Violence Prevention Conference Course Descriptions

PRE-CONFERENCE SEMINAR

  • Every interaction—whether with employees, customers, or external partners—carries signals that can either reinforce trust or reveal risk. The challenge for organizations is not just communication, but interpretation: knowing when something is misaligned, misleading, or potentially threatening.

    This four-hour seminar provides leaders and frontline decision-makers with a structured approach to recognizing deception and behavioral risk indicators. Led by a seasoned homicide detective, the session translates investigative techniques into practical, business-focused applications.

    Participants will explore the three primary channels of communication—body language, handwriting, and verbal statements—and learn how to interpret inconsistencies that may signal deception, intent, or escalation risk. The focus is not on turning attendees into investigators, but on strengthening awareness, improving judgment, and supporting safer, more informed decision-making.

    The outcome: a more perceptive organization that can identify risk earlier, respond appropriately, and maintain a secure environment that protects both people and brand integrity.

    Learning Objectives

    By the end of this seminar, participants will be able to:

    • Recognize Behavioral Indicators of Deception
      Identify patterns in body language, speech, and writing that may signal misalignment or risk.

    • Improve Situational Awareness
      Develop a more disciplined approach to observing and interpreting human behavior in professional settings.

    • Differentiate Between Normal and Concerning Behavior
      Establish behavioral baselines and detect meaningful deviations.

    Support Early Risk Identification
    Identify potential issues before they escalate into workplace conflict, fraud, or safety incidents.

KEYNOTE SPEAKERS

  • Leaders are often expected to maintain performance, stability, and direction in the aftermath of critical incidents, including workplace violence and traumatic loss. This session explores the realities of leadership under trauma, focusing on how leaders carry operational responsibility while supporting individuals and teams through high-impact events. Participants will gain insight into decision-making under stress, maintaining organizational function during disruption, and leading with clarity and resilience when the stakes are highest. 

    Learning Objectives 

    1. Identify the key challenges leaders face when managing teams and operations following traumatic or high-impact workplace events. 

    2. Apply practical leadership strategies to maintain structure, communication, and performance during periods of crisis and organizational stress. 

    3. Recognize the impact of trauma on individuals and teams and adapt leadership approaches to support recovery while sustaining operational effectiveness.

  • Workplace violence is a preventable risk that develops through identifiable behavioral indicators, unresolved grievances, and escalating emotional stressors. This course provides a structured, competency-based approach to early identification and management of potential threats using the Assess–Mitigate–Protect framework. 

    Participants will develop skills to recognize behavioral warning signs associated with grievance formation and identity threat, evaluate escalation risk through observable patterns, and implement appropriate intervention strategies that prioritize safety, professionalism, and legal defensibility. The course emphasizes cross-functional collaboration between human resources, security, and leadership, reinforcing effective communication, documentation, and coordinated response protocols. 

    Aligned with SHRM competencies in People Management, Workplace Safety, and Ethical Practice, and ALETA and CLEET competencies in threat recognition, de-escalation, and incident response, this training equips participants with practical tools to proactively reduce risk and enhance organizational safety. 

    Learning Objectives 

    1. Analyze Behavioral Threat Indicators and Escalation Risk 

    Participants will be able to identify and evaluate observable behavioral indicators including baseline deviations, grievance-driven communication, identity threats, and fixation patterns to assess potential escalation toward workplace violence. 

    Aligned Competencies: 

    · SHRM: People, Workplace, Critical Evaluation 

    · ALETA, CLEET: Threat Recognition, Situational Awareness 

    2. Apply De-escalation and Early Intervention Strategies 

    Participants will be able to apply the Assess–Mitigate–Protect framework to select and implement appropriate intervention strategies that reduce emotional escalation, preserve individual dignity, and maintain a safe environment. 

    Aligned Competencies: 

    · SHRM: Relationship Management, Ethical Practice 

    · ALETA,CLEET: De-escalation, Communication, Officer Safety 

    3. Implement Coordinated Communication and Documentation Protocols 

    Participants will be able to develop and support cross-functional processes for documenting behavioral patterns, sharing critical information, and coordinating response actions among HR, security, and leadership teams. 

    Aligned Competencies: 

    · SHRM: Communication, Leadership & Navigation 

    · ALETA, CLEET: Report Writing, Incident Documentation, Response Coordination 

    4. Evaluate Organizational Risk and Recommend Preventive Measures 

    Participants will be able to assess organizational environments for risk factors contributing to workplace violence and recommend preventive measures that align with policy, legal considerations, and best practices. 

