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The Pararescuemen: A Lifeline in Executive Protection

By
Michael Guirguis
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0
Pararescuemen
Pararescuemen

The sun was setting on the Mediterranean, casting a golden glow over the harbor as a superyacht floated serenely in the distance. An executive, pressed for time and eager to avoid the logistical maze of traditional travel, had opted for a more audacious plan. Instead of landing at the FBO, enduring a grueling five-hour journey by car, plus an additional unknown transport time of a local boat to his vessel, he made an unforgettable entrance.

After landing at the FBO, the executive boarded a sky van, accompanied by his Pararescueman (PJ). With gear meticulously prepared and every contingency planned, they took off. At 10,000 feet, the PJ secured the client to a tandem harness, double-checked the equipment, and bumped fists, signaling both were ready to go. The green light came, and together, they leaped into the evening sky.

Seconds before touching the water near the yacht, the PJ flared his precision parachute system, ensuring a safe splashdown. Once in the water, the PJ guided the executive to a waiting jet ski, expertly navigated the transfer, and ensured they were aboard the yacht within minutes.

What could have been a complex, time-consuming ordeal with many other players and variables on the ground turned into an efficient, seamless, and exhilarating journey. From skydiving coordination to ensuring safety in the water, every step was executed flawlessly—a routine day for the PJ’s unique skill set.

Why Pararescuemen Are the Ultimate Guardians

Pararescuemen combine the tactical precision of elite military operators with the empathy and expertise of advanced rescue and medical specialists. Their unique synergy of skills—spanning urban tactics, technical rescue, water proficiency, parachuting, and advanced medical care—positions them as invaluable assets for executive protection, austere medicine, and risk mitigation.

At the core of their capabilities lies an unwavering dedication to their team. Selflessness and mastery of their craft to support one another form the foundation of who they are. This unit-driven ethos translates seamlessly to their clients, bringing a family atmosphere of trust, professionalism, and excellence to every engagement.

The SOF Concierge Medic

Special Operations Forces (SOF) are renowned for their exceptional skills and operational precision. Pararescuemen (PJs), as members of this elite community, bring unparalleled medical expertise and tactical adaptability. Their role as SOF medics is not just to respond to emergencies but to prevent them—they anticipate risks, devise contingency plans, and execute with uncompromising professionalism.

Pararescuemen are certified Nationally Registered Paramedics (NRP) with advanced training in Tactical Combat Casualty Care (TCCC), Advanced Cardiac Life Support (ACLS), and Prolonged Field Care (PFC). These qualifications empower PJs under the correct medical oversight and direction to:

  • Stabilize and Treat: From splinting fractures and stopping massive bleeding to tailoring a medical bag specifically to their client’s personal needs, PJs deliver immediate, tailored care as a standard.
  • Provide Advanced Interventions: Their expertise encompasses airway management, trauma stabilization, mobile ultrasound, and the precise administration of IV fluids and critical medications.
  • Coordinate Escalations: When higher-level care is required, PJs leverage meticulously crafted PACE (Primary, Alternate, Contingency, Emergency) plans to ensure fluid transportation to hospitals or specialized facilities, minimizing delays and complications.
  • Medical Training: PJs can provide medical training to clients’ staff, including house staff, and security staff from first aid, basic life support, airway management, and hemorrhage control, and helping provide medical treatment that could be tailored to clients’ medical threat assessment based on clients’ discretion.

Why This Matters for Executives

In the fast-paced world of high-net-worth individuals, time is invaluable, and discretion is essential. PJs offer a caliber of medical care and logistical expertise uniquely suited to the lifestyles of executives in diverse settings:

  • Residential Leisure: Whether at home or during vacations, PJs safeguard the health and well-being of clients and their families, addressing medical concerns on-call and in complete privacy.
  • Events and Social Gatherings: During high-profile events or exclusive functions, PJs provide a discreet safety net, seamlessly blending into the environment while remaining vigilant and prepared to respond to any situation.
  • Sporting and Adventure Activities: For clients engaging in high-risk activities or adventurous hobbies, PJs offer immediate medical readiness and have the skills to participate alongside their clients, providing safety and camaraderie shoulder-to-shoulder.

Whether managing medical situations behind the scenes or crafting contingency plans for unforeseen events, PJs embody a calm yet commanding presence. They keep their clients protected, confident, and focused on their priorities, free from distractions or unnecessary exposure.

Austere Medicine and International Travel

Pararescuemen thrive in the world’s most remote and challenging environments, offering tailored support for international travel, adventurous lifestyles, and unexpected emergencies. Their advanced skills provide specific solutions to client’s unique needs:

  • Prolonged Field Care (PFC): In areas without nearby hospitals, PJs can stabilize and treat injuries or illnesses for extended periods, by using advanced medical technology such as point-of-care ultrasound, advanced medications that are usually reserved for hospital use under physician supervision, ensuring safety and comfort during critical moments. Additionally, they coordinate their rescue operations, eliminating reliance on unvetted local resources or delays in emergency responses.
  • Helicopter Hoist Rescue: Ideal for clients exploring mountainous terrain or remote islands, PJs are trained to perform precision hoist extractions, ensuring rapid and safe evacuation in challenging environments. Whether assisting with recreational adventures or urgent rescues, this capability offers unparalleled peace of mind.
  • Dive Masters: Besides underwater rescue, PJs can supervise recreational scuba diving trips, ensuring the safety of clients and their families. They also support asset recovery, such as locating lost valuables or equipment in marine environments.
  • Mountaineering: PJs provide advanced technical rescue capabilities when clients venture into rugged or high-altitude terrains. From mitigating risks during alpine excursions to performing high-angle extractions, they ensure safety without limiting adventure.
  • Parachuting: PJs can jumpmaster and skydive with their clients and offer tandem skydiving expertise for those seeking unique recreational experiences or access to remote destinations. Whether descending next to a private vessel, exploring uncharted landscapes, or jumping in supplies, they ensure every mission is executed precisely and safely.

In conclusion, Pararescuemen go beyond protection, offering a unique blend of medical proficiency, tactical agility, and personal trust. They stand as pillars of confidence, empowering clients to explore life’s possibilities without compromise. For executives seeking a unique blend of professionalism, precision, and care, a PJ offers more than safety—they welcome you into their elite unit.

 About the Authors

Co-Author Anthony Goulart, founder and CEO of XPJ, established the company as a ‘unit after the unit,’ where veteran Pararescuemen showcase their unmatched skills in the private sector. Leveraging 10 years of experience as a Pararescueman, Anthony has guided XPJ to become a trusted provider of elite rescue, medical, and risk management services. For the past three years in the private sector, he has excelled in executive protection, tailored training programs, and life-saving medical evacuations.

Co-Author Michael Guirguis, MD, is an Emergency Room Physician and Reserve Sheriff Deputy for San Bernardino Sheriff Air Rescue, with extensive experience in pre-hospital care. Along with his role as a multi-state licensed working EP professional, he is the Founder & Chief Medical Officer at Raven Medical Support Group, which provides consulting, medical direction, and oversight for private family office and corporate executive protection programs, and Chief Medical Officer for XPJ, contracting SOF Pararescumen Paramedics to augment the medical needs of EP teams.

The Value of Trust and Confidence in the Digital Age of Executive Protection

By
Kevin Dye
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0
Trust and Confidence
Trust and Confidence

 You don’t need to look much farther than the constant feed of news headlines to see interviews of “former” bodyguards detailing salacious personal information about their former celebrity clients. Blackmail plots by former bodyguards like Markus Fritsche or tell-all interviews by Mark Behar, Bill Whitfield, and Javon Beard are unfortunately commonplace in today’s executive protection marketplace. 

Fritsche is accused of extorting £ 12 million from Formula 1 legend Michael Schumacher for personal photographs Fritsche intended to leak on the dark web.  Behar, Kris Jenner’s former bodyguard, made statements to media outlets regarding Kris Jenner and her family, and Whitfield and Beard penned a book on Michael Jackson’s personal life after performing protection duties for him for a short time. 

Whether the motivation is financial gain or the need for public notoriety and personal celebrity, the degradation of trust within the ranks of protectors significantly impacts the entire executive protection industry.   

The executive protection career field faces growing challenges in maintaining confidentiality in an era marked by continuously growing digital exposure. This article examines the need for discretion and confidentiality in protective operations, emphasizing each protector’s critical role in preserving the trust of employers, supporting the safety and privacy of high-profile individuals, and the negative consequences of failing to uphold these basic principles. 

Differing Standards and Expectations 

Within the wide career field of protection, federal agents in U.S. law enforcement agencies are issued credentials that identify them, their agency, and their law enforcement powers.  Many reading this refer to these credentials as the “Magic Badge” because they allow federal agents to give direction with legal authority.   

Unique to the U.S. Secret Service is the additional inscription stating “and is commended as being worthy of Trust and Confidence.”  This is a point of pride with most Secret Service agents and those who violate that trust within its ranks are considered pariahs.  In federal service, you are held to a personal and professional standard that provides you with access that few have.  Trust is implied by your successful completion of an SCI Top Secret National Security background check.  If you cannot be trusted, your clearance is removed, and you simply don’t have a job.  There’s a reason they call it the Secret Service.   

In the private sector of the executive protection career field, privacy is much less regulated and more inferred for business survival than legally mandated.  Your reputation precedes you even before you sign a Non-Disclosure Agreement, and discussing a client’s personal behaviors while under your care is a quick way to destroy any chance of working in this industry again. 

So why with the inevitability of losing future employment and personal reputational damage do executive protection professionals continue to violate the trust of their protectees in articles, books, interviews, and promotional advertising?   

