Category: Executive Social Intelligence

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Addiction Recovery Anxiety & Stress Body & Neuro Brain Cancer & Medical Cancer Resilience Children & Grief Critical Incidents Death in Workplace Executive Social Intelligence First Responders Grief Life Transitions Loss Organ Transplant Pre & Post Surgical Terminal Illness Trauma and Post Traumatic Stress Uncategorized Voir Dire Consultation

Ben Carrettin: Next Level Behavioral Health and Leadership Acumen

In the bustling city of Houston, Texas, one name stands out among the rest in the field of behavioral health and leadership consulting: Ben Carrettin. With over two decades of dedicated service, Ben holds two national board-certifications, is professionally licensed and has several other certifications as well. He is renowned for his expertise in helping individuals navigate the most complex and challenging aspects of life. His diverse range of clinical specialties, leadership experience and cross-cultural training has made him a trusted resource for people; personally, professionally and abroad.

A Journey of Compassion and Dedication

Ben Carrettin‘s journey into the world of behavioral health and leadership consulting began over 20 years ago, and since then, he has made a lasting impact on countless lives. His passion for helping people emerged as he embarked on a mission to provide guidance and support to those facing some of life’s most profound challenges.

Specializing in Healing and Resilience

One of Ben’s primary areas of specialization is working with individuals in recovery from addiction. His empathetic and evidence-based approach has helped many individuals find their path to sobriety, offering them hope and a chance at a brighter future. But Ben’s expertise doesn’t stop there.

He is also well-known for his work with those experiencing complicated grief and loss. Grief is a uniquely complex emotion, and Ben’s compassionate guidance helps people navigate the intricate web of emotions that accompany it. He provides strategies for healing and moving forward while honoring the memory of lost loved ones.

A Beacon of Support for Trauma Survivors

Traumatic events can leave lasting scars on an individual’s emotional life. Ben Carrettin has dedicated a significant portion of his career to working with survivors of traumatic events, offering a lifeline to those who have faced unimaginable challenges. In addition to assisting trauma survivors in his private practice, Ben has responded to many critical incidents in the field as a CISD, assisting survivors, volunteers and first responders. Whether personal or large scale, natural or a man made disaster, Ben’s knowledge, skills and unwavering support empowers survivors to rebuild their lives and find strength within themselves.

A Ray of Hope for Cancer and Organ Transplant Patients

Facing a cancer diagnosis or the prospect of an organ transplant can be an incredibly daunting experience. Ben’s work with cancer and organ transplant patients is a testament to his commitment to helping individuals and their families navigate these challenging journeys. He provides emotional support, coping strategies, and a sense of hope to those grappling with life-altering medical conditions.

Supporting Those Who Serve and Lead

In addition to his work with individuals facing personal challenges, Ben Carrettin also extends his expertise to support those who serve the community. He works closely with police officers, fire and rescue personnel, as well as various clergy and public figures. His leadership consulting services equip these professionals with the tools and strategies needed to navigate high-stress situations and lead with resilience.

International Diversity and Cross Cultural Adjustment

Professionals and their families who move to the US from other countries face a host of challenges and adjustments. The transitions they experience moving from one culture into another are complex and multifaceted. Ben has intensive, cross-cultural training and professional experience assisting individuals and families through these challenges and changes. He also works virtually with US professionals who are working abroad.

Executive Social Intelligence and Public Speaking for Leaders

Executive Social Intelligence coaching, or ESI, helps leaders strategically engage their colleagues and employees and better understand how to maneuver large scale events in the workplace such as downsizing, mergers, international expansion, leadership and structural changes and other organizational development challenges. Through this method, Ben also assists leaders in maximizing their intended message and goal when speaking whether internally or publicly.

Jury and Behavioral Consultant

In more recent years, Ben has been hired on several occasions for more specialized and out-of-the-box projects including assisting legal teams in preparing for and selecting jurors during voir dire and with business leaders seeking to assess the effectiveness and reliability of employee engagement patterns of key managers and directors during top leadership changes.

The Impact of Ben Carrettin

Ben Carrettin’s impact on the Houston community and beyond is immeasurable. His dedication to the well-being of individuals and the growth of leaders has transformed personal lives and professional organizations. His compassionate approach, combined with his extensive experience, has earned him a well-deserved reputation as a leading behavioral health professional and leadership consultant.

