A New Product Launched for Banks and Credit Unions/ and “Internal Prisons” part 2!

Robbery Prevention, Apprehension and Recovery: Through the Eyes of a Former Bank Robber (<- click for the link to the product page) Recorded Live in 2013 this valuable training tool offers the latest into Troy’s insight on how to keep the would be robber from choosing your branch, what to do during the unthinkable should you be targeted and the steps to take immediately following a robbery to aid law enforcement and enhance the recovery of monies taken and apprehension of those responsible. A 45 minute webinar/audioconference titled “Robbery Prevention, Apprehension and Recovery: Through the Eyes of a Former Bank Robber”. This latest training in robbery prevention, apprehension and recovery comes in MP3 format with PowerPoint slides that go hand in hand with the material covered. For those Financial Institutions who have utilized my DVD/CD ROM “Deterring and Responding to Robberies: A Training Tool for Financial Institutions” as your standard of robbery training over the last few years you will find this to be a great compliment in expanding on areas already covered as well as new insights into “Robber Proofing” your Financial Institutions. In on of my prior posts titled “Happy Holidays” I wrote about “Internal Prisons” and how I believe that they are the largest thief of productivity in our workforce and the biggest culprit in poor Quality Control. Below I have expanded on this and hope that it will aid in your identifying the “Internal Prisons” within your workplace. WHETHER A PRISONER OR ON THE PAYROLL Prison is an institution and an organization. Your company is an institution and an organization. When you stop to think about their structures, they are not that different. Warden/CEO, Caseworker/Manager, Inmate/Employee. The only difference is whether you come to it voluntarily, which for many employees is in question as they feel as though they are prisoners to their profession. How did I metaphorically escape my prison? By being proactive in my work, not reactive. This is what I suggest to Business Owners, CEO’s and HR Managers. Reactive people let the environment dictate what they do, and to some extent protect them. Proactive people shake things up and experiment with new ideas and procedures. When speaking to Senior Management and HR Associations I am often asked what steps can be taken to help employees escape their internal prisons, after all they many times say, “We are not psychologists or psychiatrists.” I explain that you do not have to be, but what you do have to do is let your employees know that you care about their personal lives and that the company is committed to their overall well-being. This can be done in the form of personal days, having counselors available, strict confidentiality policies, and classes that can teach managers what to look for in employees who may be struggling with personal issues. If these things are in place, and if we truly create an environment in which we make our employees feel like family both during work hours and after, can you imagine
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