The nature and proximity of those actively working in executive protection play a critical role in safeguarding the safety, well-being, and privacy of high-profile individuals, including corporate executives, government officials, and celebrities. In carrying out their responsibilities, executive protection professionals must prioritize discretion and maintain a high level of secrecy or lose the access needed to remain close to their protectee.

You can’t provide close protection if you aren’t close.  When protectees choose executive protection professionals and firms, they often select them based on personal referrals.  Using a protectee’s likeness in your advertising or posting videos on YouTube reflecting your EP Cool Guy prowess (or proximity) is a fast way to establish publicly the limited emphasis you place on client privacy.   

Privacy and Confidentiality as a Norm 

For starters, EP professionals must understand that privacy is a fundamental aspect of their positions. To be recognized as a professional, it must be understood that protecting a client’s privacy is part of your core duties.  Protectees hire EP professionals for their skills AND their commitment to confidentiality.

Discretion extends beyond contractual obligations and should permeate personal communications, advertising, and future employment considerations. Upholding the trust of a client is crucial for maintaining your professional integrity and establishing a reputation as a professional protector. 

UHNW protectees “talk” to each other and your “silent service” may open doors to future employment by simply doing your job and remaining discreet.  Outside of the contract sector of executive protection, Fortune 500 companies routinely select future employees as protection agents from the roles of former federal agencies or experienced corporate security professionals.  It is implied at this level that your employment is connected to your trust but is reinforced by corporate policies on information security.    

Generally, as your protectee becomes more familiar and comfortable in your presence, they begin to be less apprehensive and expose personal behaviors that are intended to be private.  UHNW clients have small circles of trusted staff and friends, and to remain in that circle, protectors have to assume the responsibility of maintaining confidentiality.  This does not mean you must accept criminal behaviors in your presence, but all people have embarrassing or personal moments that do not need exposure to the public. 

Domestic arguments, intoxication, and socially awkward moments do not rise to the level of crimes but can damage a client’s reputation based on the public’s interest.  Additionally, the people you were hired to protect often have sensitive personal and professional information or lifestyles that, if exposed, could lead to reputational harm, security breaches, or even potential threats.

Executive protection professionals must handle this information with utmost care and ensure that it remains confidential to maintain the trust and safety of their clients.   

Information Security Concerns 

The potential risks associated with information exposure should never be underestimated. Adversaries can exploit leaked schedules, logistics, or security protocols to undermine protection operations and target corporate leaders. By prioritizing confidentiality, protection teams can reduce the chances of adversaries identifying weaknesses or exploiting vulnerabilities. Similarly, clients should exercise caution in their own social media presence to avoid telegraphing their location to potential attackers. 

The importance of discretion and information security in personal protection has once again taken center stage. Recently, Brian Thompson, the CEO of United Healthcare, was tragically shot outside the New York Hilton Midtown.

At the time of his murder, Thompson lacked a protective detail, and it’s believed that publicly accessible schedules and logistics for his upcoming appearance at the company’s annual investor conference may have played a role in the incident. The absence of protective coverage for such a public event, coupled with known security concerns, will likely spark ongoing debate for years to come. In light of this tragedy, how can executives safeguard themselves without a physical security presence? 

The first step in preventing adversaries from effectively targeting corporate leaders or undermining executive protection operations is to prioritize discretion and confidentiality. While additional protective measures—such as operational coverage, advance planning, and counter-surveillance—are essential for executives at this level, they must be built on a foundation of privacy. 

Minimizing Unwanted Public Attention 

Your clients may attract significant public and media attention based on their celebrity or position alone. Security starts with you as a protector, but your client should not flaunt their lavish lifestyle on social media by posting pictures with luxury vehicles and handfuls of cash. 

Just ask social media influencer @iishtheceo who was attacked at his home in Hollywood.  By prioritizing confidentiality as a part of your operational planning, executive protection professionals can minimize unwanted public attention through operational planning and avoid unwanted attention by those with malicious intent.

Detailed logistical planning can also reduce distractions and support a more controlled environment for those under your protection, allowing them to focus on their professional responsibilities without unnecessary disruptions.  The significant time spent by your clients in avoiding and mitigating these incidents can be better spent on business or personal endeavors.   

The Problems with Personal Electronics Use 

One of the many ways that protectors degrade trust is through the use of their personal electronics.  Whether using Facebook, YouTube, or other social media posts before or during current protective operations or communicating personal and publicly unavailable information to others without consent, protectors can cause unimaginable damage and client embarrassment with a simple photo or post.  You should always consider the possibility that you and your team are the target for exploitation by others because of your access to your protectee.   

The use of metadata in photographs can also have unintended negative consequences. Sharing images online, even seemingly benign ones, can inadvertently reveal sensitive information such as location or routines.

Adversaries can exploit this data for surveillance or targeted attacks. Protectors should be mindful of their personal electronics usage and ensure that their actions do not compromise the privacy and security of their clients.

Metadata is routinely utilized to track and monitor individuals, just look at the marketing and advertisements you receive on your cell phone based on your cellular use and personal location. When photos are shared online, the embedded metadata can be exploited to create a digital trail of a person’s movements and activities. As a protector, a potential bad actor doesn’t need the protectee to post information (even though many do), they simply have to monitor “your” activity.   

Cellular tracking applications, which rely on GPS technology to pinpoint the real-time location of a device or individual, are another electronic protection concern.  If cellular tracking applications are not properly secured, they can be vulnerable to hacking or unauthorized access.

If malicious actors gain access to the tracking data, they can potentially follow individuals without their knowledge or consent. Adversaries don’t need to install GPS trackers or Air Tags on vehicles, they just need to exploit your personal devices.   This unauthorized access can result in stalking, harassment, or even targeted attacks.  Here are the ten most popular cell phone tracking applications using GPS technology: 

  • Find My iPhone (iOS) 
  • Find My Device (Android) 
  • Life360 
  • mSpy 
  • FlexiSPY 
  • GPS Phone Tracker 
  • Family Locator & Safety App – Life360 
  • FamiSafe 
  • Cocospy 
  • Spyzie 

Having educated discussions with your protectee about electronic security protection and use is the new norm in modern protective operations.  Protectors must move outside of their focus on physical protection to address the intangible threats.  It is also important to remember to always adhere to the legal and ethical guidelines when using any tracking applications associated with your protectee that you may have access to.   

​Reputational Risks 

Social media has become a fundamental aspect of our everyday lives, transforming the way we communicate, connect, and share information. However, the widespread influence of these platforms also has drawbacks, especially concerning protective operations. A primary risk for corporations is reputational damage.

Negative comments, viral posts, or online campaigns can swiftly harm a company’s reputation. Instances of customer dissatisfaction, product recalls, or unethical behavior can rapidly gain traction in today’s information-driven world, leading to significant public backlash and a decrease in consumer trust.

The fast-paced and uncontrollable nature of social media amplifies these challenges, making reputation management a complex task. Compounding this issue, younger protection professionals have grown accustomed to constant online availability as a cultural norm. For many Gen X – Gen Z protectors, working without immediate access to their mobile devices seems almost unfathomable. This combined with the temptation for some to promote their EP company through the celebrity of others creates a struggle between acceptable and unacceptable personal information releases. 

Public comments and posts by executive protection professionals discussing a business or protectee can create significant issues that are completely avoidable and unnecessary.  Protectors represent their protectee and their company in executing their duties and in all communications.  To mitigate these issues, organizations must establish clear social media policies and guide employees on responsible online conduct. 

Conclusion 

For both operational and personal privacy reasons, it is clear that executive protection professionals must remain vigilant in limiting the exposure of intimate personal information and the private communications of their clients.  Despite what you see or hear online, PROTECTION ISN’T ABOUT YOU. 

Protection isn’t a “Lifestyle” or cool tagline to promote yourself or your social media presence,…it’s your duty.  When you begin to think you’re an EP Cool Guy because of your proximity to actual UHNW clients, you’ve already failed.  Your protective operational coverage should be seamless, unspoken, and unnoticed, even after you complete an assignment. 

Your dedication to privacy and professional service will be rewarded later in continued employment and future contracts.  Every protector should support confidential service as the norm and remain steadfast in denigrating those who violate trust in this industry.  We all know it’s a dangerous world (at least some do), so don’t create security issues through your lack of privacy.  Discretion isn’t just the better part of valor, it’s the necessary ingredient of close protection.     

Frontline Protection – More Than a One-Sided Concept 

By
Matthew Porcelli
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0
Frontline Protection
Frontline Protection

As we progress through the first quarter of the 21st century and soon into 2025, frontline protection services remain anything but a stagnant business.  With fluctuating markets, client(s) demands, and developing risks, private security teams are tasked with sharpening their acumen in disciplines that reach far beyond access control.  This is not a cookie-cutter business.  The diversity of clientele and constantly evolving threats make each assignment, (temporary or permanent), unique. 

When private security became a norm in the form of night watchmen, almost 100 years ago, diversity in duty and occupation was largely unheard of and shifts, although important, were mundane. Now, private security, specifically frontline security teams, are tasked with a plethora of duties to fit clientele and organizational needs; however, the four skills that remain the most important in contemporary frontline protection are security, safety, customer service, and technology. 

Security

The concept of keeping someone or something secure in its totality is an objective but not definitive.  Meaning that no matter how difficult you harden a target such as the principal on an executive protection detail, a Class A corporate asset, or brand reputation, nothing is 100% free from risk. 

