lost yourself a job.
The point is: learn to adapt, listen to what these people have to say.
You mentioned that there are many options for individuals and companies to contribute and participate in the fundraiser. Please, can you explain these different options and how they help support the children at St. Jude?
DG: No amount is too small when it comes to donations. Everything, of course, goes to the children. We created bigger packages to acknowledge those individuals or companies that want and are able to contribute more. You can check the page on our website dedicated to the event for more information. Corporate sponsors will have their logos and websites listed on the event page.
Again, no donation is too small, and we are so grateful to those who have donated already. All the donations go towards something great – and who knows, you may get a book or a scholarship.
CG: What we get out of this, besides the hard work, is the joy that we helped people contribute.
Finally, what are your plans for the future? In the long term, what are your goals for the Bodyguards for Kids project? How do you plan to see it grow and evolve over time?
CG: This is going to be an annual thing and it’s going to grow. This being the first year, we wanted to see how much interest it was going to stir. Next year, we are going to get ahead of it and make it even bigger.
We are also anticipating a trip to Memphis, to the hospital at some point. To see and meet the kids and show people: this is what you are involved in and to whom you donated.
DG: And by making it an annual, virtual event people can participate no matter where they are or what kind of commitments, they have in person that day or how much money they can afford to give. Even if this grows into a live event, we will keep the virtual aspect to make it more inclusive.
I’d like to start this article by saying this isn’t intended to disparage anyone in this industry, and it’s my opinion. Everyone has an opinion and mine is no more important than anyone else’s. Recently, I made an error in judgement trying to help someone in the EP industry that was promoting incorrect tactics online as a promotional platform for their services.
Through that interaction I discovered that we operate in an industry where “You don’t know what you don’t know and Image is everything.” Taking personal criticisms involving your livelihood is often difficult, even if the critique is necessary. However, as a group of professionals we should be genuinely concerned about the direction our industry has taken unchecked over the years, regardless of whether you identify as Executive Protection, Private Contractor, or Bodyguard.
Recently, I was sent a video from a friend who is a well-respected leader in the EP industry. The video depicted a high-speed live fire range event where members of what I assume was an “EP training class” were shooting from moving vehicles at stationary targets as the vehicles sped into the range area. The shooters then exited the vehicles and aggressed the same targets on the command of cadre. After emptying their weapons on the targets (but more likely the backstop), the entire group motorcaded quickly out of the range area while the company’s promotional logo filled the screen.
Throughout my lengthy career, I have trained and protected people at the highest levels and led teams of agents while conducting protective operations worldwide. I can honestly say that I have never fired a weapon from a moving vehicle. While I initially thought the video was a parody, I realized it was not after viewing other similar videos.
A sad reality is that hundreds of schools throughout the country conduct similar training to target unknowing and eager applicants seeking exciting employment in the field of executive protection. I hate to be the bearer of bad news, but if you’re new in this industry and haven’t shot out of a window yet, it’s okay, you’re not in the minority and you probably never will.
It’s hard not to be jealous; what could be more enjoyable than shooting from a moving vehicle? Its sexy and we all know sex sells. What it is not is representative of the hard work of experienced agents in this industry who consistently promote professionalism. I’m sure that after the 6 day, two-week, two month or “hard” skills class offered by a former Airborne Ranger IDF Seal Ninja (not joking) and instructed by a group of models for the next 5.11 catalog complete with black t-shirts and Shemagh’s (Arabic for stupid scarf), participants are ready to shoot upside down doing cartwheels. Everyone (100%) in the class receives a cool participation certificate that is as worthless as the training itself because failure does not equate to dollars. Few, if any, will secure meaningful employment in the EP industry and those that do will be working midnights in a SOC for minimum wage for one of the same companies that promote this type of training.
To the credit of many of these so-called academies, they do push the narrative that Law Enforcement and Military training “isn’t enough” to be considered for most EP positions. This is factually, and in some cases legally, correct but that narrative is meant fill seats in a classroom rather than be truthful. We all know the combination of experience, training and networking is what secures employment. The problem is that training in EP and protective services in the United States is more varied than in any other career field. The reason is, there is no U.S. national training standards and most training is unregulated in many States or underregulated in those States that do have existing standards.
For example, in California, all “security officers” must be “licensed and trained.” The California Bureau of Security and Investigative Services (BSIS) is the State agency that oversees the training and licensing of security guards conducted by top California BSIS security guard training schools, courses, and classes. Training in one of these courses secures your “guard card” license requirement. The State asserts there is “no way you can be a hired as a security officer without a guard card” as the hiring company would violate State law and be pursued by the authorities or subject to fines. The State also asserts on their website “It’s not expensive or time-consuming to get certified.” The program can be finished within 10 days for the initial 16 hours of required training and can cost less than $65.00. Applicants in California must complete their 16 hours of security training from a “State certified” company within 30 days of receiving their interim license which they can receive without stepping foot in a single classroom. Within the first six months of their initial 16 hours of training they must complete an additional 16 hours in security officer skills. California, one of the most regulated States for protective services, has over 615,821 active licenses/certificates for protective operations practitioners on file. The need for third party verification is real and warranted.