As Houston, Texas continues to evolve, Ben Carrettin remains a steadfast pillar of support for those in need. His work embodies the spirit of empathy, resilience, and transformation, leaving an indelible mark on the hearts and minds of all those he touches. Whether you’re on the path to recovery, dealing with loss, facing trauma, or seeking to enhance your leadership skills, Ben Carrettin is a name you can trust to guide you towards a brighter future.

(Originally presented as an introduction for Ben at a privately contracted Critical Incident response service to employees at the local office of a Texas-based company in Spring of 2017).

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Critical Incidents Death in Workplace Executive Social Intelligence First Responders Trauma and Post Traumatic Stress

Critical Incident Stress Management (CISM)

Critical Incident Stress Management (CISM): A Comprehensive Guide to Addressing Trauma

Critical incidents, whether they occur in the workplace, schools, public settings, or during larger-scale events, can have profound psychological and emotional impacts on individuals. These incidents can range from natural disasters and accidents to acts of violence and terrorism. In response to the psychological toll such events can take, Critical Incident Stress Management (CISM) and Critical Incident Stress Debriefing (CISD) have emerged as valuable tools for mitigating the adverse effects of critical incident stress. This article explores what Critical Incident Stress is, the concepts of CISD and CISM, their applications in various settings, potential shortcomings, and the vital role of specialists with clinical expertise in addressing trauma and PTSD.

What is Critical Incident Stress?

Critical Incident Stress (CIS) refers to the psychological and emotional response individuals experience when exposed to extraordinary events that are outside their usual range of experiences. These incidents can overwhelm a person’s usual coping mechanisms, leading to distress, anxiety, and a wide range of emotional reactions. Common reactions to critical incidents include shock, anger, confusion, sadness, and even guilt.

Critical incidents can vary greatly in nature, from natural disasters like hurricanes and earthquakes to human-made tragedies such as workplace accidents, acts of terrorism, school shootings, or public emergencies. The intensity of the stress response often depends on the individual’s proximity to the incident, their personal involvement, and their resilience.

What is CISD (Critical Incident Stress Debriefing)?

CISD, or Critical Incident Stress Debriefing, is a structured and time-limited intervention designed to help individuals process their emotional reactions and cope with the psychological aftermath of a critical incident. CISD typically involves a small group of individuals who have experienced the same traumatic event. A trained facilitator guides the group through a structured debriefing process, which usually occurs within hours to a few days after the incident.

The primary goals of CISD are to:

  1. Provide a safe and supportive environment for individuals to express their thoughts and emotions related to the incident.
  2. Normalize their reactions by highlighting that their responses are typical in the aftermath of a critical incident.
  3. Educate participants about common stress reactions and coping strategies.
  4. Facilitate the sharing of experiences and emotions within the group.
  5. Help individuals identify and mobilize their own support systems.

CISD is typically conducted in several stages, including the introduction, fact phase, thought phase, reaction phase, symptom phase, teaching phase, and re-entry phase. Each phase serves a specific purpose in guiding participants through the debriefing process.

What is CISM (Critical Incident Stress Management)?

CISM, or Critical Incident Stress Management, encompasses a broader set of strategies and interventions aimed at addressing critical incident stress within organizations and communities. It includes not only CISD but also a range of proactive and follow-up interventions to support individuals and promote resilience. CISM may be applied in various settings, including businesses, schools, public institutions, and larger-scale events.

Key components of CISM include:

  1. Pre-Incident Education: Providing individuals with education and training on stress reactions, coping skills, and resilience-building before a critical incident occurs.
  2. Crisis Management Briefings: Conducting briefings immediately following a critical incident to provide essential information, resources, and initial support to those affected.
  3. Individual Crisis Intervention: Offering one-on-one support and counseling to individuals who require immediate assistance in coping with the trauma.
  4. Group Crisis Intervention: Conducting CISD sessions to help individuals process their reactions and emotions collectively.
  5. Family Crisis Intervention: Providing support to the families of individuals affected by a critical incident.
  6. Follow-Up and Resilience-Building: Offering ongoing support and interventions to ensure individuals continue to cope effectively and build resilience in the long term.