Contract security providers are in the business first and foremost to provide the service of security through trained personnel.  30-40 years ago, many organizations used to retain proprietary security officers; however, this was deemed not financially pragmatic and contracting/sub-contracting private security officers became more common.  Depending on the specifications of the client(s), frontline security officers’ primary objectives albeit having evolved, are access control and ensuring that unauthorized individuals do not penetrate from non-sterile into sterile areas. 

Safety 

Safety and security have been one and the same for the last few decades; however, they did not really come to light until the COVID-19 pandemic.  Furthermore, this is not limited to just airborne illness prevention.  Many locations are susceptible to safety hazards that may cause injury and liability to clients, their visitors, and the public. 

Frontline security officers are often posted in areas where safety hazards are the most prevalent such as lobbies, loading docks, parking decks, construction areas, etc., and offer the most beneficial aid when it comes to safety hazard awareness and mitigation.  Proactivity is imperative.  There is a shared responsibility that exists.  Clients and organizations depend on frontline security officers not only as guardians of access control but also to observe and report security and safety-related hazards.   

Customer Service 

Security, much as its law enforcement counterpart, began and in part remains as a quasi-military organization.  The latter; however, is not something that is often expressed in requests for proposals (RFPs), with potential or renewing client(s) as frontline security has evolved to include a concierge service.

There is a change of mindset that must take place for those who have worked in the public sector and have now transitioned to the private sector.  For example, this might be a secondary career for a law enforcement officer, which in a prior career, he/she/they were able to take away someone’s freedom via an arrest and/or had to display a tougher demeanor, but in the contract security realm, specifically in a corporate setting, there is a welcoming expectation for clients. 

As stated earlier, contracting/subcontracting personnel is often seen as a financially feasible alternative to retaining internal personnel, which in this case would be a concierge/reception. 

Security officers in lobbies, loading docks, parking garages/lots, and other points of access are not tasked with concierge/reception duties while concurrently ensuring proper access control.  This adds another important skill set that must be maintained in the security officer’s repertoire because he/she/they act as an ambassador (i.e. – face) of the organization/tenant/client, which a guest/the public, visits or perceives. 

For example, if the guest of a tenant housed within a Class A office space has a first impression, whether it be great, good, bad, or horrible, with the first person they see in the building, which would be the security/concierge officer, the visitor often does not judge the contracting service provider, (unless a visible patch displaying the name of the security company is present), but will judge the overall experience of the building.  As the adage goes, you can only make a first impression once. 

Technology 

The fourth pillar of frontline protection is a force multiplier that adds to the efficiency, eco-friendly, and effectiveness of security officers as they carry out their duties. Paper incident reports logbooks, and training forms continue to become a thing of the past with new and emerging technology.

Not only are contract security services updating their patrol technology and incident report documentation platforms but also client(s) are modernizing their access control and physical security equipment in a way that they become an artificial arm for frontline security to use to ensure a pleasant, and yet concurrently secure the environment for those they are contracted to protect. 

This often, however, sets its own challenges for some of the frontline workforce as some are not as versed in contemporary technology and might have a timid approach.  At this juncture, it is paramount that frontline security supervision and management act as coaches, trainers, and conduits for the technology.  Remaining on hand to assist a timid officer and patiently explaining and guiding towards successfully understanding security goes a long way. 

Many of the above skills are not difficult to acquire. Interestingly, many frontline security teams, regardless of their rung on the career ladder, already have them in their psychological arsenal and are ready to apply. 

The trick is for security and organizational leadership to cultivate and inspire these attributes. Sadly, some frontline security officers are not entering into the industry with the highest image of pride thanks to unjust portrayals from Hollywood or stigmatized labels such as, “mall cop,” or, “rent-a-cop.” 

However, the best way to break a stigma is to prove it false.  Each of the pillars of frontline protection provides a more wholesome benefit not only for the protection of the asset(s) from the frontline but also exhibited personally within the security professional.   

Corporate Security Responses to Organized Protest Activity 

By
Kevin Dye
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0
Protest Activity 

Protest activity has always been an effective force for social change, often challenging the status quo and raising awareness for a wide range of issues.  It has also been destructive when peaceful assembly moves into confrontational gatherings. 

In recent years, U.S. corporations have increasingly found themselves as the targets of negative protest activity seeking a response to the demands and concerns raised by protesters.  Protest activities worldwide have demonstrated increased sophistication in tactics and organizational capabilities and have evolved to leverage technology, social media, and strategic planning to amplify their messaging and achieve their objectives. This article will examine various groups, tactics, and responses to highlight the growing sophistication of protest activity and the influence it has on corporations.   

To prepare for protester activity, corporate security leaders must first understand the types of protests that can be leveraged against their companies when developing plans to counter or manage the activity.  It is important to recognize that protest types often fall into many groupings despite their centralized theme and motivation.   

Protest Types 

Boycotts and Demonstrations

A common form of protest activity is centered on organized boycotts and demonstrations, which allow protesters to voice their grievances.  In recent years, there have been boycotts and protests against companies like Nike, Amazon, and Nestlé due to concerns related to labor practices, environmental impact, or alleged unethical behavior.  Extinction Rebellion (XR) has gained recent attention for its disruptive protest tactics aimed at raising awareness for climate change.

Using methods such as road blockades, mass arrests, aircraft vandalism, and public demonstrations, XR has disrupted company operations in several major international cities.  The group’s strategic planning, non-violent civil disobedience, and ability to generate media coverage have shown effectiveness in garnering fringe public support.  The Pro-Democracy movement in Hong Kong is another effective protest group that has displayed remarkable tactical adaptability in response to heavy government restrictions.

Protesters have employed a decentralized organizational model, encrypted messaging apps, and creative strategies to outmaneuver authorities. Their use of flash mobs, human chains, and innovative communication methods and coordination has challenged traditional security measures and posed unique tests for law enforcement responses. 

Divestment Campaigns

Another financially centered protest activity advocates for divestment from companies involved in controversial industries or practices. For example, protest campaigns against fossil fuel companies have called on universities, pension funds, and other fiscally centered institutions to divest from fossil fuel-related investments by pressuring these corporations to address climate change concerns. 

More recent protests at major universities have also centered on the Israeli conflict, foreign financial associations, and perceived national support of public policies.  The Yellow Vest movement in France highlights the challenges posed by social fragmentation in protest activity which has become commonplace within modern protest groups. Initially sparked by fuel price hikes, the movement expanded its protest activity to encompass broader socioeconomic grievances and divestment demands.

Its lack of centralized leadership and the diverse ideological backgrounds of its members have made it challenging for authorities to engage in constructive dialogue and address the underlying protester concerns effectively.  Currently, these divestment campaigns range widely from conservative media campaigns to geo-political anti-Russian messaging.    

Supply Chain Activism

 Activists may target corporations with social campaigns focused specifically on their supply chains. This includes advocating for fair labor practices, product sourcing and improved working conditions in factories or farms that supply goods to multinational corporations.

The “Sweatshop-Free” movement is one example of this type of activism.  Supply chain activism can be used to overload existing corporate processes and includes cyber hacktivist activity as one of the many tools used by protesters to disrupt corporate operations.  Cyber attacks have the ability to cause large economic losses and damage to corporate infrastructure.  “FloodNet” software tools have been used by protest groups for virtual sit-ins by overloading corporate websites with e-mails and crashing e-commerce sites. Most recently, the goal of cyber protestors and hacktivists has been to intentionally destroy networks and data, rather than bring public attention to or embarrass corporations.   

Environmental Activism 

Protesters often target corporations involved in industries perceived as harmful to the environment. This can include protests against companies in the fossil fuel, deforestation, or chemical manufacturing sectors. For instance, protests against oil and gas companies seeking to develop new pipelines or extract fossil fuels in new areas and with new means have gained significant attention in recent years. 

The Sunrise Movement, a youth-led organization focused on climate activism, is one such group and has effectively protested against companies like ExxonMobil, JPMorgan Chase, and BlackRock, demanding divestment from fossil fuels, transitioning to renewable energy, and holding corporations accountable for their environmental impact. 

The Rainforest Action Network (RAN) has targeted private corporations involved in deforestation and perceived negative environmental practices. RAN has protested against companies like Chevron, Bank of America, and JPMorgan Chase, calling for an end to financing activities contributing to rainforest destruction and climate change.  

Human Rights Concerns

American corporations operating in other countries that follow dissimilar human rights practices may face protests calling for improved labor conditions, fair wages, or an end to complicity with oppressive governmental regimes. Companies operating in industries such as technology, apparel, or natural resource mining routinely face criticism and protests centered on human rights concerns. 

Human rights protest activities are not limited to foreign operating companies but also occur in the United States.  The Fight for $15 movement is an American organization that coordinates protests and strikes across the United States to demand a $15 minimum wage. They have targeted fast-food chains like McDonald’s, Wendy’s, and Burger King, highlighting income inequality and advocating for fair wages and better working conditions in the fast-food industry. 

Animal Rights Concerns 

Animal rights organizations and grassroots activists often play a significant role in organizing and coordinating successful campaigns using tactics such as peaceful demonstrations, public awareness campaigns, and online activism to advance their cause.

The Blackfish protest campaign targeting the use of marine mammals at SeaWorld is probably the most prominent animal rights protest activity in recent years, however, Fur Industry Protests, Animal Testing Campaigns, Factory Farming, Animal Transport Protests, and Animal Entertainment Industry Protests are continuous across all government and private industry sectors.   

Globalization and Trade 

Often associated with activity surrounding G8 meetings and the World Bank, protests against free trade agreements, globalization policies, and their impact on local economies and jobs often draw large crowds of civilly disobedient protesters that may impact the security of company leadership, key facilities or company assets. 