To make matters worse, these companies are now venturing into other security fields such as school safety, travel safety, counter surveillance, and even public event safety with no State or Federal certifications, training, or experience. Reading a book, taking a two-hour online class, or watching a YouTube video does not give you the expertise you need to even comment on these areas, let alone train others in them.
Why am I concerned about this? We were all young once and needed help and guidance even if we were too stubborn to admit it. If not for the hand of God and a few lucky breaks, I simply would not be here professionally or maybe at all. When I left the military, I was fortunate to have already completed graduate school before separation. Most enlisted soldiers and sailors aren’t that lucky but leave the military with considerable GI educational benefits intending to apply them to career training or college for future employment. There is a natural attraction for former military and police in the protective services, because fundamentally that’s what they’ve been trained to do. Regrettably, many so called training academies and schools have seized on the financial windfall of the mass exodus of military veterans following decades of wars by offering them training at the industry “minimum standards” to collect these benefits with no return on their investment. Like the video mentioned at the beginning of this article, the training can often lean to the absurd. Unscrupulous companies have found the deep pockets of the GI Bill to be lucrative and have diversified their portfolio of training opportunities to include more courses with limited and worthless content. You’ve all seen them, “Soft Skills, Hard Skills, Vehicle Courses designed for Route Irish, Combat Pistol Course.” Thank you for your service and your hard-earned government benefits, here’s a piece of paper and good luck.
Many years ago, I had a commander tell me “Don’t come to me with a problem without a solution to fix it.” I’ve operated throughout my life under that philosophy and even settled on a career where the job is to “make problems go away.” Fortunately, I am not alone and found there are many people in our field that are trying to progress it beyond the knuckle dragging bullet catcher characterization. After doing some research, I discovered several likeminded protectors that were working towards creating a U.S. National Standard under the American National Standards Institute (ANSI). This group of respected industry leaders, under the guidance of the Board of Executive Protection Professionals (BEPP), is actively collecting, evaluating, screening, and writing a set of national standards for executive protection that is intended to be the basis for all private protective operations training and certifications in the United States. More than a “certificate” or “hard skills class,” this set of standards provides the collective institutional and professional knowledge that will eventually be the core of professional development and training for all “certified” protection agents in America. While States will still have individual licensing authority, schools and agents will have to be trained and tested in the fundamentals of the new ANSI Standards to be certified by the BEPP. The ANSI standard covers every aspect of protective operations from the protective advance model to team formation and everything in between. Some schools will exceed the minimum standards set forth in the guidance, but it will level the playing field for those that don’t by providing a foundation for all protectors where there isn’t one now. The standard is still being completed and peer reviewed but the window of opportunity for unscrupulous companies who take money and educational benefits from unsuspecting young people trying to enter this industry is closing fast.
I believe the timing has never been better for EP to undergo change, so I am actively offering my own time and experience to the BEPP and encourage you to do the same. Surely, we can all do without seeing another embarrassing video of a major celebrity criticizing her protective detail after an event and even offering advice on how to improve it. We can all do without the endless “Master Class” and advice videos and posts offering softball information that amounts to nothing aside from wasting someone’s time for a promotional opportunity. I do not need additional training on the contents of a “go bag.” Most importantly, as a professional career field, we can all do without companies taking money from our honorable servicemen and women who, in good faith, want to enter our ranks.
Let me close with a quote.
The world hates change, yet it is the only thing that has brought progress.
While the term Situational Awareness has been bantered around for decades, there appears to be more focus on this topic lately and for good reason. Everyone needs to start with situational awareness (SA) as a foundational aspect of personal safety. SA concepts and application are the important elements to be mastered before a person can move on to more specific personal safety elements such as de-escalation, conflict management, physical self-defense, and of course, security services and protective operations. Without a thorough understanding of the foundational aspects of situational awareness, our more advanced security efforts will be negatively affected.
With that in mind, let’s do an overview of some of the key areas that make situational awareness a foundational element. This is not a deep dive into each of the concepts – that is something that needs to be done in a class and then applied in the real world. Like driving, no one becomes good at situational awareness by reading about it – you must “do it” and experience it in the actual environment.
Situational Awareness
We begin with an understanding of the main concepts of situational awareness. The sociological definition of situational awareness is “the perception of environmental elements with respect to time and/or space, the comprehension of their meaning, and the projection of their status after some variable has changed.”
A more relatable definition is it is “being mindful” of your environment.
