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How To Know If The Sky Is Falling

And What To Do If It Is

FIVE POTENTIAL CRISIS SITUATIONS

YOU NEED TO KNOW ABOUT

TO SAVE YOUR PEOPLE

AND YOUR COMPANY

1. Violence in the Workplace

2. Crisis and Suicide

3. Conflict Resolution and Interventions

4. Hostile Work Environment

5. Core Values: Accountability, Hiring and Firing

OVERVIEW

We hear about dramatic and traumatic events every day. There’s a constant feed from the media, including social media, and even from each other. The goal here is to create awareness of the far reaching effects of things that could go wrong so the best effort can be made for prevention, or to address all aspects of a situation quickly and effectively if something does happen.

It’s important to understand WHO is impacted and for how long. WHAT the impact is, that’s both obvious and not so obvious. And what the COST of a situation is that goes far beyond money. Awareness will help to identify what potential crisis situations are, and how to size up a situation and secure the right responders.

Each of the topic areas can be half-day or full-day workshops depending on the depth of the information covered. All workshops are interactive and enjoyable to participate in, even if the topics discussed are critical.

The workshops are intended for creating awareness and are not certification trainings.

1. Violence in the Workplace

  • People disasters and natural disasters
  • Personal safety, accidents, injuries, witnessing acts of violence
  • Shootings and terrorism
  • Critical incident avoidance, chaos intervention
  • Domestic violence
  • Stalking
  • Flooding, earthquake, lightening, fire, hail, gas leak

Not all violence is person to person. It’s any situation that causes someone to feel fearful for their wellbeing or their life, or could cause serious physical and/or emotional injury.

In emergency services it is critical to “size up” a situation. It is a systematic way of evaluating what is happening and determining what steps to take. This includes: gathering the facts, determining the probabilities, identifying resources, setting up operational objectives, determining a plan of action, measuring effectiveness through regular evaluations, and ways to debrief.

Discussions include practice sessions on how to stop, look, assess and take action in the event that something happens.

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2. Crisis and Suicide - Real Crisis, Real Issues, Real Help

  • Warning signs
  • Stress and anger management
  • Grief stages and guilt
  • Substance
  • Self care
  • Resources

Crisis and suicide awareness – the subjects no one wants to talk about and everyone needs to know about. After accidents, suicide and homicide take turns being the second and third leading cause of death among Americans. Suicide is a real subject that affects a lot of people.

These are challenging and frightening times of escalating violence, including physical and emotional bullying. It’s a time when people are wondering if the next bully, or suicidal or homicidal person they hear about in the media, will be someone who lives next door to them, works in the next workspace, sits across the aisle from them at school, or is related to them.

Suicide is never about wanting death. It is wholly about wanting to stop emotional anguish. Sadly it’s a permanent solution to a temporary problem. And it leaves in its wake so many people who ask themselves why they didn’t realize things were so bad and what could they possibly have done to help.

There are a multitude of facets of our lives that can be leading contributors to suicidal thoughts, and too often, the subsequent loss of life. The breaking up of personal and professional relationships; feelings of rejection and unworthiness; having our values and self esteem stomped on by ourselves and others; as well as unspeakable horrors and tragedies that occur. This contributes to the fact that almost every one of us, even if it’s for only one fleeting nanosecond to discard the thought, considers suicide as a way to end the pain we’re feeling at our lowest moments.

Discussions include warning signs and do’s and don’ts used by intervention professionals. Also addressed are feelings, behavior and thoughts of a potentially suicidal person, why people think about suicide, and why suicide is difficult to talk about.

Types of suicidal situations include:

  • Teen suicide
  • Elder suicide
  • Murder suicide
  • Hostage situations
  • Suicide by Cop
  • Grief suicide
  • Depression suicide

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3. Conflict Resolution, Interventions and Support System Development

  • Four main causes of conflict
  • Individual and group interventions
  • Behavior and communication

There may come a time when someone is in danger of self destructing due to crisis, stress, grief or addictions. The intervention process is for the people who are involved in needing to get someone to change behavior/habits that are endangering their well being, and job performance, by a support group of persons who care about the outcome.

Discussions include understanding the causes of conflict, determining the “who and how” of an actual intervention and the determination of specific and realistic objectives and limits.

This process includes the identification of:

  • Identification of goals
  • Preparing and determining the participants
  • Ground rules
  • Preparing for the actual intervention
  • Implementing an actual intervention

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4. Hostile Work Environment

  • Bullying, cyberbullying, rumors, sexual harassment, diversity
  • Helpful and harmful behavior
  • Difference between criticism and correction

The harmful person does not detect any negative behaviors in him/herself as a problem. They will accuse others of behaving harmfully toward them. They believe their way is the right way and they feel they have to behave that way because others are ignorant or incompetent. They act as if they are the victim of everything while their actions are negative and attacking.

The helpful person wants the best for the most. He or she wants to do well and wants others to do well. Sometimes a helpful person will become the victim of the harmful person. Helpful people are always looking for ways to improve themselves, and may end up trying to correct themselves to please or meet the needs of the harmful person.

Both the helpful and harmful people may have experienced a devastating or dangerous situation in their lives. How they overcome the situation and learn from it is key to their subsequent behaviors.

Discussions include choices people make, stages of behavior they may be in, and stress management.

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5. Core Values: Hiring and Firing

  • Safety issues when dealing with disgruntled and underperforming workers
  • Bad bosses and crummy co-workers
  • Developing the right culture
  • Creating seamless teams
  • Core values
  • Performance evaluations, accountability

People often feel over-evaluated and under-appreciated. They don’t want more evaluations of their lack of performance, and they really don’t want someone working on their weaknesses.

They want to know what they are good at; they want tools they can apply immediately that show them how awesome they are and where they can put those strengths to work right away. That opens the door to bringing their challenges to the table and feeling confident in working on those, especially with everyone on the team doing the same.

The idea is to allow people to make their individual contribution while also being a contributor to the team. This is a transition from conspiratorial (us against them) to collaborative (us with them) experience.

Discussions include hiring so you don’t have to be firing. Matching core values. Performance and accountability.

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