Groups like the Global Justice Movement have historically protested against the G8 and World Bank, among other international institutions. Groups in this category also include Anti-Globalization Activists, Environmental Organizations, Human Rights and Social Justice Advocates, Anarchists, and Indigenous Rights Groups. 

Online Activism

With the increase in digital device use and socially engineered online marketing campaigns, online activism has become an effective protest tool.  The goal of these groups is to use digital tools to raise awareness, organize action, and exert pressure on individuals or organizations. 

Online activists often use online petitions, social media campaigns, hashtag activism, and online fundraising for their causes.  The #MeToo movement, which targeted internet and social censorship, is probably the most effective and best-known online activism campaign. 

Social Justice and Equality 

Private corporations routinely face protests related to social justice issues. Protests against perceived discriminatory practices, lack of diversity in hiring, or unequal pay initiatives have targeted companies across various industries, including technology, finance, and entertainment. 

United Students Against Sweatshops (USAS) is a student-led organization that has protested against several private companies over labor conditions and workers’ rights. USAS has targeted clothing numerous manufacturers advocating for fair wages, safe working conditions, and the right to unionize for workers in the global apparel industry.   

Corporate Optics and Business Response Considerations 

Public Perception and Reputation

The primary purpose of protest activity is to impact a corporation’s public perception, reputation, and bottom line. In the era of social media and instant information sharing, protests can quickly gain widespread attention, potentially amplifying negative sentiment or highlighting perceived ethical or social issues associated with a company’s business practices.

The socially centered divestment campaign against Bud Light is a powerful example of the significant effectiveness of reputational damage linked directly to protests.  This public scrutiny can influence corporate decision-making as companies seek to protect their brand image, respond to stakeholder concerns, and maintain public trust.  

Consumer Activism and Market Dynamics

 Protests may reflect the sentiments and demands of consumers, who are increasingly demanding ethical, sustainable, and socially responsible best practices from the companies they support and purchase from.

Consumer activism can influence corporate decision-making by pressuring companies to align their values and operations with the expectations of their target market. In response, corporations may adjust their product offerings, sourcing practices, or corporate policies to meet evolving consumer demands and maintain market superiority.   

Stakeholder Engagement and Investor Relations 

Protest activity can prompt corporations to communicate and engage with their stakeholders more actively. Protests may draw the attention of investors, shareholders, and other stakeholders who may seek transparency and accountability from companies.

To address concerns raised by protest movements, corporations may need to establish dialogues, conduct stakeholder consultations, or adopt policies that demonstrate their commitment to sought-after business practices. Engaging with stakeholders can help inform corporate decision-making and help build trust and long-term relationships.  

Regulatory and Legal Considerations

In some instances, protesters seek the attention of government agencies to influence corporate decision-making through regulatory and legal responses. The goal is to draw attention to perceived corporate inequity and influence the oversight or revision of regulations that impact specific industries or business practices.

Corporations are then forced to navigate these changing regulatory landscapes, ensuring compliance, and adapting their strategies and operations accordingly. Legal considerations, such as potential liabilities or reputational risks, can also influence corporate decision-making in response to protest activity.   

Employee Engagement and Internal Corporate Culture 

Protest movements sometimes resonate with company employees, who may have concerns with corporate practices or social issues. To maintain a positive work environment and retain talented employees, corporations may need to address these concerns and foster an inclusive and supportive culture.

Listening to employee feedback or supporting social causes can be part of a proactive corporate response to protest activity, shaping corporate decision-making to align with employee expectations. 

Protester Rights 

When developing a security response to protest activity, corporate leaders should understand the legal implications and remedies that may follow.  Protest activity in the United States is protected by several U.S. laws and long-established legal principles.  Most countries outside of the U.S. have similar laws that follow the same principles.  The statement “Your rights end where mine begin” is the common foundation for the legal rights of all stakeholders involved in protest activity. 

Corporate security leaders must understand that while the Bill of Rights protects “peaceful” protest activities, the legal protection afforded to protesters is not absolute.  Restrictions on time, place, and manner of protests may be legally imposed to ensure public safety, prevent disruption, or balance competing interests. Additionally, the specific interpretation and application of these rights may vary in different legal contexts, subject to judicial review and evolving legal standards. 

It’s important to recognize that companies and their employees have the same rights as protesters with the additional rights of property ownership.  Coordinating with local law enforcement and pre-protest planning is essential in developing strategies to limit the negative impact of protest activity while maintaining uninterrupted business continuity.   

The First Amendment of the U.S. Constitution guarantees the right to freedom of speech, encompassing verbal, written, symbolic, and expressive forms of communication. Protesters have the expressed right to peacefully communicate their views, voice dissent, and engage in political discourse during protests.   

The First Amendment also protects the right to peacefully assemble. This includes the right to gather in public spaces, such as parks or sidewalks, for the purpose of expressing collective opinions, advocating for causes, and engaging in peaceful protest activities.  Protesters do not have the right to physically impede others or protest on private property without approval.  Security teams should interact early and often with local law enforcement to ensure timely responses to protest activity are appropriate based on the needs of the company and in the best interest of public safety for all parties.   

In addition to personal rights, the First Amendment protects the freedom of the press, which allows journalists and media organizations to cover and report on protest activities. This ensures that protest events are documented and disseminated to the public, facilitating transparency and accountability. 

The First Amendment also guarantees the right to petition the government for redress of grievances. Protesters have the right to present their concerns or demands to government officials and seek changes in policies, laws, or regulations through peaceful means. 

The Fourth Amendment protects individuals from unreasonable searches and seizures by law enforcement. This right ensures that individuals participating in protests are protected from unwarranted intrusion or harassment by authorities.  These rights are exhausted during arrest however and law enforcement officials will legally search protesters for their safety.    

The Fourteenth Amendment has been interpreted by the courts to require that individuals be treated equally under the law and that discrimination based on certain protected characteristics, such as race, ethnicity, gender, or religion, is prohibited.    

Protester Mitigations Techniques for Corporate Security 

The increased sophistication of protest groups necessitates a proactive approach by corporate security to crisis management planning. Corporate security managers must be prepared for organized and large-scale protests, understand evolving protester tactics, and develop effective and actionable security plans to counter-protest activity.

Collaborating with local law enforcement, gathering open-source intelligence, monitoring social media, and in some cases, engaging in dialogue with protest organizers through Corporate Communications channels can help mitigate a protest’s negative impact. 

As protest groups continue to evolve, it has become crucial for corporations to establish comprehensive security responses to ensure the safety of their personnel, assets, and business reputation. Corporate security responses must include considerations for continuous intelligence gathering, legal considerations, public relations – corporate communications coordination, corporate security limitations, law enforcement response techniques, and the active monitoring of pre-protest indicators. 

Effective intelligence gathering is a critical component of the corporate security response to organized protest activity. This involves monitoring and analyzing information related to potential protest groups and protest leadership through publicly available social media platforms, activist group communications, and public announcements of protest activity.

By staying informed about the scheduling, goals, tactics, and potential risks associated with protest activities, corporations can proactively assess and prepare for potential security threats, Protest groups also conduct intelligence gathering, and in most cases, elevate their activities based on historical protests and security responses. 

It is not uncommon for protesters to overcome past mitigations by security teams through trial and error and adjust their tactics.  Identifying pre-protest indicators through active monitoring of open-source intelligence (OSINT) can help corporations anticipate and prepare for potential protest activity.

These indicators may include online discussion boards, public announcements, historical patterns or anniversaries, and intelligence from credible sources. By monitoring and analyzing these indicators, corporate security teams can assess the level of risk and implement appropriate security countermeasures.   

When faced with organized protest activity, corporations must navigate the legal landscape to ensure compliance with applicable laws and regulations. Any legal response must consider the rights and freedoms of protesters, as well as the rights and responsibilities of the corporation.

Engaging corporate legal counsel to provide guidance on permissible security measures, crowd control, and potential liability issues is crucial in creating a balance between protecting corporate interests and the rights of protesters.  Corporate legal counsel should also communicate approved legal remedies for those protesters arrested during their activities when they cross the legal threshold for criminal prosecution. 

Local police agencies and prosecutors may be hesitant to arrest or even prosecute protesters who violate the law without the support of the victim company.   When considering a corporate legal response, companies have three general response options: 

Support: Openly support the protest and its cause, especially if it aligns with your company’s values. Support may boost your brand image and employee morale. 

Neutrality: Remain neutral and focus on ensuring safety and business continuity. There is always the possibility that any response may embolden protesters and even be misunderstood.  Regardless, senior company leadership and legal counsel should approve all protest responses as they may negatively impact the company.  If the protest is not directly related to your company, neutrality is often the best choice.   

Opposition: Senior Managers may choose to oppose the protest if it goes against your company’s core values. Communicating opposition to a protest group should be carefully considered and done so with sensitivity. 

When managing protest activity, in addition to public safety concerns, Corporate Security leaders must also consider corporate management policies centered around: 

Public Perception: How the public perceives your company’s actions and stance in relation to the protest heavily influences your reputation, customer loyalty, and investor confidence. 

Brand Image: Protests can significantly impact your brand image, either positively or negatively, depending on how you handle the situation. Aligning with public sentiment on social issues can enhance your image while mishandling it can lead to boycotts and possible damage. 

Employee Morale: Your employees are also stakeholders. Their perception of your company’s response to protests can affect morale, productivity, and retention. 

Media Coverage: Protests often attract media attention. How you respond will be scrutinized and can shape the narrative surrounding your company.  All security personnel should understand that their actions and responses when interacting with protesters will be filmed and, in many cases, manipulated by protesters for the benefit of their cause.     

