todaystrainingblog

A great WordPress.com site

Month: May, 2013

Shocking the Corporate Culture

May 31, 2013

 

Shocking the Corporate Culture

 

          There are many times when a change in culture, either at a corporate or local level, needs to be accomplished. You hire an effective manager (from a different company) and expect them to come in and totally change it, overnight. But, there is no overnight cure for anything in a corporate world.

          The experiences I’ve had in the corporate world, working within the restrictive framework of a corporate ‘giant’, was never a good fit for me. I’ve had my greatest successes with smaller local/regional companies. However, if you look at this closely and tweak it a bit for your own situation you will be able to change the culture nearly instantaneously!

          You may think that it is an impossible task and I’m smoking something to even try and think that-a-way. But I assure you that it will work and I’m not smoking’ anything other than a couple of good cigars! As with everything I teach, train, and talk about you have to take your own situation and tweak the probabilities until they work.

          And I will be the first to admit that I haven’t done this very often on a large scale. Usually it’s been done on a smaller security post with less than 10 people.

 

The Problems:

          The culture in your company/security post may be rotten to the core and you know it by an array of things that are occurring on a continual basis. Turnover, mistakes, no reports, forgetting to change the disk for the CCTV, or whatever. So you know what the symptoms are, now you have to find the originally issue. And that is probably the hardest part of all of this.

          You will have to spend days, weeks, or in some cases a month or better to figure out the main issue that is causing the problems. To do this you can employ the method (I prefer) to talk to everyone and take careful notes of what they say and when they say it. I am a great believer in consultants in many cases, but in this case the boss needs to be out there talking and asking the questions. It doesn’t matter where the questions come from, just that the boss know their people.

 

The Solution:

         This is where the shock comes in. You can call it whatever you wish. But I will guarantee you that this will work;

          I had a large account more than a decade ago. It had 15 supervisors and more than 100 officers. The problem was the supervisors were over-bearing, arrogant, & (in the current vernacular) bullying their officers. So the solution was fairly simple. I proposed and was accepted an ultimatum to the supervisors. Get better or else you’re gone. Simple as that. No dancing around the issue, no pleasantries.

          In 30 days the officers gave their evaluation of their supervisors. It was kind of surprising how quickly the supervisors shaped up an came into line with being good supervisors/managers! The officers rated them on the same scale and framework that the supervisors graded the officers on.

 

The Results:

          The results were not bad in my opinion. We lost about half the supervisors within 6 months because they couldn’t maintain the change or didn’t want to. We also dismissed about 30 officers in the same amount of time, which was down from the 200% turnover we had before.

               

          Was this a shock to the corporate/post culture? Of course it was. Supervises/managers were not normally called out and issued such ultimatums within the security field. Will this approach work today? Yes it will, and sometimes there is no choice, especially as a contract company if you want to keep the account.

 

           Need to shock your company or post culture? Call Sollars Security Shield at 480-251-5197 or go to the website and write us

http://www.sollarssecurityshield.com

Writing a DRP – Part 3

May 29, 2013

 

Writing a DRP – Part 3

 

Production

                If you work in a manufacturing plant, then all of the supervisors and managers who work on the floor need to be involved in putting it all back together again. And of course this would involve your hourly employees as well, if they can be used here and not somewhere else during the initial phases of the recovery.

                Aside from having most of their employees temporarily reassigned to facilities, they need to help assess the damage to the machinery and raw materials they use on a daily basis. After they assess that they can begin to plan on getting things back to normal and operating as normally as possible.

                If you are not involved in manufacturing then you have to turn your attention to other duties. If you operate a call center for example, then getting back to normal will require a different set of parameters. And the same holds true for any large company. You need to figure out what is necessary to get back into business and put your employees to work on it.

                If that means they are all reassigned to clean-up then that’ is what needs to be done. Everyone within the company needs to be pushed in the direction of helping the company recover. And that means possibly suspended the union contract, if they will agree (and let’s hope so for the company and employees sake), so that everyone can help any-where.

 

Training

                While it will be discussed in a later chapter I feel it’s necessary to point out the necessity of training employees in the DRP. They need to be drilled an Trained as often as necessary so that the response becomes second nature to them. And while that may mean nothing, because in a crisis people will react in ways different than they do in a simulation, counter-productive or not.

Kinds of Training

                The kind of training you need to have is as varied as the type of companies that will need them. But there are 2 kinds that are especially effective especially in an active shooter scenario; table tops and full blown drills. These training examples have been the target of some confusion by people, so let me try to explain them for you.