This is more than just being aware of what is in your environment and what is happening around you. It is taking in environmental information (both people and objects), comparing it to what you already know and then using it to understand what is happening – putting it into context. We then use that context during any decision-making processes.
To realistically deal with danger we need to adjust our thought processes. Specifically, we need to create a survival mindset. This is a mental frame of reference that recognizes that there are threats in the world and allows us to deliberately adjust and commit to doing anything necessary to survive.
Finally, we need to plan and prepare for any actions that are required to ensure our survival. This is done by first examining our conscious and unconscious beliefs and adjusting them so that they will help us survive instead of distracting us when we are under threat. One of these beliefs relates to our tendency to deny the fact that bad things can happen. We change this belief to a more realistic view that bad things can and do happen to people. This change in belief will manifest in our attitude – we will become more capable rather than sinking into vulnerability.
We also need to understand “what is awareness”. This is the actual mental state where we are using all our senses to examine, analyze, and understand our environment and the things and people in it. There are some technical features and characteristics of being “in the moment”. Therefore, we feel awareness is the primary tool that we have at our disposal to become situationally aware and to recognize danger.
Awareness is not a static state – it changes. We need to understand that we will move thru different awareness levels depending upon the environment and the circumstances. These are often referred to as the “Color Codes” as described by Lt. Col. Jeff Cooper. Lastly, we need to understand how we process information and make decisions as described by Colonel John Boyd in his four-point decision – the OODA loop (Observe, Orient, Decide, and Act). This model, also known as the decision cycle, supports quick, effective, and proactive decision-making. All of which are necessary components when dealing with a threat.
Threats
Every environment varies when it comes to threats, and we need to do the research and keep current on all possible and probable threats in our environment (to include natural disasters as well as human threats). If we do not learn about the threats in our environment and the possible threats in places we may travel to, it is almost impossible to recognize the threat early enough to effectively avoid it or mitigate it.
With the internet at our fingertips and government and private industry threat reporting entities available, it takes little time to create an accurate threat analysis – and only by learning the threat environment can we have any chance of creating adequate plans to deal with potential danger in our lives.
Threat Behaviors
Learning what the threats are in our environment is only useful intellectually. We need to know and understand the actual behavioral characteristics of the most common threats so we will be able to recognize the early warning signs/associated behaviors before the threat can manifest (close with and engage us).
Since humans are one of the main threats to our safety and they are so complicated, we need to use all our communication and behavioral knowledge to focus on and recognize suspect behaviors.
Personal Capabilities
Another aspect we cannot ignore is our own personal capability. We need to learn and understand our own personal strengths and weaknesses and then continuously strive to add capabilities thru training and experience such as taking classes in situational awareness, de-escalation, physical self-defense, etc.
Security Related Fields
Any personnel who provide security and safety services exist to address any possible/potential threats as a part of their duties. This includes people working in security guard services, law enforcement, the military, and in protective operations.
Protective Operations
Focusing on the protective operations world, the field of executive protection is defined as a set of measures and tactics used to protect individuals, assets, and information from potential harm or threat. And protective operations involve the execution of planning and activities with the goal being to provide the highest level of protection as possible for our clients. Some of the key foundational concepts of protective operations include threat assessments, risk management, intelligence gathering, contingency planning, communications, and training and preparedness.
In every one of these areas, situational awareness is a required component, and the success of these protective efforts is directly related to a practitioner’s ability to apply situational core competencies in the accomplishment of these tasks.
For example, to conduct an accurate threat assessment, a protective operations agent must be able to examine the environment for significant threats and document the specific behaviors and characteristics associated with these threats. The most basic skill in this area can be described as the ability to know and recognize baselines and anomalies.
When it comes to risk management, once the threats have been assessed, protective agents must develop a risk management plan that outlines strategies for mitigating or reducing the identified risks. This may involve implementing physical security measures, such as access controls or surveillance systems or adopting cybersecurity measures like firewalls and data encryption.
One could easily define situational awareness as the continuous process of intelligence gathering, analysis and action. In protective operations, agents are required to engage in intelligence gathering to stay informed about potential threats and identify emerging risks. This includes monitoring social media and other online platforms, analyzing news reports, and developing human intelligence sources.
Another necessary component of protective operations is the communication of important information to other members of the team, to management, and to the organization. To be able to effectively apply situational awareness skills in circumstances or situations that involve more than an individual’s personal safety, protective operations team members must be able to communicate effectively. Effective communication is a critical aspect, both within the protective team and with external stakeholders. This includes clear and concise communication of threats, risks, and contingency plans, as well as coordination with law enforcement and other first responders.
Training
The successful “operational” application of situational awareness is only possible if an individual receives continuous training (skills and knowledge) as well as engaging in planning and preparedness activities. This is an absolutely priority in protective operations as agents must be able to avoid, mitigate or stop threats.
