What Do You Say When Your CEO Asks You Tough Questions About the Workplace Violence Prevention Program?

Archive for the ‘violence response’ Category

What Do You Say When Your CEO Asks You Tough Questions About the Workplace Violence Prevention Program?

Posted on: May 11th, 2026

When your CEO asks tough questions about your Workplace Violence Prevention Program (WVPP), focus on facts, accountability, and proactive risk mitigation. CEOs care about two primary things: reducing liability and ensuring business continuity.  https://naterassociates.com/what-if-your-ceo-put-you-in-charge-of-workplace-violence-prevention/

A structured, confident response involves preparing clear answers to the most common executive questions.

  1. “Are we actually prepared if an incident occurs?

“What to say: “We have established clear response protocols in alignment with OSHA guidelines. Our staff undergoes regular training on situational awareness and de-escalation, and we hold routine safety drills, so everyone knows their immediate next steps. https://www.osha.gov/workplace-violence

“Executive takeaway: Emphasizes that you have a proactive, actionable plan in place.

  1. “How much is this going to cost / Are we legally compliant?

“What to say: “Our program is built to ensure full legal compliance with state and federal regulations. Investing in these preventative measures significantly reduces our financial and legal liability, protecting both our employees and our bottom line. https://www.dir.ca.gov/dosh/Workplace-Violence/FAQ.html

“Executive takeaway: Positions the program as a necessary protective investment rather than shortsighted costs.

  1. “How do you know our current safety measures are working?

“What to say: “We conduct regular risk assessments and maintain a transparent, confidential reporting system for employees to flag concerning behavior early. We also analyze this data to continuously improve our physical security and administrative controls.  https://www.offitkurman.com/offit-kurman-blogs/workplace-violence-prevention-warning-signs

“Executive takeaway: Shows that you use data and continuous monitoring to stay ahead of potential threats.

  1. “How are we preventing these issues from happening in the first place?”

What to say: “Prevention starts with our workplace culture. We maintain a zero-tolerance policy, offer employee assistance programs to support mental well-being, and train our managers to recognize early warning signs before any escalation occurs.

“Executive takeaway: Highlights the human element of your program, demonstrating that early intervention prevents disasters.  https://naterassociates.com/preventing-workplace-violence/violence-interdiction-method/

In closing:

“Executives typically consider corporate risks, whether financial, reputational, legal or commercial. The challenge faced as security and risk management professionals as a whole is to make this something perceptible to the company. It’s obvious to us how much a company and its employees gain from our activities, but senior management will not buy into our idea until they understand that this creates a competitive advantage”. ~Pedro Sa, Security Management Executive with broad expertise in Security, Intelligence and Operations Management. Founder & General Manager of H7 Advisors.  www.linkedin.com/in/pedro-sa . www.linkedin.com/in/pedro-sa

About the Author:

Felix P. Nater, CSC President and Owner of Nater Associates Ltd. a nationally recognized workplace violence prevention security management consultant is known for his extensive background as a former United States Postal Inspector and security management consultant. Nater Associates Ltd. specializes in partnering with small & midsize companies to help them implement and manage proactive workplace violence prevention strategy. His sweet spot is working with organizations that see a need and want to make a difference. https://naterassociates.com/start-workplace-violence-consulting/

His core expertise and methodology are focused on his Violence Interdiction Model that emphasizes a “reverse OSHA top-down assessment” and a Likert-based workplace violence prevention security vulnerability assessment, strategic planning and specialized training.

He is the co-author of Combating Workplace Violence: Creating and Maintaining Safe Environments is a commentator and appears regularly as a podcast guest.

Office: 704-784-0260

Email: info@naterassociates.com

Website: www.naterassociates.com

Preventing the School Shooter’s Mindset Goes Beyond Security Technology

Posted on: April 15th, 2026

“An ounce of prevention is worth a pound of cure”. 

Technology can slow the school or workplace shooter and stop the shooter, but what slows down or prevents the shooter’s mindset?

Another former student returns to his former school to exact his vengeance is overpowered by the school principal. (4/14/26).  https://www.youtube.com/watch?v=GkyVFCpmanY

Preventing the mindset of a school or workplace shooter involves a shift from reactive security (locks, cameras) to proactive human intervention.

Research indicates that most shooters do not “snap” they follow a predictable “pathway to violence” that includes planning and preparation, often leaving observable warning signs that peers, colleagues and family members missed before an attack. https://learningpolicyinstitute.org/product/behavioral-threat-assessments-report

Overspending on security technology on the expectation of mitigating the threat posed by the active shooter is minimizing the wiser investment in violence prevention in the first place. Essential feature of any school violence / workplace violence prevention initiative must be the focus on preventing the transition of the disgruntled person thoughts of retaliation and revenge leading to the active shooter / hostile intruder mindset to thoughts of resolution.