Managing public relations and corporate communications during organized protests is essential for maintaining a positive corporate image and brand protection. Effective public relations coordination involves developing messaging that demonstrates respect for freedom of expression while emphasizing the corporation’s commitment to the safety of its employees, customers, and the community. Transparent communication, timely updates, and engagement with stakeholders can help mitigate reputational risks and foster understanding.   

Corporate security teams should recognize their limitations when responding to organized protests. While their primary focus is protecting people and assets within the corporate environment, decision-makers may lack the training, resources, and authority to engage with protesters inside or outside their business premises.  Pre-incident collaboration with local law enforcement agencies by corporate security leaders is an integral part of the emergency response to organized protest activity.

Establishing clear lines of communication, identifying key stakeholders and decision-makers, sharing intelligence, and coordinating response plans with law enforcement can enhance the effectiveness of security measures. Law enforcement agencies possess the authority and expertise to manage protests, legally enforce laws, and ensure public safety, enabling corporations to focus on protecting their immediate surroundings and personnel.   

Corporate and Contract Executive Protection teams should always be included in the security planning and integrated responses to protest activity.  Protest activity at speaking events and specifically Heckler responses require unique planning by EP teams and event staffing. 

While the specific mission of an EP team is centralized around the protection of a limited number of key corporate leaders, the corporate security response to protest activity should be communicated for effective EP coverage and protectee logistics during protests.  In most cases, the target and intended messaging of protest groups is directed at a company’s leadership.  EP teams should participate in all planning and fully understand the intended corporate security responses to protest activity to provide situational awareness and operational protective coverage.    

Conclusion 

Organized protest activities present unique challenges for corporations and corporate security teams, requiring a comprehensive security response that balances the protection of people, assets, and reputation with respect for personal rights and constitutionally guaranteed freedoms. 

As protest activity becomes more adaptive and organized, corporate security teams should establish continuity plans, incorporating intelligence gathering, legal considerations, public relations coordination, recognition of corporate security limitations, and collaboration with law enforcement. 

With a robust intelligence program and the continued assessment of pre-protest indicators and information, corporations can enhance their ability to effectively respond to organized protest activity while maintaining a secure and productive environment for all stakeholders.    

How Security Professionals Can Play a Key Role in Reducing Violence Against Women  

By
Robert Kaiser
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Violence Against Women

Today’s security professionals carry immense responsibilities. They are entrusted with safeguarding the public, protecting events and infrastructure, managing hostile individuals, and mitigating the risks of terror attacks.  One responsibility that often receives less emphasis, however, is ensuring the safety of women—shielding them from sexual harassment, domestic abuse, stalking, drug-facilitated assaults, ‘drink spiking,’ or any other acts of violence against women.  

In this article, I aim to highlight actions that security professionals can and should take to enhance women’s safety and the specific factors they must consider.  

Building Trust with Victim Survivors  

Firstly, it is essential for all security professionals to understand that many female survivors, particularly of sexual crimes, may not readily come forward to share their experiences of abuse or violence. This reluctance often stems from fear, shame, or the belief that they won’t be taken seriously. In some cases, the perpetrator may be nearby, or the survivor may have been threatened with violence or blackmail, including threats to release images or videos taken during the abuse  

When a woman appears seriously intoxicated while her male companion seems sober, then there may well be a perfectly sound explanation such as he might be the designated driver, or he simply abstains from alcohol.

However, I believe it is also worthwhile to consider other more sinister reasons. And to prioritise the female’s safety I urge you to ask yourself a simple question: Can I recall if they arrived together, either by car or on foot? If so, they may know each other, possibly as a couple or close friends.

However, if you can’t recall their arrival together, it could indicate they met at the venue, or even that they are strangers. Due to her level of intoxication, she might be unable to express her distress, communicate her circumstances or realise that the man intends to take her somewhere else, away from her friends. In a worst-case scenario, her drink may have been spiked by that very same man with the intention of sexually assaulting her later.  

In such situations, it is vital to take discreet but firm action.

Move the man gently aside and ask if he knows her name. You or a colleague could then confirm this by asking her the same question, gauging if she recognises him. If her answer doesn’t match him, it indicates a potential issue needing your full attention. To further protect her, request her ID before she leaves, explaining your concern for her safety. You might deem a cooperative response from the man as reassuring, whereas reluctance or hostility may signal a need for additional intervention.  

If you still feel uneasy, please consider calling paramedics and state that you are doing so to assess her well-being. This step would likely also prompt her official identification and require the man to either cooperate or evade. Such actions will, of course, make it significantly more difficult for a potentially harmful individual to remove her from the scene unnoticed.  

Throughout, ensure these interactions occur within CCTV range. Clearly convey to the man that your primary concern is her safety, emphasising your commitment to her welfare and the importance of identifying both parties in case of future reports of negligence, misconduct or any wrongdoing.  

It’s of great importance to recognise that many women suffer in silence, never revealing the sometimes-horrific experiences they’ve endured.

I know several female survivors who, even today, have not shared their experiences, not with their best friends, family members, or partners, let alone with the police.  This underscores how challenging it is for security professionals to recognise when a criminal offence has occurred and when a woman urgently needs help, especially if she says, “I’m ok.”  

In these situations of instances of violence against women, security professionals play a pivotal role in creating and maintaining safe environments. By remaining vigilant and following procedures to protect vulnerable individuals, they help prevent acts of violence and harm. This approach not only safeguards women but also strengthens the overall integrity and trustworthiness of the security profession.  

It is important to understand that the responsibility for safety shouldn’t rest on female victims or potential victims. Environments, whether events, concerts, office buildings, shopping centres, or nightlife venues, must actively prioritise women’s safety. It’s time for all security professionals to take this responsibility seriously by protecting victims, engaging with perpetrators, holding them accountable, and promoting awareness of consent and bystander intervention.  

The only way security professionals can encourage survivors and those at risk of physical or sexual offences to come forward is by fostering an environment of unwavering support and empathy. This means making it unmistakably clear that there will be no judgement, only belief, sincere sympathy, unconditional help, and a commitment to women’s safety until police arrive or the complainant, or victim survivor chooses to leave. This foundation of trust is essential. It is trust that will allow others to feel safe enough to share their story without fear of disbelief or further harm.  

The Importance of Creating a Safe Space  

When security professionals witness a serious verbal confrontation involving a woman, there is often no certainty about whether a criminal offence has already occurred or if the situation is about to escalate. The single responsible course of action is to remove her from the other party, who may be a perpetrator, a direct threat, or someone using intimidation to silence her. By isolating her from this potential threat, security professionals create a safe space where survivors feel shielded from coercion and free to speak openly.  

This approach is crucial: a survivor who feels genuinely believed and supported, and senses a true commitment to her safety, is far more likely to share her experiences candidly. Taking appropriate action to make her feel secure—whether by removing her from the threat or distancing the threat itself—demonstrates respect for her autonomy and prioritises her well-being. Only by cultivating this protective, trustworthy environment can security professionals encourage individuals to trust them and feel empowered to share what has happened.  

Engaging with Potential Threats and Suspicious Individuals  

Consider the headline from 27 October 2020: “Security guard avoided Manchester Arena bomber ‘for fear of being called racist’.” A public inquiry heard that a young security guard had a “bad feeling… but didn’t have anything to justify it… and didn’t want to be labelled a racist.” This young security guard was talking about Salman Abedi, who moments later detonated a bomb at Manchester Arena, killing 22 people and injuring hundreds.  

Why mention the Manchester Arena bombing in the context of women’s safety? Because it underscores the importance of vigilance and proactive intervention. If you see a man behaving inappropriately or suspiciously, especially when it’s directed towards women, acting and saying something can make a real difference to someone.

Sexual harassment, toxic masculinity, and inappropriate behaviour towards women by men are sadly a troubling issue in today’s society. By addressing such behaviour and urging those men to act appropriately, you may prevent violence, harassment, or abuse. You don’t have to wait until you see evidence of a crime, receive a formal complaint, or hear a distressed and hurt victim cry for help. Sometimes, a quiet intervention—a simple acknowledgment that inappropriate behaviour is not acceptable—can prevent trauma and spare someone great harm.  

Security professionals hold a powerful, proactive role in mitigating risks and safeguarding those around them. By trusting their instincts and addressing red flags early, they are not only protecting physical safety but also upholding respect, dignity, and support for those who may be unable to defend themselves.  

About the Author  

Robert Kaiser is the founder and CEO of PPSS Group, and author of NEVER A VICTIM, an extensive guide dedicated to women’s safety, the most comprehensive resource of its kind to date. The guide is designed to empower women to prevent both physical and sexual violence. Spanning 514 pages and filled with numerous safety recommendations, this guide encourages women to trust their intuition, recognise potential threats, and rely on their innate ability to protect themselves.  

For over three decades, Kaiser has committed himself to understanding violence against women, focusing on sexual violence, specific acts of physical violence, and the behaviour of those who perpetrate these crimes. His work has been profoundly informed by conversations with hundreds of female survivors of sexual and physical violence, whose courage and insights he deeply values. Alongside these invaluable discussions, he has engaged in complex and challenging dialogues with perpetrators, including rapists and predators, to identify patterns and traits that often signal harmful intentions, aiming to prevent potential acts of violence.  

Executive Protection Organizations Worldwide — IPSB

By
EP Wired Desk
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0
Executive Protection Organizations Worldwide — IPSB
Executive Protection Organizations Worldwide — IPSB

For the fourth issue in our Executive Protection Organizations Worldwide series, we talked with Chuck Tobin, a Member Board Of Directors of the International Protective Security Board (IPSB).