Besides our core protective operations curriculum, we should be taking additional classes in de-escalation and conflict management, as well as first aid courses such as Stop the Bleed and Tactical Combat Casualty Care (TCCC). We can then factor all these capabilities into our reaction strategies. For example, we can train to incorporate these abilities into our “Attack On Principal” (AOP) emergency plans.
Ideally, we will incorporate these skills into scenario-based training. For example, training could begin with a reaction to a verbal altercation, where we attempt to de-escalate the situation, but the encounter evolves into a physical altercation or firearms response followed by the application of advanced first aid.
This has been a quick review of some key aspects of situational awareness that directly relate to protective operations. It is by no means a comprehensive list of the aspects and attributes needed to maximize our ability to deal with potential threats, but it does remind us how critically important situational awareness is as a starting point and how it should be incorporated into protective operations curriculum.
Protection of high-profile individuals and executives is a delicate and crucial task, especially in a rapidly evolving world where threats can come from unexpected sources. Executive protection in India, with its rich history and diverse cultural landscape, has its own set of unique challenges and practices.
Today, we have the chance to speak with Varun Kareparambil, a seasoned executive protection agent navigating its’ complexities.
So, sit back, relax and get ready to learn about the ins and outs of executive protection in India from one of its experts.
How do you see the current state of executive protection in India, compared to mature markets like the United States? What are the main challenges and opportunities in this field?
Executive Protection in India is still evolving. With most security professionals in India, Executive Protection is still not seen as a profession in which one would want to build their careers or specialise in.
To understand why this is the case, it is important to understand the societal angle. India is a country where socioeconomic status plays a big role. To be recognised as someone successful, one must be in one of the “leading” professions. This is the reason you would see Indians doing very well in technology related jobs, Indians make good doctors, we are very good in academia – basically anything which is intellectually recognised.
However, when it comes to Security, it was traditionally seen as a profession which would be pursued only if one wasn’t good enough to be in some of the “leading professions.” This mindset has been changing rapidly over the past decade. The Indian security industry has come a long way. With many international companies setting shop in India, the quality of security professionals has always gone up several notches.
So, when it comes to being recognised as a successful security professional, it is important for people to be in leadership positions. Industry professionals are usually pursuing the path of being a CSO. Not only is it a respectable role, in some sense it can be perceived as an intellectual job. When one has to present themselves in social circles, the CSO title checks most of the socially respected and recognised boxes.
However, when it comes to being an Executive Protection Agent, you are perceived as a “bodyguard.” The tough guy who protects important people, which is kind of cool to some, but it isn’t seen as an intellectual job. The average Indian wouldn’t have heard about Executive Protection. Their point of reference would usually be those “bodyguards” who protect celebrities or government dignitaries.
Many working in Executive Protection, are looking to transition into a corporate role, while some are there because they don’t have much of a choice. The percentage of professional Executive Protection folks who love what they do and want to keep excelling is miniscule.
Therefore, when we speak about challenges, it begins with the low availability of quality Executive Protection Agents who know and have what it takes to operate effectively.
The other challenge is the demand factor. Unlike in the United States, where business leaders or high networth individuals mostly understand the value of Executive Protection and engage professionals, it is not the case in India. Traditionally, Indians who use protection have done so because there has been a credible threat to their safety or because they want to come across as someone important.
Barring a few important people who have a professional Executive Protection apparatus, you would mostly see individuals opting for muscle. These would typically be the big brawny “bodyguards” who sort of bring in the deterrence factor and are expected to be an effective responder in the event of an escalation.
The current challenges are also the opportunities.
As the India’s growth story continues to motor on, you would see an uptick in the frequency of business leaders and other important people who need protection visiting India. It would mostly be for business reasons, however, I have seen the trend of leisure trips increasing quite significantly. The need for quality Executive Protection Agents is going to go up in a big way.
Executive Protection in India: Interview with Varun Kareparambil
How do you assess the skills and capabilities of local EP agents and contractors in India? What are the criteria that international protectors should consider when hiring them?
Part of my response here is connected to the social factor and the mindset issue that I discussed above. Industry professionals are generally not keen on building a career as an EP Agent, hence, they usually don’t invest in professional development as an EP Agent.
Secondly and importantly, anybody can become an EP Agent in India, at least as of today. You don’t need a licence as such. You don’t need insurance. You don’t need any formal training. Anybody who looks the part (sometimes even that doesn’t matter), can become an EP Agent.
So, if I look at the current talent pool in India, the skills and capabilities are below par compared to what is expected in the West. Again, a small percentage of EP Agents who have been working with international protectors frequently, are of good calibre. Working alongside international protectors has helped them raise their standards. When you interact with someone who has the experience of working with international protectors and someone who doesn’t, you will immediately notice the difference. It would be a glaring one.