By the time security technology kicks in to avert disaster. The organization already dealing with a failed violence prevention initiative, is relying on the capability of the security technology to minimize the disaster and mitigating further violence.  Active Shooter a Microcosm of Our Society Impacting Workplace Safety and Security

While technologies like AI (Artificial Intelligence) surveillance, automatic door locks, and weapon detection aim to slow or stop shooters, they do not prevent the shooter’s mindset. “Evidence shows that nearly all school shooters are either current or former students at the school”.

They are whom we refer to as the “Insider threat”. They have access to the kingdom. They are very familiar with the entry and exit points, and they are likely already inside the building before the school can act on the potential threat of violence.

So, I ask, how effective are other prevention systems already in place? An independent critical workplace violence prevention vulnerability assessment can be a good starting point in establishing a baseline. http://There’s little evidence tech is much help stopping school shootings • Rhode Island Current

For now, let’s have a practical, realistic, refreshing perspective on the value of “an ounce of prevention is worth a pound of cure”. You know why, because judges and juries in civil liability cases like to know what your plans look like. An active shooter plan is not a standard violence prevention plan. Security technology deployment is not a comprehensive violence prevention plan. Training is not a comprehensive violence prevention plan.   https://phys.org/news/2025-12-school-schools-focusing-safety-technology.html

Preventing the Shooter’s Mindset (Human-centered Approaches). Preventing the mindset of a school or workplace shooter involves a shift from reactive security (locks and cameras) to proactive human intervention.  Researchers indicates that most shooters do not “snap”; they follow a predictable “pathway” to violence” that includes planning and preparation, often leaving observable warning signs that peers or colleagues can identify before an attack occurs.  Therefore, the focus must be on a proactive organizational workplace violence prevention initiative.

Behavioral Threat Assessment (BTA). Instead of profiling individuals, modern prevention focuses on behavioral threat assessment, a multidisciplinary approach where teams of mental health professionals, administrators, and law enforcement evaluate concerning behaviors. Employing proactive identification of individuals displaying concerning behaviors (violent threats, fixations) before they actually act out, allowing for hasty intervention. https://navigate360.com/blog/building-behavioral-threat-assessment-team-schools/

Early Intervention: Identifying stressors like workplace grievances, academic failure, or domestic abuse allows for “off-ramps” – connecting the individual to counseling or social support systems before they mobilize to violence.
  • Problem-solving Over Punishment: Effective BTA systems focus on resolving the underlying grievance    rather than just using exclusionary discipline (suspension or termination), which can actually increase the individual’s sense of despair and isolation.  https://learningpolicyinstitute.org/ 
  • Identifying “Leakage” and Warning signs. Nearly 80% of school shooters tell someone about their plans before an attack, a phenomenon known as leakage.  Key behaviors to watch for include: https://www.sandyhookpromise.org/ 
  • Direct or Indirect Threats: Comments, innuendo, slurs, jokes, or social media posts about violent plans or detailed fantasies of violence.
  • Pathway Behaviors: Researching prior attacks, acquiring weapons, or testing security at a target.
  • Crisis Indicators: Extreme withdrawal, sudden isolation, severe performance drops, or a “last resort” mindset where the individual feels they have no other options. https://eschoolsafety.org/violence

Fostering a Connected Culture. The “angry loner” is largely a myth; most shooters have significant social interactions, but they often feel invisible or deeply aggrieved. It becomes a credibility problem when teachers and staff lack needed trust and confidence during the reporting phase.  https://www.sandyhookpromise.org/

  • Breaking the “code of Silence”: A safe climate where student and employees feel they can report concerns without fear of retaliation is critical.  This is often facilitated by anonymous reporting systems like Sandy Hook Promise.
  • Trusted Adult & Mentors:  Students are more likely to report a peer’s plan if they have a strong relationship with a least one “trusted adult” on campus.
  •  Social Connections: Simple efforts to reduce isolation – such as workplace inclusion programs or school “care teams” can disrupt the development of the shooter’s mindset. https://www.schoolsafety.gov/
  • Access to Counselors and Psychologists: Addressing grievance, mental health crises, and underlying causes of violence, rather than relying solely on security technology.