When was the IPSB formed and why?

The International Protective Security Board (IPSB) is a non-profit organization and it was founded in 2016 with the vision of bringing the protective community together and creating opportunities for education that raise the professional bar.

The group of founders saw a need in the community, independent teams and practitioners were not collaborating to discuss best practices. The board consists of volunteers, who work tirelessly and passionately to elevate the profession.

How does the IPSB intend to address this weakness in the community?

The IPSB is driven to connect professionals around the globe. This profession is quite often performed discreetly and while many protectors cross paths in the market, their ability to benchmark and improve the professional practice is limited.

One of the first objectives the IPSB board pursued and fulfilled was to create a large forum where protectors could meet, exchange ideas, and hear from various thought leaders. They achieved this through the annual Close Protection Conference which hosts hundreds of professionals and to date is the largest gathering internationally of protection professionals.

How does the IPSB intend to continue to reach the broader international community?

Over the past two years, the IPSB has begun hosting symposiums and seminars outside of the United States. For two years in a row, we have hosted the London Protection & Intelligence Symposium and this year the Mexico EP Summit. The IPSB intends to continue to develop a series of events annually that will allow us to bring these broad global communities together across all of the continents.

Is the IPSB taking any other action to bring these communities together besides hosting these events?

Yes, we have outlined a strategy which we are currently executing on. Focusing on communities, consumers, and peer organizations, we hope to elevate this conversation. This year the IPSB signed a Memo of Understanding with ASIS International to facilitate exposure of our mission & vision to a much larger security community.

ASIS International is the world’s largest membership organization for security management professionals, with hundreds of chapters across the globe. We are also in the final stages of establishing a similar memo of understanding with the Corporate Protection Leadership Council (CPLC), a private group of protective service leaders.

These leaders oversee the protection programs of some of the largest corporations globally. Our relationship with them will further our ability to bring the consumers of protective services to our events so they can clarify their professional requirements and expectations of the industry.

Are there any other steps you are taking to bring this community together?

The IPSB, as a non-profit organization, is also investing in local grassroots executive protection community events. For many years, we hosted the Close Protection Conference in Las Vegas, NV, but we realized after many years that we were not able to reach all of the markets by being static.

We embraced the idea that the Close Protection Conference needs to move every year. We took our first daring step by moving to Dallas, TX last year and are in Nashville, TN for 2024. We have secured space in Charlotte, NC for 2025 and San Diego for 2026. This roadshow will allow us to engage with more local providers and consumers.

We hope that groups such as the Texas Executive Protection Professionals (TEPP) will evolve in each region as a result of our grassroots efforts. Over time, these communities will be able to organize themselves and share insights into localized industry practices, as well as create more opportunities for providers to identify partners.

You mentioned a few times the desire to elevate the profession, aside from seminars, symposiums, summits, and conferences, what are you doing to raise the bar? Not every protector has the time to travel to these events.

Several years ago, the IPSB, ASIS, and the University of Nebraska conducted a study of core competencies of the protection field. One of the striking findings that came from our work was that while there were many books written by authors about the various aspects of our industry, a body of knowledge that was peer-reviewed was not available.

Validation that what we were doing was right, was missing. The IPSB determined we needed to publish a journal. Now going into its second year, the Close Protection Journal, fills that void.

This journal receives pieces from the community. These pieces are edited, reviewed and published for the industry with the goal of building best practice guidance. Additionally, the IPSB has partnered with ASIS to create recommended practices in protective services. These two groups have been meeting for many years to author this recommended practice and are excited to see its publication in the coming year.

The Power of Consistency in Training and Life

By
Alan Baker
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The Power of Consistency
The Power of Consistency

Consistency is one of the most underrated yet powerful tools for success. Whether stepping onto the mat, investing in personal growth, or building strong relationships, consistency is the thread that binds all aspects of development and achievement.

In martial arts, we see this lesson clearly: every repetition, every drill, and every minute spent refining techniques accumulates into skill and mastery over time. But the importance of consistency doesn’t end in training—it’s the foundation for personal growth and meaningful relationships as well. Let’s explore how consistency shapes our lives and how to build routines that make consistency easier to achieve.

Consistency in Training: The Key to Skill and Mastery

Martial arts training requires dedication, discipline, and the patience to practice techniques repeatedly. Skills don’t develop overnight; they result from countless hours of focused effort. Each time you train, even on the days when motivation is low, you’re investing in gradual improvement. Over time, these small efforts compound, turning foundational skills into reflexes.

I often tell students that progress in training doesn’t require countless hours each week. The key isn’t always the quantity of time; it’s about making the time you invest truly count.

If you can set aside even one day a month to train and stay consistent with it, you can still make meaningful strides. It may surprise some, but I work with security teams that I only see once a year. For them, training sessions aren’t frequent, but they make it a priority to work consistently on a monthly basis. Despite these limitations, they still make measurable progress.

It’s the quality of your time that makes the difference— being intentional and fully present in each session. When you focus deeply during the time you have, you maximize the benefit, absorbing more and reinforcing skills effectively.

Consistency is a powerful multiplier here. With each session, even if infrequent, you build on previous knowledge, adding layer upon layer, reinforcing techniques, and developing muscle memory. This slow but steady approach is sustainable, allowing students and professionals alike to integrate skills into their routines and respond effectively in real situations.

Commit to a regular training schedule, even if only a few times a week or a month. The important part is to stay consistent with your schedule rather than overwhelming yourself with a demanding routine. It’s better to train three times a week consistently for a year than to train daily for a month and then quit. Start with a manageable routine and gradually increase as it becomes a habit.

Personal Growth: Small Actions Lead to Major Changes

Personal growth isn’t a sprint; it’s a marathon. The same principles that apply to training apply to our development as individuals. Whether it’s building discipline, enhancing self-awareness, or expanding our knowledge, progress in personal growth often comes from consistent, small actions. Think about reading ten pages of a book each day or dedicating five minutes to meditation. These habits may seem minor, but over time, they accumulate into significant growth.

Consistent, small actions have been a cornerstone of my life, enabling me to achieve success across martial arts, business, personal growth, and relationships. In training, steady practice over time has built a solid foundation that holds under pressure. In business, each small, daily step —developing programs and nurturing client relationships —keeps momentum going, even on tough days. Personal goals, too, grow from small, daily efforts that build lasting habits. Though each step may seem minor, their power lies in accumulation, creating meaningful progress toward even the most ambitious goals.

Set small, achievable goals for yourself in areas you want to improve. If you’re aiming to read more, start with ten minutes a day. If you want to develop mindfulness, try a short daily meditation practice. These small, consistent actions will compound over time, resulting in meaningful changes in your mindset and capabilities.

Building Strong Relationships: The Importance of Steady Investment

Relationships thrive on trust, respect, and consistent care. Just as in training and personal growth, consistency is key in maintaining and strengthening relationships.

Strong relationships aren’t built in a day; they require regular attention and effort. This might mean setting aside time for a weekly check-in with friends or family or consistently showing up to support those in your inner circle.

Your inner circle of relationships will have a powerful effect on you—more than you may realize. The people closest to you can influence your mindset, values, and overall trajectory in life. Surrounding yourself with those who uplift, support, challenge, and inspire you is essential for staying on the path to success and growth.

Make a habit of reaching out to those who matter to you, even if it’s just a short message or call. Small, consistent gestures of support and care build stronger bonds over time than grand, infrequent displays. Make a point of being present and engaged in the lives of those close to you.

Building Habits That Reinforce Consistency

Creating habits is essential for maintaining consistency. Habits are the automatic routines we fall into, and when built thoughtfully, they serve as reliable tools for achieving our goals. In training, developing a habit of showing up at a specific time makes it easier to train on difficult days. Similarly, small, intentional actions become easier when we integrate them into our routines.

Use cues and routines to build consistent habits. For example, if you want to commit to a morning workout, prepare your gear the night before and set it out as a cue. Habit stacking—pairing a new habit with an existing one —can also be helpful. If you already have a morning coffee, pair it with reading or meditation right after. By anchoring a new habit to an existing one, you reinforce consistency without adding extra decision-making.

Celebrating Small Wins and Staying Motivated

Staying consistent isn’t always easy. Motivation fluctuates, and there are days when showing up feels like a chore. However, celebrating small wins along the way can help reinforce your commitment. Recognizing these small milestones fuels motivation, reminding you that each step counts, no matter how small.

Keep track of your progress, no matter how minor. In training, it might be as simple as celebrating a successful drill or improvement in technique. For personal growth, note the moments when a new habit feels more natural or when you reach a milestone in your routine. Reflecting on how far you’ve come can renew your motivation to continue, even with small steps.

Embracing Patience: The Art of Delayed Gratification

Consistency requires patience. In today’s world, where instant results are often expected, it’s easy to feel frustrated when growth and results are slow. However, the art of delayed gratification—sticking with a goal and trusting the process—is fundamental to success.

Embrace the journey and recognize that each consistent effort is a step closer to your goals.

Remember the bigger picture. On challenging days, remind yourself why you started and visualize the long-term benefits of your efforts. By focusing on your ultimate goals rather than immediate results, you cultivate patience and strengthen your commitment to consistency.

Consistency doesn’t promise immediate results, but its long-term rewards are transformative. In martial arts, the effort put into training consistently will eventually lead to mastery. In personal growth, small daily actions become the habits that define our character. In relationships, consistent investment builds trust and resilience, creating a support network that enriches our lives.

As you pursue your goals, remember that consistency is your ally. When motivation fades, let discipline take over. When progress feels slow, trust the process. The power of consistency lies not in grand gestures but in small, steady steps that ultimately lead to greatness.