                I have been to training exercises with table tops that literally had more in common with a classroom than an exercise. I’ve had some that were nothing but a classroom discussion group and nothing was planned just discussed to get out information.

                I’ve also participated in exercises where it lasted for hours and was as intense of an experience as you could ever imagine. The facilitators threw monkey wrenches into the mix and did their best to ‘discombobulate’ the people in the room. It worked, it caused confusion and eventually a change in the plan was forth coming that made it better

                I’ve also seen table top exercises where the entire facility was mocked up in detail on the table. This was for a large corporate campus and they were exercising a multiple perpetrator /incident scenario. The campus was ‘hit’ at several points at the same time by a group that was opposed to what they stood for.

                As for a full blown drill, I’m sure you can figure it out. It’s like the fire drills we had in school, or for those old enough to remember, nuclear strike drills. In this case you need to at least twice a year, have a walk thru drill. This is simply just an evacuation and walk thru of the actual plan.

                To have a full blown exercise you will need to coordinate with every local agency you can to assist. From police/sheriff, fire, hospital/ambulance, National Guard, and so on. These exercises will go he full route with simulated injured and dead.

                One of these I participated in had an explosion in one of the manufacturing plant. We had searchers, rescuers. Police, fire, ambulance, and off-duty medical personnel that showed up to help. It was a great drill and the plan was re-evaluated and made better.

                If you will be scheduling a full blown exercise, then you don’t want to tell your employees that you are having one, per se. You can tell them you will have one, just not when. Surprise is the best option in a training scenario because it allows you to grade the responses accordingly.

 

(This article will be continued)

While we specialize in workplace violence prevention we can help you with your DRP, especially when it comes to an active shooter or WPV incident.

If you have any questions or concerns about your DRP(s)? Contact Sollars Security Shield at 480-251-5197 or see our website at www.sollarssecurityshield.com.

Using CCTV in your business

May 24, 2013

 

Using CCTV in your business

 

        Not to disappoint anyone reading this, but it’s not about being James Bond, spying on your employees, or spying on customers, or even eavesdropping on private conversations. This entry is about the right kind of equipment you may need to protect your business. So to get started we’ll begin with a basic question; Do I Need a CCTV system in My Business?

        This is a question that should be best answered by an expert, independent consultant, and not either you or any of the managers in your business. This isn’t because they can’t be trusted, but they may not be qualified to find, purchase, or place the equipment.

        Just like with an incident of WPV, not many business owners believe that anything bad can happen in their business. Whether it be a crime, a customer slipping/falling, and kids shoplifting, or just generalized mayhem that may occur. The prevalent attitude is that ‘It Can’t Happen to me and MY business’. But it can happen to your business just as it happens to large corporate entities.

 

What Do I Need?

       So what type of equipment do you need for a CCTV system in your business? A lot of this will depend on what your business is and where it’s located. If you are located in the heart of the ‘ghetto’ district then your needs will be different than if you’re on the Country Club Plaza in Kansas City.

        For the most part you’ll need to have a camera on the cash registers and the entry doors – both front and back. You should also consider placing cameras in the ceiling to be able look up and down the aisles as frequently as necessary. The cameras above the cash registers needn’t be focused on the cashiers, but let them think they’re being watched 24/7, it can be just as effective as anything else (and there are other ways of keeping track of  ‘discounts’ they give to friends & family).

         As for the front and back doors the reasoning for this simple enough. You want to watch for anyone coming in or out of them. And for the back/employee doors, it is twofold. #1 it allows you to keep your employees safer by ensuring nothing untoward is ‘lurking’ for them back there.

 And secondly it helps to combat employee theft and fraud. For the same reason you need to watch your loading dock doors.

          Another aspect of cameras is whether you’re going to utilize CCD or color cameras. Again, this is where a consultant or ‘sales person’ can tell you what you should have better than I can from here. There are far too many variables to cover it all in this short post.

          Now let me address the idea that some businesses like utilizing dummy cameras to attempt to thwart crime. They don’t work! They may seem like they do but in reality the only one being fooled by them is the business itself. The issue is liability of them.

          If someone is assaulted in your business and they want the camera footage to prove their case and it doesn’t exist, then what.

          Likewise if you accuse someone of stealing or other nefarious crime but your camera is a dummy and you can’t prove they did anything … You may have other ways of getting a guilty from them but it is usually a bigger hassle. And more expensive.