When international protectors are looking at engaging local EP Agents or contractors in India, my recommendations are:
Opt for Experience: Reduce your risk of failure by opting to work with EP Agents who have the experience of working with international protectors. If not, look for individuals who have been contracted by reputed international protection companies.
Assessing Experience: Understand the quantum and quality of their EP experience, specifically in India. India is an extremely diverse country. Language, culture, mindset, operating environment, risk landscape etc changes from one state to another. It is always beneficial to have an EP Agent who has operated in various states across India.
See Before You Hire: Always have a video interview/discussion. It will help you in determining if you will want to put them in front of your client or not.
Seek References: Ask them for references whom you can talk to. One can bluff about their experience and possibly get away, but one tends to be cautious when they know that a reference check will be conducted.
Incident Management Skills: Understand what kind of incidents they have dealt with. Encourage them to go into details and share specifics.
Learning From Failures: Understand what kind of failures they have experienced. If one has not experienced failures performing EP operations in India then that should be a red flag. If that is the case, then either their experience has been pretty limited or there is a good possibility that they are trying to mask the truth.
Relevant Training: Know about relevant training needed to operate effectively in India. Example: The risk of gun related violence is low, but the risk of road traffic accidents is high and so is its impact. You would therefore, want to know about their first responder skills.
Insurance Coverage: It is highly unlikely that individual operators would have insurance coverage while operating as a protector. The law does not make it mandatory per se. Understand if they have the right insurance coverage.
Financial Capabilities: Many times, the protector may have to support their principal in the event that their credit card does not work or they forget to carry it or for various other reasons. The protector should be in a position to support the principal in such instances, failing to which could not only be embarrassing but also make the principal question the value of the protector.
Back Up: Understand what happens if they fall sick. Can they be backed up or will you be left high and dry? Always have other reliable resources on whom you can fall back immediately.
Support Network: Having the right connections is extremely important when operating in a place like India. It may not matter so much during routine operations. However, in the event of an incident, those connections can suddenly become extremely important.
What are some of the challenges and considerations involved in leading executive protection operations for foreign companies expanding their operations in India? Can you tell us some key aspects that should be examined when leading protective operations?
Every state in India tends to pose certain, unique challenges. However, these challenges depend on the nature of the company’s business and its profile. For example, concerns when protecting a fintech executive operating from a metropolitan city like Mumbai would be very different compared to a senior engineer with an energy company with its business interests in a rural setting.
However, regardless of where you are operating, there are a set of common risks to look at. These are:
Political risks
Socio-cultural risks
People risks (internal and external)
Infrastructure risks
Medical risks
Crime
Extremism
When leading protective operations across India, it is crucial to examine the following aspects:
Local Intelligence: The significance of ongoing local intelligence cannot be emphasised enough. A number of international companies who have been targeted locally, have either been ignorant to local threats or have grossly underestimated capabilities of local threat actors.
Threat Actors: Maintain profiles of all potential threat actors. Know their capabilities. Understand their modus operandi. Learn about what motivates them to act in the way that they do.
Company Perception: Understand how the company to which your protectee belongs, is seen by the locals. Is the company seen in a positive manner or in a bad light? A company which is perceived as a problem, attracts a plethora of risks, many of those can affect your protectee.
Protectee Image: Understand how your protectee is seen by the locals. Usually, potential malicious actors in India tend to identify individuals who hold the highest office. They gather as much information about the individual. When the time comes, they will target the individual accordingly to achieve their agenda.
Availability and Effectiveness of Supporting Resources: It is vital to have practical expectations from the resources at your disposal. The basic ground rule in India is to physically check and assess critical resources, and not solely rely on information that may be fed to you. There are good chances of discovering a difference in what you hear, what you see and what you get.
Expectations v Reality: What may be seen as a critical issue in the west, may not even receive much importance in the India context. For example: Usually, safety does not figure amongst the top priorities for the average Indian hence safety concerns vary massively compared to the west.
Executive Protection in India: Interview with Varun Kareparambil
India has the fifth largest economy in the world, and World Bank said that the nation was “well placed” to steer through any potential global headwinds. What does this mean for local providers and foreign EP companies looking to get into the market?
When we talk about what it means for local providers, to begin with, I see a plethora of new opportunities flowing into India on the protection front. Based on the trend that I am observing, there would be a significant uptick in demand for quality protectors. Domestic companies and individual operators who are able to meet the minimum required standards to deliver protection services to international companies, are highly likely to taste success. But this also means that local providers should focus on capability building.
For foreign companies looking to get into the Indian market, the time is right. However, it is important to bear in mind that the Indian Executive Protection market is still evolving. It is a market where one has to enter with a long-term goal in order to succeed. One doesn’t usually start seeing immediate results in India. It takes time and one must be willing to go through a rather conservative early few years before scale is experienced. Although the option of going all guns blazing is always there if resource constraints are not an issue per se, my recommendation is always to start lean and then build as you keep growing.