Whether on the mat, in your personal development, or in relationships, commit to showing up consistently and watch the cumulative power of your efforts lead you toward success.

Shift Your Perspective, Take Action, & Lead Yourself To Greatness

~ Sifu Alan

Executive Protection Organizations Worldwide — ICoCA

By
EP Wired Desk
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0
ICOCA
ICOCA

For the third issue in our Executive Protection Organizations Worldwide series, we talked with the team behind ICoCa.

Give a brief overview about your association (short history, why it was created etc.) 

ICoCA, the Responsible Security Association, is the leading international organisation dedicated to promoting responsible, transparent and accountable private security practices worldwide that respect human rights, international humanitarian law and the rule of law, safeguarding communities through robust oversight, collaboration and capacity building. 

Established in 2013, ICoCA oversees compliance with the International Code of Conduct for Private Security Providers (“the Code”), which was introduced in 2010 to address concerns about unregulated private security activities in conflict zones and high-risk environments. Grounded in the United Nations Guiding Principles on Business and Human Rights and other international norms, ICoCA fosters private security practices that align with globally recognised standards through a multi-stakeholder approach and a robust framework of certification, monitoring and grievance mechanisms. 

By integrating human rights due diligence into the operations of its Member and Affiliate companies and collaborating closely with governments, civil society, and industry, ICoCA mitigates risks of substandard practices in challenging environments and global supply chains. Its diverse membership and commitment to accountability make it a unique organisation addressing human rights and humanitarian law risks in the private security industry. 

 What kind of professional development opportunities do your members experience? 

Members and Affiliates of ICoCA enjoy a diverse range of professional development opportunities aimed at fostering continuous growth while upholding the highest standards of human rights and operational excellence. 

One of the key components is our rigorous certification and accreditation process. Companies seeking membership undergo a thorough evaluation to validate their adherence to the Code and relevant standards. This process includes comprehensive assessments that promote compliance and ongoing improvement, enabling Members and Affiliates to enhance their processes, policies, and operational efficiencies. 

We also offer specialised training programmes tailored to our Members and Affiliates’ needs, focusing on crucial topics such as human rights, the Code, the use of force and the prevention of sexual exploitation and abuse. These online training courses equip Members and Affiliates with essential knowledge and skills, supporting their professional growth. 

Additionally, ICoCA provides access to a wealth of resources and guidance, including guidelines, reports, and case studies. These materials help Members and Affiliates stay informed about the latest developments and trends in the industry, enabling them to adapt and innovate in their practices. 

Regular workshops and seminars create a platform for Members and Affiliates to engage with experts, discuss emerging issues and share knowledge on various aspects of private security and human rights. These interactive sessions encourage collaboration and facilitate learning among Members and Affiliates, promoting a culture of innovation and best practices. 

 What are the benefits of a Membership to your association only unique to you? 

Membership in ICoCA offers several unique benefits that set us apart. One of the most significant advantages is our robust certification process tailored specifically for private security service providers. This process establishes clear standards for ethical practices and provides a globally recognised framework for compliance, in line with international standards and norms. This allows Members and Affiliates to demonstrate their commitment to responsible security operations, enhancing their credibility and trustworthiness in the eyes of clients and stakeholders. 

An increasing number of businesses and corporations now require ICoCA membership as a prerequisite for contract opportunities with private security providers (PSPs). Being a part of ICoCA signals to potential clients that a company adheres to high ethical standards, helping them meet regulatory requirements. This gives Members and Affiliates a competitive edge in the marketplace and ensures they are preferred partners for organisations that prioritise responsible and accountable private security practices. 

A multi-stakeholder initiative, ICoCA brings together governments, civil society organisations, private security providers, and their clients to collaborate on best practices and shared challenges. This collaborative environment not only enables Members and Affiliates to engage in meaningful dialogue and gain insights from diverse perspectives but also creates valuable networking opportunities. By connecting with various stakeholders, Members and Affiliates can facilitate continuous improvement and innovation in their practices while expanding their professional networks within the industry. 

How would you enforce or monitor members to ensure they’re following your industry standards? 

ICoCA monitors its Members and Affiliates in several ways. First, they are required to submit an annual report to the Association based on a set of 450+ Code based indicators. Companies that fail to report are expelled from the Association. ICoCA also conducts monitoring missions, visiting companies in country and meeting with their clients and other relevant stakeholders. 

The certification scheme described above ensures that Certified Members undergo in-person external audits every three years, along with annual checks. Additionally, ICoCA’s civil society pillar plays a critical role as eyes and ears on the ground, gathering intelligence and helping companies raise their standards in compliance with the Code. As an Association, ICoCA’s network is also an important conduit for gathering and sharing information and intelligence about both Members and non-Members alike. 

 Why should practitioners or EP companies only adopt your standards and not others? What sets you apart compared to other organizations and standards? 

ICoCA is the only multi-stakeholder initiative mandated to raise standards in the private security sector, with no competitors in this space. ICoCA’s certification scheme is linked to a number of international standards.

To attain ICoCA certification, a company must first meet at least one of the ICoCA-recognised standards (currently ISO 18788, ISO 28007, and/or PSC.1) through an approved Certification Body. This last requirement is critical as ICoCA establishes minimum requirements for Certification Bodies themselves, ensuring end users can trust that robust audits have been conducted by industry specialists.

What sets ICoCA apart from other multi-stakeholder initiatives, therefore, are its rigorous diligence processes, including third-party verification to recognised international standards. These processes provide clients with unparalleled confidence in the standards upheld and bring transparency to a sector often considered opaque. 

While ICoCA’s remit is relatively narrow, in that it doesn’t cover the full range of potential human rights risks a company may be confronted with, its deep expertise and specialised knowledge of private security risks give clients the confidence that rigorous human rights due diligence are conducted on one of the highest-risk areas of their value chain. 

 What impact do you see the standards making in 5 years? Which challenges do you need to overcome to accomplish your standardization goals? 

In five years, we envision that the ICoCA standards will play a crucial role in enhancing integrity and accountability within the private security sector. By establishing a unified benchmark, we expect to foster greater trust between security providers and their clients, ultimately leading to more transparent, legally compliant, and ethical practices across the industry. This culture of continuous improvement will not only elevate operational excellence but also ensure that security services are aligned with international human rights standards. 

However, one significant hurdle in achieving these goals is securing buy-in from a diverse range of stakeholders, as some may be resistant to change or hesitant to adopt new standards, which have a cost. Additionally, we must ensure that all companies, particularly smaller firms, have access to the necessary resources and training to comply effectively. Enhancing mechanisms for monitoring compliance and addressing any violations will also be essential to maintain the integrity of our standards. Finally, we must remain agile in adapting to new and emerging security risks, ensuring that our standards evolve in tandem with the changing landscape. 

By addressing these challenges through collaborative efforts and open dialogue with all stakeholders, we are confident that ICoCA can successfully drive meaningful change in the sector.  

 How will your organization expand globally and bring the standards worldwide? 

As a multi-stakeholder initiative, ICoCA is committed to global growth by actively engaging with international stakeholders, including private security companies, their clients, governments, and civil society organisations. We will continue to leverage our existing network to build impactful partnerships that facilitate the adoption of our standards in various regions. 

To raise awareness about our standards and their significance in promoting ethical and legally tested practices within the private security sector, we will participate in global forums and regional initiatives. This includes attending industry-specific events and engaging high-risk sectors like extractives, where security challenges are most pronounced. 

Recognising that a one-size-fits-all approach doesn’t work, ICoCA will prioritise customised human rights due diligence for PSPs operating in diverse, high-risk contexts. We will emphasise local engagement and integrate regional dynamics into risk management strategies. By focusing on tailored solutions, ICoCA aims to ensure that PSPs respect human rights while adapting international standards to local realities, especially in areas with weak governance. 

Are there any technological advancements you’re currently using you think could benefit others in the industry? 

Like many organisations, the pandemic forced ICoCA to adapt its operating model, particularly regarding its training programmes. Back in March 2020, we were about to send staff to Haiti to conduct in-person training on the prevention of sexual exploitation and abuse, but travel restrictions and lockdowns required us to rethink our approach. 

This shift has worked to our advantage in many ways. Since then, we’ve developed an online training platform with courses available in multiple languages for employees of all our Member and Affiliate companies who have internet access. While it’s not perfect and there are still accessibility issues related to technology and literacy, we can now reach a much wider audience at a fraction of the cost. We’re also able to share resources through our learning platform, which has been well-received by our companies. 

 How will the industry benefit from your association in the near future? 

Through our 2024-2030 Strategic Plan, ICoCA aims to elevate international standards for human rights and humanitarian law in the private security industry by focusing on four main areas. 

First, we will advocate for fair employment standards for the over 30 million security personnel we estimate to work in the sector worldwide, addressing critical issues such as low wages and inadequate training. By promoting fair labour practices, we aim to create safer working environments for both security personnel and the communities they protect. 

Second, we will enhance accountability for human rights abuses through improved monitoring and grievance procedures. By establishing robust mechanisms for reporting violations, we ensure that victims have better access to justice, aligning our efforts with international frameworks like the UN Guiding Principles on Business and Human Rights. 

Third, as the industry evolves, ICoCA will focus on promoting responsible security practices in the just energy transition. Given the impending rush for critical minerals facilitating this transition, many of which are found in fragile and complex contexts, we will collaborate with stakeholders to address the unique challenges of protecting resources while respecting community rights. 