 

Other Things You Need

         A couple of other things you’ll need to get a CCTV system up and running is the monitoring and recording system to use. Yes you need these things as well, no matter what your budget or financial analyst may tell you.

         If you don’t have a monitor focused on a camera, how do you know what’s happening in that area? Secondly, if no one is watching, then what’s the point?

        As for the recording of the cameras, you should utilize a digital recorder. They can record as much as a month worth’s of video on a disk. And if you have to pull up a certain date/time you don’t have to spend hours upon hours looking at tape.

 

Conclusion

        You could write a book on the subject of a CCTV system, and as a matter of fact several dozen are out there. This is not the easiest decision to make nor the cheapest. CCTV systems can be expensive. Do you want good resolution and/or color cameras? Do you want to watch and monitor 24/7? Do you have a dealer install, service, & maintain them or do you go to Sam’s Club? All I can say is that the cheapest systems beat not having one, but on the other hand spending the money to have a great one may be in your best interest, and save you in the long run.

 

      We can solve this problem with you. Let us help you decipher the mess. Call 480-251-5197 or http://www.sollarssecurityshield.com              

Creating a Threat Assessment Team

May 21, 2013

 

Creating a Threat Assessment Team

 

       Just as your company has developed policies, procedures, & other such items to combat other less deadly threats in the business, so you must create and do the same for workplace violence (WPV). That one thing is called a Threat Assessment Team or Group – TAT or TAG. And it can’t be something that meets on a non-frequent basis or one that only meets when there is an issue.

       Your TAG should be meeting, at least initially, several times a week or month. Now you’re asking why so often? They have to meet that often in the beginning to ensure that everything that needs to be done is started, and is moving in the right direction.

       Obviously, at least initially, your team needs to be formed. That responsibility usually falls to one person within the organization in HR or security. But the people on your team must absolutely be ‘team players’. They have to put aside their own departments, squabbles, and issues with others and work together.

       Who should be on this team? It should be a cross section of every single department of your company. Not meaning that you need 50 people, but someone from production, security, shipping, the office, HR, and so on. It doesn’t have to be completely all inclusive, but it does require a good representation of the company. If necessary it may be of good sense to include members of your union and/or hourly employees – because who knows the employees better than their co-workers? Having more than 5 – 10 members could bne unweildly and act like the proverbial clogged drain, so you also need to keep it smaller.

     The first task they face is reviewing everything that has been gathered and put together for both the Crisis Management Team (CMT) and the company’s Disaster Recovery Plan (DRP). This should also include the risk assessment and analysis from security and/risk management. The main function here is to question the findings and recommendations until they are satisfied with their results in defining them.

     The second hardest responsibility that the team has is to gather and assess all threats and violence from within the business. Even if there are none to speak of, they still need to meet and discuss other such incidents from the surrounding area and industry. This will allow the team to become pro-active in seeing and confronting any potential problems or trends with the company or industry. A good resource for this is the Workplace violence e-report.

     Discussing other incidents gives you the foresight or hind-sight – to see what other companies did and didn’t do. It allows you to clearly see what works and what doesn’t or may/may not work for you with some tweaking.

    Your TAT needs to have the authority and the support of senior management (the c-suite) in order to pursue and complete their mission. Without this support, they are ‘dead’ in the water’ before they ever get started. Upper management needs to give them support and the authority to act upon something they find amiss. And not just the lip service.

     If the TAT’s recommendations will cost hundreds of thousands or millions of dollars, then the C-suite may obviously, be reluctant. But if your plans and implementation are realistic in their approach and financial costs, then you need to push it –vigorously, to them. They don’t know or understand the whole problem with workplace violence, that’s your job. Secondly your job entails instructing them in what it means to the company and how it is cost effective to make these changes.

    Again the TAG needs to read, revise, and re-define every single aspect of your CMT, DRP, and other such factors as necessary to ensure that the business is as safe as it can be. This may also mean stepping on the toes of departmental heads and managers. Not trying to upset anyone, but to make the business safer.

    Simply put nothing should be left off the table when it comes to the TAT review. Every sacred cow needs to be re-visited and possibly put out to pasture if it’s outdated or not plausible anymore. No matter how much it’s liked or utilized!

      From security to shipping to office visitors to delivery people everything has to be analyzed. One question they can ask themselves during the initial phase of the group is simple and at the same time hard to answer. And no matter how trivial it needs to be brought up and discussed.

      How could a non-employee gain access to the business to do harm? Secondly, how could an employee gain access for the same reason? Lastly, they need to think like a person who wants to get in and do harm. Think like a criminal or someone upset enough to come in and create chaos and mayhem.

