managing threats of violence - cdn.ymaws.com...matt verdecchia, ms, ceap. senior...

Managing Threats of Violence:

Best Practices Using EAP in

High-Risk Situations

Matt Verdecchia, MS, CEAP

Senior Trainer/Organizational Development, EAP+Work/Life Services

Matt has more than 30 years of experience in the behavioral health field and focuses on the development and delivery of training programs at all organizational levels, risk assessment and consultation, and mediation.

1

Purpose of this Presentation

Make you fully aware that no one is immune to acts

of violence

Minimize the probability

of violence occurring

Provide some basic

diffusion techniques

2

Goal:

Not to resolve violence, but minimize the risks through Prevention and Education.

3

Statistics & Factors

5

Continuum: Respect to Violence

Respect — Affirms and includes

Disrespect — Denigrates and excludes

Harassment — Demeans

Violence — Destroys

9

Women will leave an abusiverelationship at least

7 timesbefore theyleave for good.

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Active Shooter Incidents 2000-2013 averaged

160 or 11 per year.

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.


160 or 11 per year.

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160 or 11 per year.

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160 or 11 per year.

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160 or 11 per year.

External Factors

• Fragmentation of family structure

• Easy access to weapons

• TV/media

• Society

• Drug/alcohol abuse

• Unstable economy

• Domestic disputes that spill over to the workplace

• “Multi-culturalism”

15

• What Keeps You Awake?

– Actually…only a few things and not everyday

• Is It Real?

– Probably Not as Bad as I am making it out to be…

• Do You Have Control?

– Yes: how I think, respond and act. It is a CHOICE

You need to take direct responsibility for your personal safety and security

16

Normalize Reality

Internal Factors

• Layoffs/downsizing/insensitive terminations

• Rigid management styles

• Workplace stress

• Lack of individual responsibility: Employee does not feel as valued as their output

• Feeling of “not being heard or understood”

• “Multi-culturalism”

• Office romances

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All of these factors can lead to stress,

which raises the probability of

violence occurring

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Why Don’t People/Employees Report Suspicions?• Fear of becoming a target

• Fear of retaliation

• Don’t want to get involved

• Feel they won’t be supported

Why Don’t We See What is in Front of Us?

• Can’t believe or refuse to believe what they are seeing

• Minimize the risk

• Don’t want to appear “silly; stupid, over-reacting…”

We must become more aware of our surroundings and of things that:

LOOK OUT OF PLACE

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Who Poses a Risk ?• Disgruntled employees

• Domestic disturbance

• Delusional person (Untreated Emotional Illness)

• Random individuals or groups not (always) associated with organization

• HOWEVER…The majority of Active Shooters historically have been current of former employees or students

• See something…Say something

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• White male• 25-54 years old• Problem employee• History of violent behavior• Intimidates others• Possible substance abuse• Obsessed with guns, gun magazines• Interested in past acts of

violence in the workplace

• Perceived Injustices• Zealots• Behavioral Health Illness

Indicators of a Perpetrator• Makes open or veiled threats• Obsessed with job• Loner(s)• Romantic fixations that

are inappropriate

• Paranoid• Can’t take criticism• Holds a grudge• History of convictions

for violence

Early Warning Signals

• Non-verbal cues (e.g., clenched fist, white knuckles)

• Fascination with weapons/guns

• Excessive interest in (and fascination and understanding of)tragedies (e.g., Oklahoma City bombing)

• Conditional or hidden threats

• Feelings of being victimized/paranoia

• New or increased source of stress at home or work

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Warning Signals

• Throwing/kicking/punching/screaming (at things)

• Crying excessively at work

• Domestic disputes

• Office romances

• Poor interpersonal relationships

• Drug and alcohol abuse

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• Direct threats

• Physical Altercations

• Escalation of early indicators/earning signals (time/duration/intensity)

REMEMBER: Violent individuals exhibit a pattern of behavior over a period of time. They thrive on making others uncomfortable

Their whole reason for existing and self esteem is dependent on the job

“No Brainers”

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Remember One Thing About Threats

A THREAT ……

IS A THREAT ……

IS A THREAT!

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It’s OK to be angry!

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Intuitionhas two (2) facts in it’s favor…

It is ALWAYS in response to somethingand

It ALWAYS has your best interest at heart.

Gavin DeBecker“The Gift of Fear” 29

TRUST YOUR INSTINCT

Diffusion Techniques

Diffusion Techniques: Personal Conduct to Minimize Violence

• Be an empathetic listener• Focus your attention on

the other person

• Maintain a relaxed yet attentive posture

• Ask for small favors

• Establish ground rules• Use delay tactics• Be reassuring and point

out choices

• Ask for his/her recommendations• Arrange yourself

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Characteristics of a Supportive Supervisor

• Frequent communications

• Clearly-defined expectations

• Reaches out for support

• Informs HR/Security

• Seeks assistance from Health Advocate

• Follows up

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Characteristics of a Non-Supportive Supervisor

• Demeaning

• Uses sarcasm

• Demoralizing

• Looks the other way

• Friendship overrides supervision

• Handles issues by themselves

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Questions to ask yourself before confronting a potentially violent employee

• Are all contingency plans in place?• Do we have a back-up plan?• What job action do we want to use

with the employee?

• Who else do I need to partner with before taking action (i.e. HR, EAP, Security)

• Where will the intervention take place?

• When will the intervention take place?

• Who else will participate in the intervention?

• What is my “gut feeling” about this person acting out?

• Am I comfortable with the plan of action?

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What Resources are Available?

• Your intuition

• Threat Assessment Team (TAT)

• Peers

• Human Resources

• Security

• Health Advocate

• Domestic Violence Center

• WorkPlacesRespond.org

• 911

• Other

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Planning, Resources & Expectations

Action Plan

• Do you have a violence policy that addresses threats?

• Domestic violence?

• Resources (internal and external)?

• Consequences?

• Do you have awareness materials posted throughout the organization (i.e. hotline numbers in restrooms)?

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Prepare a Response Plan

Work with management to:

• Analyze past incidents

• Assess the potential for violence

• Assess preparedness

39

Questions & Answers

Thank youMatt Verdecchia, MS, CEAP

Senior Trainer/Organizational Development EAP+Work/Life Solutions

[email protected]

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managing threats of violence - cdn.ymaws.com...matt verdecchia, ms, ceap. senior...

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