    Aligned Competencies: 

    · SHRM: Workplace, Risk Management 

    · ALETA, CLEET: Crime Prevention, Operational Planning

TRACK 2: Threat Management and Organizational Response

  • Many organizations lack a consistent, structured process for managing concerning behavior once it is identified. This session outlines the practical application of Behavioral Threat Assessment and Management (BTAM), including how concerns are evaluated, when cases are formally opened, and how they are managed over time. Participants will gain insight into the roles of cross-functional teams and how organizations move from initial concern to active case management.

    Learning Objectives

    1. Describe the lifecycle of a threat assessment case from initial concern through resolution. 

    2. Identify the roles and responsibilities of HR, security, legal, and leadership in the threat management process. 

    3. Apply basic principles of structured professional judgment to assess and manage potential threats.

  • Organizations frequently hesitate to act on concerning behavior due to perceived legal risk, uncertainty, and lack of cross-functional alignment. This session explores the legal and compliance considerations that influence decision-making and demonstrates how well-structured threat management programs can reduce—not increase—organizational liability. Participants will gain clarity on defensible decision-making and the importance of coordinated action across HR, legal, and security functions.

    Learning Objectives

    1. Explain common legal and compliance concerns that contribute to organizational hesitation in addressing threats. 

    2. Identify how structured threat management programs support defensible and compliant decision-making. 

    3. Apply best practices for documentation and cross-functional coordination to reduce liability exposure.

  • Effective threat management requires coordination across multiple disciplines, yet many organizations operate in silos that hinder timely and effective response. This session examines how HR, legal, security, and law enforcement can work together to manage risk before and during critical incidents. Participants will gain insight into building collaborative frameworks, sharing information appropriately, and aligning decision-making across functions.

    Learning Objectives

    1. Describe the roles and contributions of HR, legal, security, and law enforcement in threat management. 

    2. Identify common barriers to cross-functional coordination and strategies to overcome them. 

    3. Develop approaches for effective information sharing and collaboration across internal and external partners.

Panel Discussion

  • Go beyond theory and policy with a rare inside look at actual threat cases and how they were managed. This expert panel will dissect real-world incidents where the stakes were high and decisions had real consequences. Panelists will share what went right, what nearly went wrong, and what they’d do differently now. Walk away with practical insights you can apply immediately to strengthen your organization’s threat assessment, communication, and intervention strategies. 

    Learning Objectives: 

    1. Analyze key decision points in real workplace threat scenarios and identify effective intervention strategies. 

    1. Apply lessons learned from past cases to improve early detection and response protocols. 

    Evaluate communication, collaboration, and leadership factors that influence successful outcomes in threat management. 

TRACK 1: Employee Risk: Recognition, Response, and Management

  • Organizations routinely encounter concerning employee behavior but often struggle to distinguish between low-level workplace conflict and indicators of potential escalation. This session provides a structured approach to identifying, evaluating, and documenting behaviors that may signal elevated risk. Participants will learn how to recognize meaningful warning signs, reduce false positives, and establish clear escalation thresholds to support informed decision-making.

    Learning Objectives

    1. Identify key behavioral indicators that differentiate normal workplace conflict from potential threat-related behavior. 

    2. Apply a structured approach to documenting and evaluating concerning employee conduct. 

    3. Determine appropriate escalation thresholds and when to involve HR, security, or threat management resources.

  • Employee discipline, terminations, and organizational changes represent some of the highest-risk moments for workplace violence and escalation. This session examines how organizations can proactively identify and manage risk during these critical events. Participants will learn how to plan and coordinate high-risk actions, recognize pre-incident indicators, and implement safeguards that reduce the likelihood of escalation.

    Learning Objectives

    1. Identify risk factors associated with terminations, disciplinary actions, and organizational change events. 

    2. Develop coordinated response strategies involving HR, security, and leadership during high-risk employee actions. 

    3. Implement pre- and post-event safeguards to mitigate the risk of escalation or retaliation.

  • De-escalation is often emphasized in workplace training, yet many employees lack practical skills to manage high-stress interactions effectively. This session focuses on real-world communication strategies that reduce tension, prevent escalation, and maintain control during difficult interactions. Participants will learn how to recognize escalation triggers, apply effective verbal and non-verbal techniques, and determine when disengagement or escalation is necessary.

    Learning Objectives

    1. Identify verbal and non-verbal indicators of escalating behavior in workplace interactions. 

    2. Apply practical de-escalation techniques to manage high-stress conversations and interactions. 

    3. Determine when to disengage, seek assistance, or escalate a situation to appropriate resources.