subject: The Number One Problem Managers Face In Hiring A Workplace Violence Consultant For Employee Training [print this page] In today's increasingly violent world, workplace violence has come to the forefront for human resources managers, as-well-as risk management and crisis management directors. More and more companies are realizing that their plans for dealing with violence in the workplace are missing the necessary training to help employees avoid, escape from, or survive an actual workplace violence attack. This article not only sheds light on the number one problem that these concerned managers and executives face in their attempt to provide this critical and life-saving training, but also the best way to guarantee you get what you need.
Current statistics paint a grim picture of the state of today's workplaces. While many people believe that workplace violence is a uniquely "American-thing," the fact is that violence in the workplace knows no cultural, ethnic, or national boundaries. I've personally spoken with executives, managers, administrators, and business owners from all over the world and have found that workplace violence is an international problem.
While there are still many myths circulating about workplace violence, their is a problem faced by those directors, managers, and administrators who "are" looking for solid, dependable, and workable training solutions for their employees. Regardless of whether they "Google-it," ask for referrals, or conduct other research, the problem only seems to increase with every contact, call, or click of a mouse.
What is this problem?
How difficult could it be for corporate managers and leaders - people who have access to literally a world of knowledge - to find the kind of training that will protect property, save lives, and reduce, rather than increase, liability issues during a violent, physical attack in their business?
What could be their biggest problem? What could be the primary factor which prevents them from taking action, and thereby allowing the clock tick down to the increased possibility of an incident occurring by, or to, one or more of their employees?
If you happen to be one of these leaders, you already know what I'm going to say. If you're not, or you haven't given the problem of workplace violence much thought in your business, perhaps this will give you something to think about when you decide to make this area of risk and crisis management and liability-control a priority for you and the people that you're responsible for.
So, what is this problem?
The problem faced by most managers who are actually looking for self-defense training that they can add to their employee training package is this:
Finding a qualified, professional trainer who has the real-world experience in both handling real-world dangers, "and" the sensitivities of the business world with regards to liability and legal responsibility.
The typical question, aside from, "who's qualified," being asked by concerned human resources and other managers responsible for this type of training is:
With all of the web sites, all of the companies, and all of the consultants who say they specialize in workplace violence prevention and solutions, "Who Do You Trust?"
They know that hiring a trainer or consultant who specializes in physical self-defense programs is not the same as hiring say, a sales trainer. They know that if they hire any other trainer or consultant, and down the road they find that the information offered doesn't meet expectations or doesn't work at all, that they can simply hire another one.
But, what happens if you hire a workplace violence defensive tactics consultant to train your employees or produce your training program and then, you find out that the material was ineffective? When will you learn about your mistake in judgment?
You'll find out the only time you can - during an actual attack situation - after it's too late to make changes.
So, how do you find the right expert or company to meet your needs? You do what you always do: you look for experience.
But, the experience you're looking for isn't in how many companies they've worked for, how big their consultancy is, or even if they're a karate black belt of whatever degree. No. The experience you're looking for is the same experience that should be sought, even when hiring the sales trainer, and that is in how successful this person has been using "their own" information.
If you want to make sure that you and your people are learning from the best choice, thereby giving you the best chance of survival, then you want to hire a consultant who has actual, real-world experience in dealing with, and surviving, attacks from the same types of threats that you are exposed to. Period.
Regardless of research, college degrees, corporate work experience, or even martial arts training, your best choice for surviving a workplace violence attack, is hiring a consultant who understands both the threat and the solution.