Applications of CISM in Various Settings

CISM and CISD have found applications in a wide range of settings, each with its unique requirements:

  1. Businesses: In the workplace, CISM can help employees cope with traumatic incidents, such as workplace accidents, robberies, or acts of violence. It supports the psychological well-being of employees, improves morale, and can reduce absenteeism and turnover.
  2. Schools: CISM is crucial in educational settings following traumatic events like school shootings, natural disasters, or the loss of a student or staff member. It helps students, teachers, and staff process their emotions, ensuring a safer and more supportive environment.
  3. Public Institutions: Public institutions, such as emergency services, law enforcement agencies, and healthcare organizations, rely on CISM to address the unique challenges faced by their personnel during critical incidents. It helps prevent burnout and supports the mental health of those who serve the community.
  4. Larger-Scale Events: During larger-scale events like natural disasters, terrorist attacks, or mass casualties, CISM is vital for providing immediate and ongoing support to affected individuals and communities. It facilitates the coordination of resources and interventions on a larger scale.

Potential Shortcomings of CISM

While CISM and CISD have proven valuable in many situations, they are not without their criticisms and potential shortcomings:

  1. Lack of Scientific Evidence: Some critics argue that the effectiveness of CISM and CISD lacks solid scientific evidence. More research is needed to determine their long-term impact on individuals’ psychological well-being.
  2. Inadequate Training: For CISM and CISD to be effective, facilitators must be properly trained and experienced in trauma response. Inadequately trained facilitators can unintentionally exacerbate distress or create unhelpful dynamics.
  3. Not Suitable for Everyone: CISM and CISD may not be suitable for all individuals or cultures. Some people may prefer alternative forms of support or counseling that better align with their needs and beliefs.

The Importance of Professional Clinical Expertise in Trauma

One crucial aspect of CISM and CISD that cannot be overstated is the importance of having specialists with clinical expertise in trauma and PTSD on the team. There is no substitute for professional and clinical training and a seasoned, expert with years of experience is a game changer. This is especially true when working with victims of violence, war zone survivors, natural and man-made disasters and the rescue teams who initially responded to these calls. Here are several reasons why clinical expertise is essential:

  1. Assessment and Diagnosis: Clinical experts can accurately assess and diagnose individuals who may be experiencing PTSD or other trauma-related disorders. This ensures that those in need receive appropriate clinical treatment.
  2. Treatment Options: Clinical experts can provide a range of evidence-based therapeutic interventions for individuals with PTSD and trauma-related conditions. These interventions may include cognitive-behavioral therapy, exposure therapy, and eye movement desensitization and reprocessing (EMDR).
  3. Medication Management: In some cases, medication may be a crucial component of treatment for PTSD. Clinical experts can prescribe and manage medication when necessary.
  4. Complex Cases: Critical incidents can sometimes result in complex and long-lasting trauma. Clinical expertise is essential for addressing these challenging cases and providing ongoing support.
  5. Integration with CISM: Clinical experts can work in tandem with CISM and CISD teams to ensure that individuals with acute stress reactions receive the appropriate level of care and support. They can help bridge the gap between immediate crisis intervention and long-term treatment.
Closing Remarks

Critical Incident Stress Management (CISM) and Critical Incident Stress Debriefing (CISD) are invaluable tools for addressing the psychological impact of critical incidents in various settings, from businesses and schools to public institutions and larger-scale events. While they have demonstrated effectiveness, they are not without their potential shortcomings. To maximize their benefits, it is crucial to have specialists with clinical expertise in trauma and PTSD as part of the response team. These experts play a vital role in assessing, diagnosing, and providing appropriate treatment to individuals affected by critical incident stress, ensuring that they receive the care they need to recover and build resilience.

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Addiction Recovery Alcohol Anxiety & Stress Cocaine & Stimulants Executive Social Intelligence Opiates (Heroin and Prescription Pain Pills)

Work, Travel and Recovery

Work, Travel and Recovery; Challenges Faced by Professionals in Recovery Who Travel

The life of a traveler can be exhilarating, with new destinations and opportunities around every corner. However, for professionals in recovery from addiction, this lifestyle comes with unique challenges that demand unwavering commitment and resilience. In this article, we will explore the challenges faced by professionals who travel for work while in recovery from addiction and the strategies (beyond working with a professional support service like RecoveryNomadUSA) that they can employ to maintain their sobriety on the road.

Triggers and Temptations

One of the primary challenges for traveling professionals in recovery is dealing with triggers and temptations. The stress of travel, long hours, and unfamiliar environments can trigger cravings for the substance they once depended on. Whether it’s the allure of a hotel bar, peer pressure during business dinners, or the stress of a delayed flight, these triggers can be hard to avoid.