India has a complex and unique cultural milieu. Do you have any advice for foreign operatives when navigating the cultural differences and ensuring effective communication with local stakeholders?
Understanding cultural nuances is one of the most critical aspects when operating in India. It can make or break things for a protector. Again, India’s cultural diversity makes it challenging to provide a fixed set of recommendations that will work successfully across India. Every state and city throws up a unique set of risks. Nevertheless, here’s my advice for foreign operatives to ensure effective communication with local stakeholders:
Significance of Hierarchy: Although India has made great advancements in many areas, hierarchy remains deeply etched across the society. For a protector, it is important to quickly understand the hierarchy within each setting. The person at the top expects his position to be respected and hierarchy to be adhered to. For instance, if your primary point of contact is the CSO, then do not approach his subordinate without due approval.
Respect Honorifics: People tend to take great pride in titles which they would have earned, such as Doctor, Colonel, Sir etc. Before interacting with a person of authority, know how they prefer to be addressed as. If you are unsure, Sir or Ma’am are a safe bet. Getting this right will work in your favour. Getting it wrong can lead to several other undesired and unexpected challenges.
Decode the ‘Yes’: Saying ‘No’ does not come naturally to most Indians. Even in situations where one knows that they must be saying ‘No’, they are likely to say ‘Yes’ or ‘Okay’. For a protector who isn’t familiar with India or has not worked with Indian’s enough, it is very easy to believe that the person has understood their expectation and that he/she will be executing accordingly. When you need something done and you receive a ‘Yes’ or an ‘Okay’, take a pause, watch their body language as you will receive a number of clues. If the ‘Yes’ or ‘Okay’ lacks certainty, politely put across a couple of follow up questions to determine if they have firmly understood and will be in position to execute your request.
Careful with Straight Talk: While straight talk can be pretty efficient at times, it can backfire in India. While one might have the purest of intentions, with a focus on getting the job done, straight talk can rub people the wrong way. Diplomacy, politeness and empathy will go a long way in ensuring success in India. This is not to imply that people don’t engage in straight talk in India, it happens quite a lot. Also, you would need to use more of it during an emergency. However, the objective here is to know which approach works best.
Disagree Respectfully, Provide Alternatives: The way things may be done in the west is not how many things would be done in India. Disagreements are bound to happen when foreign agents are working with stakeholders in India. However, disagreements don’t necessarily mean that what needs to be achieved cannot be achieved. You are more likely to win, if you disagree respectfully but importantly offer a win-win alternative.
Can you discuss an example when you faced an issue that is specific to providing Executive Protection in India? How have you successfully navigated the situation to ensure the safety and security of your client?
There are several unique case studies but let me pick one. In January 2022, a client of ours had a death at one of their warehouses. Usually, a natural death at a place of work, although tragic, can be handled by following the right processes. However, if the death is caused due to an accident and especially if the victim is not an employee, then the case can take a pretty nasty turn.
In this particular case, an employee working at one of the warehouses, invited a friend of his to support his work. Yes, the friend should not have been there in the first place but that’s a moot point now. In his efforts of helping, this man climbed up one of the high racks without using any of the safety measures. Unfortunately, he slipped and fell headfirst causing his immediate death. Panic ensued and the word of his death spread like wildfire in the village where the warehouse was situated. To further complicate matters, the person who had died was a political worker with a popular political party. Immediately, this accidental death became a political issue.
Local political leaders and hundreds of workers entered the warehouse, ransacking it. The employees present along with the Warehouse Manager were assaulted. Fearing for their personal safety, the employees at the warehouse refused to work. Owing to political pressure, the police were delaying the protection requested by the. Threats were issued to the company’s senior leadership – they were told that they would be “dealt with” at the HQ which was a 90 minute drive away. The other concern was the issue being politicised in the media.
I was asked to support the company in managing this crisis. My responsibility was to protect key people, provide the company’s leadership with real time ground intelligence and work with local law enforcement authorities to rope in their support in keeping the facilities (warehouse and HQ) safe.
The plan that I put together was driven by intelligence, which was critical in this case. There were three immediate priorities:
quickly identify the key perpetrators, understand their motives and capabilities,
protect key people, and
get support from law enforcement to secure the facilities.
I had decided to operate from the company’s crisis management room; it allowed me to coordinate ground operations, feed the leadership with developments and work with them on mitigation strategies.
Ground intelligence teams helped in identifying the ring leaders. Their primary objective was to extort money from the company in the garb of compensation to the deceased’s family. To achieve this, they employed coercive tactics in the form of physical assaults, threats, vandalism and blackmail. However, once there was a thorough understanding of what was at play, the company’s senior leadership started working with the senior government functionaries.