Psychological Drivers. Understanding the common psychological trajectory helps inform prevention. https://www.psychiatrictimes.com/view/school-shooters-troubled-teens-or-cold-blooded-killers

  • The Suicidal Connection: A vast majority of K-12 shooters (92-100%) are suicidal before or during attack. Programs that prioritize suicide prevention and mental health care are directly linked to preventing mass violence.
  • The “Pseudo-Commando” Mentality: Many shooters are driven by a desire for notoriety, or a “warrior” identity to overcome personal self-loathing. Denying them this notoriety – by focusing on victims in the media and community discussions – reduces the incentive for some potential attackers.  https://www.apa.org/news/podcasts/speaking-of-psychology/mass-shootings

Resources for Early Reporting:

 

About the Author:

Felix P. Nater, CSC President and Owner of Nater Associates Ltd. a nationally recognized workplace violence prevention security management consultant is known for his extensive background as a former United States Postal Inspector and security management consultant. Nater Associates Ltd. specializes in partnering with small & midsize companies to help them implement and manage proactive workplace violence prevention strategy. His sweet spot is working with organizations that see a need and want to make a difference.

His core expertise and methodology are focused on his Violence Interdiction Model that emphasizes a “reverse OSHA top-down assessment” and a Likert-based workplace violence prevention security vulnerability assessment, strategic planning and specialized training.

He is the co-author of Combating Workplace Violence: Creating and Maintaining Safe Environments is a commentator and appears regularly as a podcast guest.

Office: 704-784-0260

Email: info@naterassociates.com

Website: www.naterassociates.com

 

What About Workplace Violence Prevention Policy Development, Can It Be Effective?

Posted on: June 13th, 2025

Before setting out to write the workplace violence prevention policy, we must understand what constitutes workplace violence and what we are trying to prevent. You should have an understanding about what you think would be necessary to consider in developing a violence prevention policy.

Workplace violence is a global public health problem that has already caused a serious threat to both the physical and mental health of everyone in organizations (Duan et al., 2019). Thus, preventing violence in the workplace is critically important, as suggested by the numerous books, articles, workshops, and seminars that have been available on the subject (Van Fleet & Van Fleet, 2022, 93-95).

However, all that advice has come from psychologists, physicians, and such.  What has been lacking is advice from those who know and understand management and organizations — advice that would not only reduce the threat of workplace violence but advice that, if followed, would also enable organizations to develop potential competitive advantages in terms of their personnel and productivity.  Look within your organization for such expertise, and if it is not available consider the value of retaining such services.

We must also consider the reality that prevention is not 100% preventable.  In a perfect world, organizations would identify individuals who would potentially commit workplace violence during the hiring phase and never hire them. Unfortunately, this is not a perfect world and people change overtime anyway. However, organizations can inform and educate everyone, particularly those in management positions, to know when someone may be on the brink of committing a violent act.

In addition, when preparing to write operate under the premise that OHSA (Occupational Safety and Health Administration) captures workplace violence under Four Types/Categories (#1 criminal intent; #2 client to worker; #3 worker to worker; and #4 domestic (personal relations) under Four OSHA Categories: General Industry, Construction, Maritime and Agriculture.

A workplace violence prevention policy and accompanying plans with procedures should demonstrate the organization’s commitment toward ensuring the safety of members of the organization as well as customers, clients, and suppliers. Both management commitment and employee involvement are necessary for the development and maintenance of an effective policy/plan. The continued success and appropriateness of intervention strategies outlined in the policy can be monitored and adjusted with data collected at least annually.

Without a demonstrated commitment of management at all levels, others will not follow; and if management does not lead and others do not follow, then company policies will not succeed, no matter how well composed the lines are and how expensive the paper on which they are printed—they will remain “lost in space” when violence comes knocking.

Workplace Violence Prevention should not be an independent initiative but an organizational investment in creating and maintaining safe work environments with senior management leading the initiative through employee engagement.

About the Author:

Felix P. Nater, CSC is a certified security management consultant helping small & mid-size manufacturing, process, production, and utility firms implement and manage workplace security strategy with a focus on workplace violence prevention, and violence response (hostile workplace intruder). Felix is a retired U.S. Postal Inspector who previously worked on a U. S. Postal Inspection Service Workplace Violence Prevention Team and Major Crimes Unit. During his time on the workplace violence prevention team, Felix worked with local postmasters, postal service managers and senior executives to promote a culture of workplace violence prevention delivering training as needed and responding to a variety of incidents rendering risk abatement and risk management recommendations, and testifying at various city, county, state and federal criminal and civil hearings. Over the past 23 years as president and owner of Nater Associates Ltd, Felix has worked with small, medium, and large businesses and government agencies. He applies his Nater Associates Violence Interdiction Methodology as a part of his consulting process LI3CE (Leadership, Integration, Collaborating, Coordinating, Communication and Execution) in maximizing business and organizational independent capability to initiate and manage their programs. Felix is the author of Combating Workplace Violence: Creating and Maintaining Safe Environments with David and Ella Van Fleet, is a nationally recognized speaker and consultant, advisor and coach. He appears on a variety of podcasts as well as local and national news networks. Felix is retired from the U.S. Army Reserves where he previously served as the command sergeant major of a major U. S. Army Reserve Command.