 

    This blog is excerpted from the chapter of the same name in my book ‘One is too Many: Recognizing & Preventing Workplace Violence’

 

    Do you need help in forming and creating a TAG? Call Sollars Security Shield at 480-251-5197 or look at our website;

http://www.sollarssecurityshield.com

Do we lump it all together as WPV?

May 17, 2013

 

Do we lump it all together as WPV?

 

                I have been involved in workplace violence prevention for over 20 years. I’ve also been studying, researching, writing (articles and a book), and talking/teaching school violence for more than 10 years. At first you may think that the 2 are so completely different as to not to be compatible. One is adults and the other is children and teenagers.

                Well, I’ve also said for a long time that workplace and school violence is not so different at all. In fact there is a great deal that they have in common. That’s right, workplace and school violence are very similar and are growing closer together as we move along our destructive path in this ol’ world.

 

Commonalities:

                Many experts and most other people will look at me and say that there is no commonality or similarity between and incident of workplace and school violence. Obviously I beg to differ on this account. Here are just a few of them;

                Warning signs – If you look at the warning signs for workplace and school violence you notice how remarkably well they fit together to each other. You have to change wording sometimes to account for the difference in ages but essentially they are the same.

                Profiles – The profile of the average perpetrator are also virtually the same. Again, except for age they are strikingly similar.

                Attitudes – The attitudes that allow violence, in whatever form, to flourish is the same. From stereotyping, CHH, and the others.

                Where it occurs – This too also is similar. It shows that an incident of school violence can take place anywhere. I have said for years that both workplace/school violence can happen anywhere, any-time, for any reason, to anyone. And now it’s being proven right.

 

                These are just a few of the similarities and commonalities that I can name off the top of my head and in the space allowed here. In March a seminar held in Jonesboro Georgia Sgt. Ryan Morrison of the Clayton County Office of Emergency Management delivered a seminar which lumped school violence and workplace violence into the same category. The reporter told me that school violence is also workplace violence. And I while I may dispute that a little bit on semantics it is true.

                How many times have we seen students try to injure a teacher or other adult at their schools? It happens far too often and is fortunately not successful. From physical assaults to verbal assaults to poisoning in some fashion it happens. Sgt. Morrison stated that if you put them together violence in schools accounts for more than 55% of all WPV incidents!

                Therefore if we are to go along with this thinking then we need to start reviewing what we do and how we conduct business for a violent incident. Naturally, we have to adapt our physical security measures for schools and businesses. But we need to teach and train everyone the same things. It may be a different approach in conducting it, but it can and will eventually be done.

                As I have written in the past I am usually ahead of my time with these items. It looks like the rest of the world, media, security, law enforcement, and all the others are actually beginning to believe in what I have said and teach it themselves. Here is the number for Sgt. Morrison and Kathy Jeffcoats. The reporter who wrote the article I read.

Clayton County (Ga.) Office of Emergency Management 770-473-7833.

Kathy Jeffcoats: kjefcoats@news-daily.com

 

                If you would like to have some out-of-the-box training and consulting on workplace/school violence prevention then contact Sollars Security Shield at 480-251-5197. Check out the website at http://www.sollarssecurityshield.com

Writing a DRP – Part 2

May 14, 2013

 

Writing a DRP – Part 2

 

 

Facilities

This group would include every department that is necessary to maintain the smooth running of the facility. And while this is generally for a manufacturing plant, it can easily be adapted for a warehouse or office building.

                Those who are involved in maintenance and housekeeping will be in this group. Obviously there responsibilities will be the clean-up and efficient running the business after the disaster, by whatever means necessary. Regular employees may have to be drafted and placed into this group in order to facilitate the quick clean-up and recovery.

                Your engineers and other such support employees will also be here. And just as obviously there responsibilities will be to ensure that everything that can be repaired and replaced is done. They have the responsibility to by-pass any such limitations on machinery and get back to normal as quickly as possible.

                Also in this group would be security. The security supervisor/manager will need to be as intricately involve as possible with the process. It will be their responsibility to ensure that all necessary contractors are passed through efficiently. And it may also be necessary to temporarily contract with a security company for additional coverage if the situation requires it. They will, or should be the point person for all security related matters – no matter how trivial they may be.

                Along with all of this is the one issue in disaster recovery. Don’t bypass the people who are making the recovery possible. In other words don’t change or implement something unless maintenance, housekeeping, security, & engineering are notified and they approve of such a change. This will prevent a whole lot of Tylenol and Tums from being consumed in the long run.