To address this challenge, professionals must develop a robust relapse prevention plan. This may involve identifying triggers, practicing mindfulness techniques, and having a support system in place, even while on the road. Additionally, they can research recovery-friendly activities and venues in their travel destinations to minimize exposure to temptation.

Loneliness and Isolation

Traveling professionals often find themselves in new cities or countries, far from their usual support networks. Loneliness and isolation can exacerbate the challenges of recovery, as the absence of familiar faces can lead to feelings of loneliness and vulnerability. Attending meetings or therapy sessions may also be challenging in unfamiliar locations.

To combat loneliness and isolation, professionals can seek out local recovery meetings or online support groups. These virtual resources can provide a sense of connection and community even when miles away from home. Additionally, maintaining regular communication with loved ones and sponsors can help combat feelings of isolation.

Maintaining Routine

Recovery thrives on routine, but constant travel disrupts established daily schedules. Professionals often struggle to maintain their recovery routines, including exercise, meditation, and regular sleep patterns. These disruptions can lead to increased stress and vulnerability to relapse.

To address this challenge, professionals should adapt their recovery routines to their travel schedules. This might involve incorporating portable exercise equipment or apps for guided meditation. Prioritizing self-care and setting boundaries on work hours can also help maintain a sense of balance and routine.

Managing Stress and Anxiety

The demands of a busy travel schedule can be incredibly stressful. Stress and anxiety are common triggers for relapse, as individuals may seek substances to cope with these overwhelming feelings. Professionals in recovery must find healthy ways to manage stress while on the road.

To manage stress and anxiety, individuals can explore relaxation techniques such as deep breathing exercises, yoga, or mindfulness meditation. It’s also crucial to communicate openly with employers about the need for a balanced workload and reasonable expectations to minimize stressors related to work.

Coping with Crises

Life on the road can throw unexpected challenges at professionals in recovery. From canceled flights to personal emergencies, these crises can disrupt their stability and trigger cravings. Navigating these situations while staying committed to recovery can be exceptionally challenging.

Professionals should prepare for such scenarios by having a crisis plan in place. This plan might include emergency contacts, a list of local resources, and strategies for self-soothing during stressful moments. Additionally, they can notify their support network about their travel plans to ensure they can be reached in case of an emergency.

Stigma and Disclosure

Recovery from addiction often involves stigma, and professionals may hesitate to disclose their past or current struggles with addiction to employers or colleagues. This fear of judgment can make it difficult to seek support or accommodations while traveling for work.

To address this challenge, individuals should carefully consider whether and when to disclose their recovery journey. It may be beneficial to have a trusted conversation with HR or a supervisor about the need for support or accommodations during travel. Employers are increasingly recognizing the importance of mental health and addiction recovery, and many have resources available to assist traveling professionals.

Planning Ahead

Effective planning is key to overcoming the challenges of travel while in recovery. Professionals should make a detailed itinerary that includes recovery-friendly activities, support meetings, and personal time for self-care. By proactively addressing potential triggers and challenges, individuals can better navigate their work-related travels without compromising their sobriety.

Quick Review

Traveling professionals who are in recovery from addiction face a unique set of challenges that require careful planning, resilience, and a commitment to their sobriety. By recognizing and addressing triggers, seeking support, maintaining routines, managing stress, and having contingency plans in place, these individuals can successfully navigate their work-related travels while staying firmly on the path to recovery. With the right strategies and professional support, the world can be a place of opportunity and adventure, even for those in recovery.

 

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Executive Social Intelligence Uncategorized

9 Signs for Top Leadership That Middle Management Needs Serious Attention

Unearthing Toxicity: 9 Signs for Top Leadership That Middle Management Needs Attention

Effective leadership is the backbone of any successful organization, but a crucial link in this chain often goes unnoticed: middle management. Middle managers bridge the gap between top leadership and frontline employees, playing a pivotal role in translating strategic goals into actionable tasks. However, when toxic behaviors fester within middle management, they can corrode the entire organization’s culture and productivity. In this article, (Unearthing Toxicity: 9 Signs for Top Leadership That Middle Management Needs Serious Attention) we’ll delve into the signs that top leadership should be vigilant about, indicating that their middle management might be exhibiting toxic traits.