Protection teams kept receiving relevant intelligence which helped in making changes to the protection plans accordingly. The advantage of becoming unpredictable was gained in the process. My team of protectors were able to avoid several planned confrontations, keeping their protectees safe and giving them much needed confidence to focus on their primary work.
By seeking support from our network of senior law enforcement officers, the sites which needed to be protected, received protection.
Over a period of 3 weeks, the company was able to resolve the crisis and get back to business as usual.
With an inspiring career spanning 30 years, Dr. Mary Beth Wilkas Janke is one of a few women to join the ranks of the US Secret Service, as well as the only female agent to officially protect a foreign president abroad. Psychologist, author, forensic and security consultant, as Dr. Wilkas Janke says herself, she knows what it is to contend against great odds and challenge the status quo. Today, she will share some of her experiences working and thriving as a woman in executive protection.
Q: Your career is extremely impressive – working with the Secret Service as a Special Agent, teaching at George Washington University, training police and military forces, and even accepting private military contract work. What did it take to defy the odds and join the ranks as a female member of the Secret Service? And what important lesson can we take away from your experience?
First of all, thank you. I appreciate this interview and EP Wired Magazine recognizing and acknowledging the various facets of my career. It’s true – my career in the field of Executive Protection has been fairly unique and it started with my time as a Special Agent in the Washington Field Office of the United States Secret Service.
I became an agent in 1991 and female agents made up around 9% of the 2,000 agents – so there were only about 180 female agents total. There were definitely men who did not appreciate that women were also agents, that felt women did not belong in law enforcement, and that longed for the good old days of what they used to call, “Buicks, Booze, and Brawds”.
There was actually one male agent I was working with in a command post that outright told me we (women) ruined the Secret Service. My response to him was simply, “Well, I believe the best decision the Service ever made was to hire female agents”.
At least I got a smile, a chuckle, and a “I like you” out of him.
Now, not all male agents felt that way; there were many male agents who were very pro-female agent and that served as mentors to me, helped guide me through the maze of the Secret Service, and were solidly in my corner. I knew when I applied to be an Agent what I was walking into – a very male-dominated industry – and I chose that and everything that came with it.
I believe that is key – being honest and realistic about what you are walking into, recognizing that it is a choice, AND not expecting to have your butt kissed because you are a female. My “secret” to getting along with everyone was to keep my head down, do my job, and remind myself that I was competent and that I belonged there as much, if not more, than my male colleagues.
I was also an athlete all my life and, on every job I ever worked, I kept in shape. This is how I earned their respect, through hard work, self-confidence, and self-pride. That is the most important lesson a woman can take away from my experience – understand what you are getting into, do your job, and stay in shape.
Q: After a while with the Secret Service, you transitioned into the private sector as an international protective agent and investigator, later as a forensic and clinical psychologist. In what ways does your previous experience complement your career in academia and psychology?
Each role in my past careers – federal agent, international EP Agent, and private investigator – has definitely fed into my current work as a forensic and clinical psychologist. I learned and was exposed a very wide range of people in my previous careers and, because of this, nothing has really surprised or fazed me in my work in academia or psychology.
In addition, I have been fortunate to have traveled so much of the world – both through work missions and personal trips – that my understanding of different cultures, languages, and traditions is broader than many people in my field and I consider this a huge advantage for my students and therapy clients.
A Woman in Executive Protection: Interview with Dr. Mary Beth Wilkas Janke
Q: Breaking into executive protection, or the security industry in general, isn’t always easy for female professionals. But, has the industry changed over the last decade or two? Do women now get the same protective job opportunities as men?
I can first speak from my personal experience. I was an EP agent back in the 90’s when there were so few of women in law enforcement and even fewer in EP in the private sector. I was extremely fortunate in that I was always busy and was offered roles and worked a wide variety of missions – from government contracts in foreign countries to wealthy private families here in the United States.
Being a former USSS Agent opened many doors for me because people respected the training and the job we did. Plus, with each mission, I built a pretty solid reputation – it didn’t matter whether I was in Port-au-Prince, Haiti or Sarasota, Florida, I pulled at least my share of the weight, I never whined, and I was a reliable (and fun) teammate.
Fast forward to the last decade or so and I do believe the industry has changed. There are more women in the military, more women in law enforcement, and more women in the world of international executive protection.
I still believe women fight for positions in the industry because EP is still perceived by many people as a profession for men. Nonetheless, if, as a woman, that’s what you want, please do not let the challenge of making your way into the industry stop you. Do what it takes – get reputable training, talk with people in the industry that can help guide you, and get into shape.
Q: Looking forward, how do you see women in executive protection changing the profession in the future? Firstly, do you think we will see more female EPAs in the years to come? Also, what do you think is the single greatest point of contention when it comes to making career choices like yours?