 

Administrative

                This group will have the responsibility for everything that is administratively necessary to get the business up and running again. They will be involved in ordering supplies, approving new contractors, allowing new contractors into the computer system and the like.

                From the IT department to the admin side of HR to all other support functions will be here.

                If you have a food service department, then they will also be in this group. It is the responsibility of this group to expedite requests for anything and everything, from office supplies to paying or arranging payment for contractors. Scheduling, insurance, payroll, and the innumerable administrative duties that will need to be handled on a minute by minute basis.

                As fir emotionally draining duties, this group may have the worst of it. HR/S have to account for everyone and then make the appropriate notifications to families. Therefore they need to have an accurate account of was at the facility at the time of the incident and approximately where they were at when the crisis struck.

                They will also have to deal with the regulatory issues as well as many other sundry issues connected to these. The company legal department may be placed into this group as well in order to help ease through the myriad of reports, governmental, & regulatory issues.

                Notifying the EAP or arranging for grief counselors and the like will also be in this groups responsibilities. They need to provide for all support that employees may need. From working with facilities for food service to the EAP to handling requests for the Red cross and the like. As I said, this group will have the most emotionally draining of any group assisting in the business recovery. And because of that they may, understandably take more breaks and have more time off, both during and after all is said and done – and the company should facilitate this no matter what.

 

(This article will be continued)

 

                If you have any questions or concerns about your DRP(s)? Contact Sollars Security Shield at 480-251-5197 or see our website at www.sollarssecurityshield.com.

                While we specialize in workplace violence, we can help you with your DRP, especially when it comes to an active shooter or WPV incident.

Is it bullying or dedicated and driven?

May 10, 2013

 

Is it bullying or dedicated and driven?

 

                A key buzz word in business today is bullying. We think of bullying as only being in the school yard. Bloody noses, weaker younger kids, and those who are undersized is what we think of. But now bullying has come into the workplace. Or has it?

                Certainly there are adult bullies in this world. All you have to do is look at some the leaders of countries. North Korea comes to mind not to mention more than a few Arab and African countries. They are king of the hill and they act like it! And then there are the bullies in our lives as adults.

                There is no way that we can deny that we have run into bullies in our everyday lives as adults. One of the biggest that I remember is back in Missouri. Ken Rex McElroy. He was a bully in his small town of Skidmore. He bullied his way through life. He even bullied the sheriff’s department for most of his adult life. Stealing cattle, running scams, beating up on people, and then intimidating them into not testifying against him. He got his comeuppance one afternoon. 45 shots into his body in downtown Skidmore and no one saw anything.

                But co-workers and bosses can also be bullies at work as well. But how do you know if you’re boss or  yourself are being a bully or just dedicated and driven to succeed. Sometimes the difference is hard to notice and explain.

 

The Difference

                Either yourself or your boss can be driven and dedicated to success. And being driven and pressing hard to get the job done, right, can make you an easy mark for being labeled a bully.  But ask yourself these questions;

Do you berate or belittle co-workers when they do something wrong?

Do you participate in teasing over a physical or mental abnormality?

                Do you yell, scream, and constantly ‘ride’ your employees until they do what you want?

Do you talk to them or talk down to them?

Are you liked amongst your employees and peers?

Do you allow personal feelings and stress rule your attitude at work?

Do you threaten or intimidate to get what you want?

 

                If you answered yes to these questions you might actually be a bully. Most bullies will never admit that they are bullying someone. Keep in mind that most people who are bullies are doing so by intimidation and being bigger, meaner, and stronger than others around them. And they are enabled by management or their peers.

 

Being Dedicated

                So what is the difference between being a bully and dedicated/driven to success in your job? The following points may help differentiate the two. Look at the above list and compare them to this one;

Do you apologize when you are wrong? It doesn’t mean you’re a weak leader

Do you stop unnecessary teasing, especially if it goes on ad nauseum?

Do you talk to your employees on their level?

Do you treat them all the same (as humans and not chattel)?

Do you try to nurture their instincts and work abilities?

Do your employees know how you want the job done correctly?

Do you teach and coach instead of push and prod?

Are your employees knowledgeable about doing the job right?

 

                If you answered yes to these questions you are probably dedicated, driven, and press to get the job done right and not a bully. Keep in mind that you may be accused of being a bully and therefore you will have to defend everything you do and say or risk being disciplined or fired.