High Turnover Rates

One of the earliest signs of middle management toxicity is a consistent pattern of high turnover rates among subordinates. If employees frequently leave teams under specific managers, it’s time to dig deeper. Toxic middle managers can create a hostile work environment that pushes talented employees away, resulting in a loss of institutional knowledge and decreased morale.

Lack of Empowerment

A healthy middle management layer empowers employees to take ownership of their tasks and fosters a sense of autonomy. However, toxic middle managers tend to hoard decision-making power, micro-manage, and undermine their team’s confidence. This stifles creativity and innovation, making employees feel undervalued and disengaged.

Communication Breakdown

Effective communication is the glue that holds organizations together. Toxic middle managers may hinder communication by not relaying important information, manipulating messages to suit their agendas, or even fostering an environment where honest dialogue is discouraged. This lack of transparency can lead to confusion, mistrust, and conflicts.

Favoritism and Nepotism

When middle managers exhibit favoritism towards certain employees or hire and promote based on personal connections rather than merit, it erodes trust in the leadership hierarchy. This toxic behavior not only breeds resentment among team members but also diminishes morale and hampers overall team cohesion.

Blame-Shifting and Lack of Accountability

Toxic middle managers often deflect blame onto their subordinates or external factors when things go wrong, rather than taking responsibility for their decisions. This lack of accountability creates a culture of fear where employees fear reprisals for any mistakes and are hesitant to take risks or suggest improvements.

Undermining Team Collaboration

Healthy collaboration is essential for achieving organizational goals. Toxic middle managers, however, may discourage collaboration by fostering a competitive atmosphere or pitting team members against one another. This can lead to decreased productivity, hostility, and a fragmented work environment.

Absence of Employee Growth

A critical responsibility of middle managers is to nurture employee growth and development. Toxic middle managers often neglect this aspect, failing to provide adequate coaching, mentoring, and opportunities for skill enhancement. This stagnation can cause employee dissatisfaction and hinder the organization’s overall progress.

High Stress and Burnout Rates

A toxic middle management layer can drive up stress and burnout rates among their teams. Unrealistic expectations, excessive workloads, and a lack of emotional support can lead to physical and mental exhaustion. This not only harms individual well-being but also decreases overall team performance.

Resistance to Change

Adaptability is a hallmark of successful organizations. Toxic middle managers, however, can be resistant to change, clinging to outdated processes and stifling innovation. This resistance trickles down to their teams, hindering the organization’s ability to evolve and remain competitive in a rapidly changing market.

Closing Comments

In the intricate web of organizational dynamics, middle management plays a pivotal role in shaping an organization’s culture, values, and success. Toxicity at this level can have far-reaching consequences that affect employee well-being, productivity, and ultimately, the bottom line. Recognizing these warning signs is the first step for top leadership to address middle management toxicity head-on. By fostering open communication, promoting accountability, and investing in leadership development programs, organizations can dismantle toxic behaviors and create a healthier, more productive work environment for everyone.

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Executive Social Intelligence Uncategorized

Toxic Leadership in the Workplace

Mediocre, inconsistent and unprepared management can be costly to even the best intentioned company. But toxic leadership in the workplace can have an outright destructive impact on employees, leading to decreased morale, increased turnover, and a range of negative outcomes. Toxic leaders can create a toxic work environment, characterized by fear, mistrust, and a lack of collaboration. In order to identify toxic leadership in the workplace, it is important to be aware of the signs and symptoms of this type of behavior.

Signs of Toxic Leaders

One of the primary signs of toxic leadership is a lack of transparency. Toxic leaders may withhold information from their employees, or may be evasive when asked direct questions. This can create a sense of mistrust among employees, and can lead to a lack of collaboration and communication within the workplace.

Another sign of toxic leadership is a lack of accountability. Toxic leaders may blame others for their mistakes, or may refuse to take responsibility for their actions. This can create a culture of blame within the workplace, where employees are afraid to take risks or make mistakes for fear of being punished.

Toxic leaders may also engage in micromanagement, which can be a sign of a lack of trust in their employees. Micromanagement can lead to decreased morale and a lack of motivation among employees, as they may feel that their work is not valued or trusted.

Another sign of toxic leadership is a lack of empathy. Toxic leaders may be dismissive of their employees’ concerns or may be insensitive to their needs. This can create a culture of fear and mistrust, where employees feel that their voices are not heard or valued.