I see women changing the profession of EP by taking on more roles of greater responsibility. I believe by now, in the year 2023, women have proven that they are competent to lead protections teams, they can train just as hard as their male counterparts, and they are true assets in the industry.
The single greatest point of contention when it comes to making career choices like mine and other women in the EP industry is whether or not you want to have a family. EP is an extremely demanding career that doesn’t fit the societal norm as far as having a consistent family life – you are typically on the road a lot, you are not home every night for dinner, you miss many of your kids’ school events, and so on.
Also, as far as having a life outside of work, you will have a very hard time committing to anything, such as a weekly tennis group, because you rarely have a schedule where you know what time you will be free at the end of any given day. Your life really becomes that of your protectee. That’s the job.
Remember, though, it’s a choice so, like I mentioned earlier – be realistic about what you are walking into….
Super Bowl festivities have just finished in Glendale, Arizona. Super Bowl weekend is filled with events bringing in some of the biggest celebrities and influential people from all over the world. The game itself is the most watched annual sporting event in the world. It is easy as a protector to get distracted by the “hype” that goes along with being part of this weekend.
This is one of the reasons that security companies seek to be forward leading in hiring medical professionals such as EMTs, Paramedics, and Physicians. The Super Bowl can be a logistical nightmare for executive protection teams.
You are dealing with credentials, road closures, parking, stadium infill-exfill, reservation battles, paparazzi, vehicle shortages, and the stressors of being at a highly targeted event for bad guys. Having a medical provider and proper equipment on the ground is critical for events like this, where medical attention might not be immediate if something was to go wrong.
Finding the Right EMS
Your team’s procedures must be locked in going into the weekend. Teaching these procedures is not rocket science, and it truly is something that agents develop with experience and good leadership. However, hiring agents with experience with the following training is a great way to put together a team that doesn’t let distractions affect their operation.
Former military and law enforcement are prime candidates to join these teams. Still, some of the best agents are a select few EMS professionals who have an innate situational awareness and security mindset. Not all EMS professionals are meant for EP work, nor are all former military and law enforcement personnel but it does create a good foundation for any program.
EMS professionals are some of the best at following protocols. For example, when an ambulance arrives at the scene of a severe traumatic injury, EMS professionals are immediately working under strict time constraints, known as the “golden hour.” The first hour after injury will largely determine a critically injured patient’s chances of survival.
There is also a concept of “platinum 10 minutes” where it’s believed that transport should not be delayed, and a patient should not have more than 10 minutes of scene stabilization time before being transported to a trauma center or definitive care.
The clock starts when the injury occurs and doesn’t stop until the patient arrives at a hospital trauma center to have a definitive procedure or surgery performed. By the time they get to the scene of the accident, they are already behind, which means it is vital that the assessment of each patient is rapid and on point.
Super Bowl Distractions by Michael Guirguis and Wayne DeCoste
The Primary Assessment
One of the first things we do when we get to a patient is doing a primary assessment. Depending on if you use MARCH Algorithm or the ABCs, you always check for scene safety, don PPE, and perform hemorrhage control.
Then we move down the line and assess the ABCs. Airway, Breathing, and Circulation. We must make sure the airway is unobstructed, and patent, there is good air movement to optimize oxygenation and determine if CPR is indicated by checking for a pulse.
Usually, the primary assessment issues are apparent and can be treated, but you can encounter a distracting injury every once in a while. Picture an open fracture, where the femur is angulated 45 degrees, and you can visualize bone, blood, and muscle protruding through the skin. When you see a limb in a place it does not belong, it’s easy to become fixated.
It looks so gruesome that human instinct is to address that problem first and block everything else out. A lot of inexperienced medical personnel get sucked down that rabbit hole. Still, a badly broken and angulated leg won’t kill anyone unless it distracts you from realizing their airway, breathing, or circulatory system is compromised.
The Take-Away
A distracting injury in the EMS universe is anything that tempts medical professionals to forget their training. It can happen to anyone, so we train to remain alert to those distractions, and practice our primary assessment until they become rote. It truly is a matter of life or death, and that skill set is very relatable to protecting your principles.
As the Super Bowl weekend is behind us, it’s essential to remember whether in an ambulance or as a security professional to not let distractions affect your operations and procedures. With training and experience, those distractions no longer adversely affect your assessment, and you can conduct your medical assessments as well as all security operations to the highest caliber.
Co-Author Wayne DeCoste manages some of the most exclusive executive protection programs across Silicon Valley over the years. Wayne backs his experience with a Master’s in Security Management and actively practices as an Emergency Medical Technician. Previously, Wayne spent nearly a decade serving as an Infantryman in the US Army and leading high-threat security teams out of the US embassy in Baghdad for the State Department.