Finally, ICoCA will tackle the ethical use of new technologies like AI and drones within the private security sector. By setting clear standards and regulatory frameworks, we aim to mitigate risks associated with these innovations and promote responsible deployment in security operations. 

Overall, ICoCA’s initiatives will foster a more accountable, responsible, and human rights-oriented private security sector, benefiting all stakeholders involved. 

What do you think about the results of the UNI Global Union survey saying that “One in five security workers feel “very unsafe” in their jobs and that approximately 50% have experienced at least one form of harassment or discrimination on the job?” How do you believe that could be remedied? 

The survey findings are deeply concerning and highlight critical issues within the private security sector, particularly regarding personnel working conditions. They echo our research conducted with UNI Global Union and the University of Denver from 2022 to 2023, resulting in the study “𝘞𝘩𝘦𝘯 𝘵𝘩𝘦 𝘈𝘣𝘶𝘴𝘦𝘥 𝘉𝘦𝘤𝘰𝘮𝘦𝘴 𝘵𝘩𝘦 𝘈𝘣𝘶𝘴𝘦𝘳“. In alignment with ICoCA’s mission, this research examined working conditions in the private security industry through a human rights lens, assessing their impact on personnel rights and their influence on how personnel treat the public. 

The human rights community often views uniformed personnel as potential abusers, overlooking their experiences and the necessity to improve their working conditions to prevent misuse of power. Our research highlights the “race to the bottom” phenomenon in the private security industry, driven by clients and companies cutting costs, leading to minimum wages and inadequate working conditions. 

Clients of private security providers are crucial to this improvement, as they shape industry standards by establishing benchmarks that PSPs must meet. From procurement to contract monitoring and incident reporting, clients can drive higher standards. However, cost often takes precedence over quality, with many companies opting for the lowest bids. By paying fair prices and demanding standards like ICoCA Certification, clients not only encourage security companies to invest in vetting, training, and fair treatment of employees but also protect their own reputation. Prioritising cost over quality can result in reduced staff training, lower wages, and longer hours, which poses risks to both organisations and communities. 

Our findings propose solutions and urge clients, authorities and PSPs to eliminate exploitative practices within the sector, emphasising that investing in secure, fair working conditions is an investment in their own integrity and public trust. 

The Next Generation

By
Josh Reeve
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0
Next Generation
Next Generation

The Personal Protection industry is made up of a lot of characters. There are those with elite military backgrounds, those who come from various law-enforcement careers, those who rose through the private security industry, those who landed in the market through connections or by being in the right place at the right time, and those who somehow ended up in the space.

Within all those cohorts, there are those who utilise their transferrable skills from prior careers and life experiences to become outstanding contributors to the industry, and there are those who like to live vicariously through their clients. There are also those who seek to create, develop and enhance the areas of the industry they operate in and those who like to ‘gate-keep’ and limit the opportunities of others to support their own positions.

I have a prior career in law enforcement but equally important, I spent time on the close protection circuit prior to establishing my business to learn the nuances of the sector. Now, eight years into business, the list of things I didn’t know I didn’t know when I started (and probably don’t know that I don’t know now) is huge. What I experienced on the circuit and from my counterparts as I started my personal protection journey, was mostly why it wouldn’t work, detrimental advice and a refusal to mentor and share learnings.

I am 40 years old at the time of writing this, and managing business in multiple countries and in some very unique environments. My business partner is also 40 years old. Our Executive Management Team are 55, 53, 49, 47, 46, and 37, and our Team range from 20 to 65 years of age. Why am I sharing all this?

The Industry Cross-Section

I assume that if you took a cross-section of the industry, you’d find something very similar across most organisations. The point I’m illustrating in this article is the need to empower the next generation of leaders rather than gate-keeping our positions and discouraging the younger people of our industry, we need to support their rise. I’m sure we’ve all heard the dinosaurs of the industry say things like, “I’ve been in this industry longer than you’ve been alive’.

I’m a firm believer that time served in the industry is not an indicator of current capability. Some people are quicker learners than others, everyone’s experience within the industry will be different regardless of the time spent operating in it. If I can teach someone in two years what took me 10 to learn, then that’s a net win for everyone.

From a business continuity perspective, my most senior members will likely be retiring in the next five to 10 years. My current management team likely be in 10 to 15 years. And at what age do I want to retire, or at least scale back?

The Next Generation

From an industry perspective, the younger among us come with a different set of skills and some fresh mindsets. They have been educated differently, they are generally more tech-savvy, and they communicate differently. And guess what? So too do the next wave of clients. Rather than pointing out their differences, inexperience, and perceived deficiencies, we should be projecting our need for the next wave of operators and industry leaders and help in the transition phase.

At Empire Protection, one of the things I’m most proud of is our Young Leaders Program. This is a program that was instigated, and is led by our Australian National Manager John Wallin, and has seen immediate short- and long-term returns on investment. Our Young Leaders currently range in age from 24 to 34 and come from similar backgrounds to most of those in the private security industry. This program commences at recruitment, with us headhunting candidates that demonstrate the right character, aptitude and attitude. We then look at what skills they bring to the team, remembering that the operational hard skills are not the only requirements in today’s (and the future) operating space and that they can also be taught quite quickly to the right people, in the right environment.

The Young Leader is then brought into a number of areas of the business, not just sent out to work. We have created a program that sees them strategically exposed to all facets of the business from security operations to risk management, task planning and client engagement, business development, team leadership, technical elements such as TSCM and OSINT, consulting and business planning, finance, compliance and senior leadership. What’s more, we select tasks to assign that are safe for them, the business and the client, and ensure that they are not set up to fail. We bring them to executive management meetings, engage with them and expose them to what happens behind the curtain.

They are always supported and closely mentored, making it a positive experience for everyone. And by the way, this is not an internship with associated low pay and poor conditions – this is a program that enhances their regular work. We firmly believe that the time we put into our Young Leaders now, enhances the capability of the company’s operations, provides gainful and satisfying career pathways, continues to place us as an employer of choice, and creates a diverse and enthusiastic culture that runs across the business.

We are creating depth in the short term and redundancy and continuity in the long term. That is why we are also creating a space for people who are keen to improve the industry as a whole. Whilst the return on investment may take time, it’s worth every minute and every penny.

Providing Support to the Next Generation

Since the program has been formalised at Empire Protection, we have also worked hard to ensure that we carry that essence on through our interactions with all our stakeholders. Whether it’s providing support, advice, and guidance to young event security guards while we work together, sharing information on podcasts, forums and groups, taking the time to speak openly with people at conferences and over social media etc. or just simply being accessible to people with questions and who want guidance, it all helps. Our opportunity to change industry culture for the better has become a real passion project, and the industry can use as many positive industry advocates as it can get.

I strongly encourage all industry leaders to actively work to improve the industry and pathways for those entering it now and in the future. It’s in all our interests. For anyone wishing to replicate something of this nature, we’d be happy to share in more detail how we have implemented it, so feel free to reach out to us.

You Hold the Ace

By
James Hamilton
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0
ace
ace

For the last 20 years, I have trained thousands of people. My training has been narrowly
focused on protection. Protection from violence and how to use violence. In that number
of students, there are police officers, FBI Special Agents, FBI support personnel,
spouses of FBI personnel, US military members, and those special few who want to be
Protectors.

It has been an honor and privilege to train them.

Of those thousands of people, I often ask: “Why are you pursuing a career in
protection?” Some are not sure. Some think protection is a good transition from the
military or law enforcement. Some have no idea. But some know immediately when I
ask the question. It is usually something from childhood that runs deep in their soul.
They have no other choice – this is their calling.

Many grew up in a very difficult environment. They saw terrible things and suffered all
manner of pain. The pain of abandonment, neglect, abuse, assault, and intimidation. Many
choose law enforcement, the military, or protection as a way to make things right.
One of the attributes of a good officer, agent, soldier, or protector is that they show up.
When it is time to work, they show up. When it is time to go and deliver violence, they
show up. When it is time to protect, they show up.

Those who show up, those who are present, are rewarded professionally. Not with
money but with something far more important – the respect of their peers who also
show up. For far too many, they show up because they know the pain of those who did
not show up for them.

Many years ago, I was speaking to a group on Active Shooter and the presenter after
me was talking about ACE scores. I learned that it stands for Adverse Childhood
Experience score (ACEs) and there is a test you can take to see how adverse your
childhood was. A high score can lead to a bunch of negative outcomes: cancer, jail,
alcoholism, depression, suicide, and early death just to name a few.

Of the thousands of students and colleagues I mentioned earlier – many have high ACE
scores. This is not a death sentence. There are things they can do to reverse the effects
of an adverse childhood.

The first step is to take the test (link). If it is low, call your parents or parent and thank
them! If it is high, consider talking to a trusted friend or better yet – get therapy. Therapy
will help explain some of the behavior that have always been hard to control or
understand.

Many people with high ACE scores have a difficult time being a spouse or a parent as
they do not have proper modeling. They want to be a good spouse and parent but just
don’t know how. Unfortunately, many will throw themselves further into their work while
neglecting their marriage and family. Why? Because work is the known and family is the
unknown. People always go to what they know.

If this is speaking to you – BREAK the cycle!

The best way to break the cycle is to do the one thing that got you the respect and
fulfillment in the job – show up. Just be present. The spouse wants a partner, and the
children want a parent. They don’t care if you have it all together or have all the
answers. They just want you to show up and be present. So, when you are home, show
up and be present. When you are at your son’s game, show up and be present. When
you are watching your daughter’s recital, show up and be present. When you take your
spouse on a date, show up and be present. Put the phone away and be there for them –
period.

This is the ACE – play it!

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