                Does a good manager have to bully employees at times? Sometimes you do in order to get them to do the right thing. But also remember that if you and your crew are ‘Sympatico ‘whatever you say needs to be done, they will jump in and do it efficiently and effectively.

 

                Sollars Security Shield can point you in the right direction of whether you’re a bully or not and assist you in writing the effective policies to address bullying in your workforce. Call 480-251-5197 or look at our website.   

http://www.sollarssecurityshield.com

Hiring a consultant

May 7, 2013

Hiring a consultant

 

                There are many times when you need to hire a consultant. It may be for sales, technical support, computers, even purchasing. But security is one of those things that you never think or talk about until it’s too late. That’s too bad in many instances.

                Hiring a security consultant before something happens can save you money in the long run. It may not seem like it up-front but trust me I can name you dozens of companies that regret not hiring a consultant and getting expert advice.

                A security consultant is something that all businesses should think about when they are starting up. Whether your business is retail, wholesale, service, or a mobile, you need to think about the security of your business and your employees. So what should you look for in a consultant? Sometimes that is not always an easy question to answer, but here are a few things to consider on that subject.

 

Listening Skills

                Whoever you hire, and for whatever job and skill set, the consultant needs to be able to listen to you and consequently break down your problem (s) in a few choice sentences. If they can’t do that then you may not have the right person or company.

 

Communication

                While this is related to listening it is a separate component of its own. The consultant needs to be able to communicate with you on both an intelligent level as well as a practical level. If they can’t communicate what they think to you, then they may not be any good.

                I’m talking about ideas and feedback. It doesn’t matter if they stutter, lisp, or have another abnormality. If they tell you quickly and efficiently what they are doing and why they’re doing it then that’s what counts.

 

Expertise

                They must have the expertise to be able to handle your issues, no matter what they are. If they tell you that they can’t do the job because they don’t know how that is the sign of an honest and reliable consultant. If they can hire the right help or point you in the direction to go even better.

                Certifications, university degrees, years in the field, and classes/seminars attended/given is no indication that they can work for you well. While all those things are important, it’s just as important to have someone you can work with effectively.

                I know several people who have an alphabet soup after their names. Most of them talk so far above your head sometimes they make you feel stupid! I also know others who likewise have that same soup and you would feel comfortable having a beer and bratwurst at the ball game with!

                And just because they have 40 years in the field you’re hiring for, doesn’t necessarily mean they can help you either. Some of these people who call themselves consultants are nothing but blow-herds who may or may not be able to solve your problem.

 

Personal Discussion

                How long are they going to talk to you on the first meeting? This can be an indication of whether you want them or not. If they take up the time of your initial meeting with meaningless minutia, then probably not. Likewise if they start talking about ‘sheep and goats’ (a South African friend does this at the beginning of a meeting), and keeps on then well…

                Do they ask pertinent questions? Do they get it? Are they taking notes and thinking of ways to solve the problem or issues while the meeting is going on? Ask yourself these questions when you’re in the first meeting.

 

Reports

                It is unfortunate, but many times the size of a consultant’s report is the basis on whether or not they did a good job or not. The size of the report means absolutely nothing, except they spent an inordinate amount of time writing it for one purpose – to pump up your response!

                I’ve done surveys for companies and written a report like I write everything I do (except the book). Succinct, concise, & blunt. No verbose or flowery language or security jargon. And if I did use jargon, I defined it in the report. I made the report simple, sweet, and easily understandable to anyone who read it.

                Did it offend some people who read such a simplistic report? Yes, but in the end they appreciated how easy it was to read and implement. One client had my report of 10 pages or so. They hired another consultant who wrote the same basic ideas that I did and their report was 90 pages long!

 

Independence

                Are they truly independent or are they actually trying to sell you a product that they represent and get a commission on? There are ‘consultants’ out there who will try hard to sell you products of one type or another. An independent consultant will recommend products and services.

                In this instance you have to beware of those who try to sell from only one company. They say they are independent consultants, but in reality they are trying to ‘sell’ you on one product or service instead of giving you options. I try to give numerous options to all recommendations I give, and the client can make up their own mind. And yes I do have favorites amongst providers, but I don’t work for them.

 

Price

                This should not be the final consideration factor for hiring a consultant. Most consultants who are truly independent and not ‘national figures ‘will probably be more than happy to work out a payment system for their services. So if their price seems a bit high and you want to hire them ASK!

                 Sollars Security Shield will always treat you as a client and is totally independent in their recommendations to you. Call them at 480-251-5197 or check out their website at http://www.sollarssecurityshield.com