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Corporate Executive Protection in the 21st Century

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Executive Protection
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Corporate Executive Protection in the 21st Century

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AS Solution is changing the conversation about executive protection. This presentation offers valuable takeaways that we have learned while helping our clients with their global expansion.

AS Solution is changing the conversation about executive protection. This presentation offers valuable takeaways that we have learned while helping our clients with their global expansion.

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Corporate Executive Protection in the 21st Century

  1. 1. Changing the conversation about EP • From "why SHOULD we" to "why WOULDN'T you" • Why we WANT to change the conversation. • Help clients understand the value • Help practitioners better express the value • Create more acceptance of EP by more people that can benefit • Create more successful implementations for practitioners • Improve the reputation of the industry as a whole
  2. 2. Changing the conversation about EP • Why we NEED to change the conversation. • Client NEEDS: Proliferation of global markets and travel • Social media – increased prominence, "access" and perception of approachability • Volatility of risk environments • Expectations of Executive Protection are not accurate • Creates dissatisfaction and disillusionment – vulnerabilities for client • Makes a valuable service vulnerable to budget cuts • Start to standardize best practices
  3. 3. The REALITY • Executive protection keeps people SAFE, HAPPY and PRODUCTIVE. • "Your team makes it easy to travel, so we travel more." • Resourcefulness and adaptation. • Understanding the ecosystem.
  4. 4. The REALITY…continued • Cultural fit is more important than hard skills. • We are more like a fire department than a police department. • Hard skills are CRITICAL, but should not be the primary topic of conversation • Common practices are NOT best practices. • The client is in charge.
  5. 5. The REALITY...continued • Not being there when the client needs or wants support...BEING there when the client DOESN'T need or want support. • Customization is key, but many issues/challenges are similar • Proactive planning is much better than reaction – things happen fast • Creativity, flexibility, scalability and responsiveness are better than dogma
  6. 6. Case Studies • Casablanca • Taj Mahal • Egypt • Honduras
  7. 7. How executive protection is different • Our business is people and relationships: • Environments, Operators and Clients are unique • Environments – Complexity, non-standard within the corporation, geographically challenging, misconceptions of EP • Agents/Clients – “Type A” personalities, backgrounds • Agents are required/expected to be independent as well as great team players • Agents need balanced approach in high criticality and highly sensitive environments/relationships. • TRUST • High profile • High expectations
  8. 8. CEP: Key concepts from my experience… • We exist to provide solutions that keep people safe, happy and productive • Understanding how to develop influence and transparency across the corporate ecosystem • Creating elevated relationships and collaboration within the corp and with “specialist partners” • Our business is people and relationships • Culture eats strategy for breakfast – need both • Understanding what others are doing and the difference between best practices and common practices • Image of the group is important – creative problem solvers that are reliable under any circumstances – the “go to” group for the hard stuff • Do your job and help others accomplish their goals
  9. 9. CEP: Lessons learned from my experience… • The First 90 days • The program needs immediate access to professional advisors and global resources and networks • Manage all operational support from day 1 – organized and structured…first impressions are key (refer to slide one) • Assessment of risks, threats and vulnerabilities • Assessment of culture, readiness, immediate action priorities and the best path for integration
  10. 10. CEP: Lessons learned from my experience… • The First 90 days • Agreement with key stakeholders on what success looks like • Staff appropriately for the risks, requirements and culture • Build/document a long-term strategy, standards and procedures • Create supportive coalitions and relationships across the ecosystem – constant and on-going • Create understanding and transparency: operationally and financially – “what do you guys do anyway?” • Develop a communication plan for the ecosystem and start sharing information, insights and key performance indicators
  11. 11. CEP: Lessons learned from my experience… • The First 90 days • Identify opportunities for elevated collaboration and partnership: Events, intelligence, GSOC, investigations, technology, specialist partners – maintain long-term – avoid silos • Define how you will leverage technology to support your operations • Be aware of and guide the programs image. This is more important than people think. • Develop and implement threat management/intel support • Define and execute on financial plan and requirements • Deliver a 90-day update and identify how to move into a cycle of continuous improvement. Audit, performance management, etc • Answer the question – What comes next? • Implement a training plan
  12. 12. The House of EP…
  13. 13. The Corporate Eco-system • Building strategic alliances • Key Stakeholders • Partners • Clients • Consistent engagement
  14. 14. The Principal • Setting and managing expectations • Recommendations for program enhancements • Communicating relevant and timely information • Provide protective services as required
  15. 15. Executive Administrative Assistant • Primary partner/client for daily support planning • Primary partner/client for trip and event planning • Partner/client for program improvement • Communications with Principal and others
  16. 16. Intel and Investigations • Partners for threat assessment and management • Monitoring risk profiles • Incident management (stalkers, POI’s, BOLO’s) • Travel risk assessments
  17. 17. Operations Center • Daily communications and real time intel • Tracking and reporting on principal movements • Monitoring of cameras and alarms (office/Home)
  18. 18. Physical Security Operations • Partner for securing the principal while at work • Tabletops and drills • Partner for external VIP visits
  19. 19. Estate Management • Partner for residential security • Personal schedule information • Residential event support • Staff screening and backgrounds
  20. 20. Systems Security • Provides tech support • Partner for new technology applications
  21. 21. Specialist Partners • Trip support • Residential coverage • Resource scalability • TSCM • Security system integrators
  22. 22. Comms and Public Relations • Partner for PR response to incidents • Training of EP Team on handling the press
  23. 23. Legal Department • Partner for appropriate legal action • Use of force policy
  24. 24. Human Resources • Managing team performance • Vetting and acquisition of new employees
  25. 25. Family Office • Financial issues • Properties • Maritime Department • Aviation department
  26. 26. 10 critical traits of successful corporate executive protection agents
  27. 27. Resourcefulness Even the best procedures are tested by non-standard situations. If there is confusion, the executive protection agent is the one everyone looks to, to make it all good again.
  28. 28. Resilience Resilient agents are the ones who cope with adversity and change and make it look effortless Helplessness is never an option!
  29. 29. Professional Commitment Good executive protection agents realize that the security, privacy and productivity of the principal comes first, and they supersede their own needs. It is not about you!
  30. 30. Discretion Complete confidentiality is expected in all matters – professional and personal
  31. 31. Service Minded Executive protection is a service industry. It is about helping other people to meet their goals and objectives.
  32. 32. Self-Aware You must know your strengths and your weaknesses. Do not over-compensate for either of them.
  33. 33. Self-Regulating Good self-regulation helps you choose your words carefully and gives you the option of thinking before reacting.
  34. 34. Socially Skilled The best agents are born networkers who lay the groundwork of solid connections everywhere from the C-Suite to the hotel kitchen.
  35. 35. Empathic Empathic agents pick up on verbal and non-verbal cues that express and individual personality and corporate culture. Controlled empathy is key…
  36. 36. Self-Motivated Drive, initiative, perseverance and proactivity. Non-centralized, global activities and most times you are alone.

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