Showing posts from July, 2015

RGI Mentoring Training: A Life Changing Experience

I recently had a very powerful experience at our latest RGI training out in New Jersey. We kicked off a new program with one of the police departments out there and it was pretty incredible! Gary Klugiewicz of Verbal Defense & Influence wrote a great article about it. So, I thought I'd share it here. The link at the bottom of the blurb that I posted will take you to his Vistelar website where you can read the entire article.    ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ Greetings. This is Gary Klugiewicz. Recently, I assisted Jack Hoban, the president of Resolution Group International, in teaching the first ever RGI Conflict Resolution Mentoring Course for members of the Camden County, NJ Police Department. RGI is conducting a yearlong training experiment for this agency that is designed to enhance the professional and tactical skills of their officers. While the basic RGI Conflict Management Program is designed to teach ethical decision making skil

Live on the Radio! Nationally Syndicated Frontlines of Freedom

  Here's my latest interview regarding situational awareness and being a better protector. It aired on July 11th, 2015 on Nationally Syndicated Talk Radio Show Frontlines of Freedom. (It begins at 21:40) Enjoy! All the best, ~Craig

8 Before It's Too Late

  *This post's content originated from - INTENSITY Excessive charm, LYING to cover up insecurity, needing to win over your friends and family immediately, OVER THE TOP gestures that seem too much too soon, BOMBARDING you with numerous texts and emails in a short time, behaving obsessively, insisting that you get serious IMMEDIATELY JEALOUSY Responding IRRATIONALLY when you interact with other people, becoming ANGRY when you  speak with the opposite sex,  persistently ACCUSING you of flirting/ cheating, resenting your time with friends and family or DEMANDING  to know private details of your life. CONTROL TELLING how to wear your hair, when to speak or what to think, showing up UNINVITED at your home/school/job, CHECKING your cell phone, emails, Facebook, going through your belongings, following you,  sexually coercing you or  making you FEEL BAD about yourself. ISOLATION

Four Types of Correctional Violence

Here is another conflict management system for you to take a look at. This one is used a lot in correctional facilities, however, don't let that throw you because you could just as well find yourself in a situation outside of the poky where this information could come in handy.  Just like my last blog, I didn't write the words you are about to read below. This one comes to you courtesy of Tracy Barnhart.  Visit the Tracy Barnhart page. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ When an officer recognizes the type of violence he is facing, he can customize his tactics for de-escalating it on the spot. By taking a general strategy and customizing it to specific tactics, he meets the needs of the moment. In doing this he greatly increases the odds of the situation being resolved without violence. However, not all situations can be resolved non-violently as some may preach. An inmate may want you to place your hands on them for various reasons one being;

Thomas Kilmann Conflict Mode Instrument

This month's been a mess! I've been uber busy with seminars, travel and coaching, so I've not had the mental energy to formulate anything that resembles a decent blog. Rather than just throwing up something that isn't really worth your time reading, I thought I'd share some conflict management models that you'd find interesting and useful. The first one is The Thomas Kilmann Conflict Mode Instrument (TKI). It was published in 1974 and to date has more than 7,000,000 published copies. I didn't write a lick of the following information, it comes directly from their website . So, if this model looks interesting to you, you may want to check them out more in depth. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ This instrument requires no special qualifications for administration. It is used by Human Resources (HR) and Organizational Development (OD) consultants as a catalyst to open discussions on difficult issues and facilitat