Finally, toxic leaders may engage in bullying or harassment. This can take many forms, including verbal abuse, intimidation, and threats.  Bullying and harassment can create a toxic work environment, where employees feel unsafe and unsupported.

Above The Rules

It’s worth mentioning that some companies have a culture of seeing upper management as unquestionable, making excuses for their behaviors that would never be tolerated from other employees. If the top leadership sustains this culture and does’t act to intercede with damaging managers, they are ultimately responsible for the losses to the company and employees are likely to be happier and ultimately more successful overall, somewhere else.

In conclusion, toxic leadership in the workplace can have a profound impact on employees, leading to decreased morale, increased turnover, and a range of negative outcomes. It is important to be aware of the signs and symptoms of toxic leadership, including a lack of transparency, a lack of accountability, micromanagement, a lack of empathy, and bullying or harassment. By identifying these signs, employees can take steps to address toxic leadership in the workplace, and create a more positive and supportive work environment.

To become a more effective and savvy leader within your career, consider ESI Coaching for Leaders (see services).

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Body & Neuro Executive Social Intelligence Trauma and Post Traumatic Stress

How Our Brain Makes Predictions

“I Just Knew That Would Happen.” Ever felt that way? How are brain makes predictions is pretty interesting and the predictive processes in our brains is still be studied today. The human brain uses several predictive processes, including perception, attention, memory, and decision-making. These processes are relevant to learning and trauma because they help us make sense of our experiences and anticipate future events. Below we look at how the brain makes predictions and a quick look at what that means for learning and trauma.

In terms of learning, predictive processes allow us to form expectations about what will happen next based on our past experiences. For example, if we have learned that a certain behavior leads to a positive outcome, we are more likely to repeat that behavior in the future. Predictive processes also help us identify patterns and make connections between different pieces of information, which can aid in learning and problem-solving.

So, how does our brain make predictions?

Our brain makes predictions by using a combination of top-down and bottom-up processing.

Top-down processing involves using our prior knowledge, expectations, and context to make predictions about what we are experiencing. For example, if we see a blurry image of a cat, our brain may use our prior knowledge of what a cat looks like to fill in the missing details and predict that it is indeed a cat.

Bottom-up processing involves taking in sensory information from our environment and using it to form predictions. For example, if we hear a loud noise, our brain may predict that it is a threat and activate our fight or flight response.

Both top-down and bottom-up processing work together to help us make accurate predictions about our environment. Our brain constantly compares incoming sensory information to our existing knowledge and expectations, and updates our predictions accordingly.

It’s important to note that our predictions our brain makes are not always accurate, and our brain is constantly adjusting and updating them based on new information. This is why we sometimes experience surprises or unexpected events, even when we thought we had accurately predicted what would happen.

Brain Predictions and Trauma

In the context of trauma, our brain’s predictive processes can be disrupted or altered. Traumatic experiences can create a sense of unpredictability and uncertainty, which can lead to hypervigilance and anxiety. The brain may also form inaccurate predictions about future events based on the traumatic experience, leading to avoidance behaviors and difficulty processing new information.

Overall, understanding the role of the brain’s predictive processes in learning and trauma can help us develop more effective strategies for education and trauma treatment.

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Executive Social Intelligence Uncategorized Voir Dire Consultation

Voir Dire Selection: Here’s Why It’s Important to Bring the Right Behavioral Expert

Voir dire is the process by which our legal system chooses jurors for a criminal case. The basis of this selection rests in its actual meaning. In Latin, voir dire means “to speak the truth.”

Simplified, the process works by having judges and lawyers ask questions to potential jurors. Essentially, they’re trying to determine who is capable and competent enough to sit on the jury in a particular case.

Unfortunately, the voir dire process isn’t flawless. People are able to lie or appear a certain way on the surface that doesn’t accurately reflect their personality or opinions.

That’s why it’s so important to bring a behavioral expert into the voir dire process.

Common Voir Dire Questions

When a judge interviews potential jurors, they’re usually more interested in logistical questions. Lawyers on both sides of a case, however, will tend to ask more personal questions that could sway a trial one way or another.

While lawyers can’t get too personal, they can ask a person about their background and biases they might have. They also might ask if they know anything about the particular case at hand.

Things like actual and implied bias are common challenges when a lawyer thinks a certain person wouldn’t be a good fit for a jury. Either that person openly admitted thier own bias for or against a certain culture, religion, etc., or they have character traits that would cause someone to think that way.

Why Is a Behavioral Expert Important?

While behavioral experts are most commonly found in clinical environments, there are some that specialize in reading body language and other subtle nuances that can be extremely beneficial to the voir dire selection process, too. Not every clinician or behavioral expert is trained or experienced in these situations; it is essentially a sub-class specialty of the greater field. Within the legal system they are commonly referred to as Jury Consultants or Voir Dire Consultants.

These behavioral experts are more aware of the mechanics of human behaviors and motivations and trained in how to detect them. They know what to look for to see what people are really thinking or feeling. They have superior communication and listening skills, which can really help when it comes to selecting the right jurors for a particular trial. Detailed focus on language, delivery, posturing, pitch, mannerisms, eye movement and minute facial responses called micro-expressions that we’ll look at a bit more later in this article.

Specialists in this arena can help increase attention to things that an attorney or judge might not typically notice. That’s because their focus is typically on the how the respondent answers the question and not only the questions themselves, among other things.

They’ll also be able to pay attention to the other potential jurors when one is being questioned in the voir dire selection process. If someone feels like they’re not being observed closely, they’re more likely to let their natural reactions come through. A behavioral specialist can pick up on these reactions easily and report them back.

To sum up, a behavioral expert can fill in many gaps. They will let an attorney know what an individual might have really been saying or thinking when answering a particular question. And they can help to shape some of the questions before the selection process as well as indicate during the voir dire process when someone is responding to a question in a way of concern or interest.

Micro-Expressions and Jury Selection

Paul Eckman made the term “micro-expressions” popular, but it stands the test of time because it works. The most subtle movements or changes in facial expressions can end up meaning a lot. If an attorney, judge, or someone else in the legal system isn’t able to pick up on them, it could greatly impact the ultimate verdict.

Voir dire selection is a great way to choose the best possible jurors for a case. But, having the right behavioral expert on board will fine tune the process and make it even better.

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Please contact me for more information about the voir dire selection. Or, visit here to learn more about the ways I can help.

 

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Executive Social Intelligence

ESI – Leadership and Public Speaking

Patterns Are Everything
Patterns Are Everything

ESI – Executive Social Intelligence

Why managers need ESI coaching sessions for effective leadership.

The corporate world is both dynamic and demanding. There is an intense focus on both performance and measurable results.  The most effective leaders today exhibit high levels of executive social intelligence. ESI Coaching hone managers and directors to be more adaptive and psychologically strategic in an ever-changing work environment. ESI enhances personal discipline, teaches employee/team management strategies and reinforces a leader’s strategic interpersonal skills.

As a tool, success and growth oriented managers use ESI to effectively add value to their workforce’s abilities, as well as their own. In the simplest situations it effectively helps leaders in dealing with minor issues long before they become major (and often times expensive) ones. More strategically, ESI can be used to prepare new or transitional leaders. In this case, by sharpening their public speaking acumen, facilitation skills and subtle behavioral strategies to strengthen the way they are received by others.

Public Speaking and Presentation Acumen

Communication affects how we relate on a day to day basis.  With our diverse cultural backgrounds, education and training, personality, micro expressions, body language and motivations – poor communication can be detrimental in the workplace. It’s not just about a mediocre delivery, it can actually be damaging to the culture you are trying to grow. ESI helps leaders to effectively build an audience’s confidence in their presented content. It also helps maintain integrity between a speaker’s words and body language while ensuring clear and consistent messaging. Whether a public figure addressing the media or a regional director presenting an annual report to the board – a professional ESI coach provides you with a strategic advantage.

Renewed motivation, vision and organizational commitment

Time has a tendency to wear on anyone. This can make it harder to maintain the highest levels motivation and objectivity. While it may be human to slack off once in a while – a progressive decline in productivity runs counter to your career success. ESI helps you  improve your behavioral strategies. Refining your strategic skills enables you to remain professionally objective, highly effective, and a valued and adaptive leader.

Improvement here is not only a step in the right direction for yourself, it also affects how others view you. This is paramount for leaders wanting to elicit the very best from their teams. ESI coaching sessions offer the professional the ability to work outside of their comfort zones. It doesn’t matter whether you are taking over a new division, just landed a promotion or navigating the  downsizing of your workforce. ESI coaching can help you.

For ESI Coaching and Consulting, Call (346)-493-6181