Annemarie McAvoy’s Post

#WhatIsRisk? #WhatChallengesRisk? (Site Specific Assessments & Situational Awareness Training) TOPIC: PSYCHOPATHY WITHIN THE FINANCIAL CRIMINAL => Character Traits (inner-self) VS Fictitious Reputation Traits (society's view) REFERENCE: Power and Control*Passive Aggressive *Greed*Coercion*Malice*Selfishness*Self-Centered*Manipulation*Deception*Deceitful Behaviors*Flying Monkeys Psychopaths/Narcissists/Sociopaths seem proud of their ability to lie. When asked if she lied easily, one woman with a high score on the Psychopathy Checklist laughed and replied, "I'm the best. I'm really good at it, I think because I sometimes admit to something bad about myself. They'd think, well, if she's admitting to that she must be telling the truth about the rest." She also said that she sometimes "salts the mine" with a nugget of truth. "If they think some of what you say is true, they usually think it's all true." Many people get the impression that psychopaths sometimes are unaware that they're lying; it is as if the words take on a life of their own, unfettered by the speaker's knowledge that the person is aware of the facts. The Psychopathy's indifference to being identified as a liar causes the listener to wonder about the speaker's sanity. More often, though, the listener is taken into the psychopathy's world of power and control, passive aggressive, and creative underworlds. Consult with Me! #TheWorstCriminologist (Safety-Security Expert & Fraud Examiner) 29 years experience #ManagementConsulting #ExpertWitness #Educator #Trainer Nationwide & Global

#BusinessOwners #CorporateLeaders #CorporateLawyers #HRDirectors #Auditors (Internal & External) #Managers #PropertyManagers #ClaimAdjusters #PersonalInjuryAttorneys #InsuranceDefenseAttorneys #CivilAttorneys #CriminalAttorneys #WhatIsRisk? #WhatChallengesRisk? (Site Specific Assessments & Situational Awareness Training) TOPIC: Psychopathy Within The Financial Criminal => Power and Control*Passive Aggressive*Greed*Selfishness*Self-Centered*Coercion*Malice*Manipulation*Deception*Deceitful Behaviors*Lack of Empathy*Self-absorbed*Hunger for Attention ect.} What are the TWO types of Intelligence that financial criminals conflict with? ANSWER: 1) #IntellectualKnowledge, and 2) #DeceitfulCreativeness As a society, we tend to attribute the causes of an antisocial or criminal behavior (act) more to outside forces than to choices an individual makes. Indeed, this diffusion of RESPONSIBILITY is BIG BUSINESS. (by those large numbers of behavioral psychologists, psychiatrists, social workers, and counselors ready and eager to explain or exculpate criminal behaviors). This is GOOD FOR CRIMINALS in general and for PSYCHOPATHS in particular. Financial crooks with psychopathy make effective use of the belief that everyone is good at heart, only needs a chance, and is capable of genuine rehabilitation. Perhaps this is why so many of those in the HELPING PROFESSIONS find themselves in big trouble by trying to help a psychopath. Thinking back, I recall a prior fraudster telling me during an interview, "I LOVE DO-GOODERS BECAUSE THEY DO ME SUCH GOOD." REMEMBER: CONTENT is KING, but DISTRIBUTION is QUEEN and she wears the PANTS! Consult with Me! #TheWorstCriminologist (Safety-Security Expert & Fraud Examiner) 28 years experience #ManagementConsulting #ExpertWitness #Educator #Trainer NATIONWIDE & Global

HAS someone weaponised incompetence at your workplace? I'll almost guarantee that they have ... It is a phenomenon that has been around forever even if most of us have struggled to put a name to it. It revolves around the partner who “cannot remember” how to turn on the dishwasher or the housemate who experiences “enormous difficulty” using the vacuum cleaner. Thanks to social media we are now able to call out actions like these and many others as “weaponised incompetence”. Social media platforms have been flooded with hash-tagged examples of how some of us are able to shift responsibility for tasks that we find tiresome, boring, unattractive or effortful onto others. Armed with an illusion of inability, many pretend to be unable to complete a task, some intentionally perform a job in a sub-standard way and others show their unwillingness or hesitancy to learn how to do something. Their modus operandi is to have someone else step in and respond with “don’t worry, I’ll do it”, “let me do that for you”, “never mind, leave it to me” or “why are you doing it that way”. Even if you have never considered the concept of weaponised incompetence, you will almost certainly be able to reel off a list of examples in a matter of seconds. Your partner tries to avoid ironing his shirt by throwing his hands up in despair while sighing that you are “so much better at pressing clothes”. You relent and say “you’d better leave that to me”. Your colleague is asked to photocopy some papers for a meeting but tells you “I always get so confused using that machine”. You jump in. It is your friend’s turn to organise a social get-together but she tells you she is “absolutely hopeless at getting on top of those things”. You step in and say “don’t worry, I’ll organise it”. Everyone has deployed weaponised incompetence at some point in time. While it might seem harmless, repeated occurrences of exaggerating an inability to complete a task amount to an act of dishonesty. It is also selfish and more serious cases of weaponised incompetence can be linked to emotional abuse and other forms of manipulation. Distinguishing between someone who genuinely needs assistance with a task and someone who is making use of weaponised incompetence to avoid something they do not want to do is often difficult. So next time you feel the compulsion to take over a routine task that someone appears to be resisting or struggling with, stop to assess the situation first.  Just because you can jump in to help does not mean you should. Cartoon used under licence: CartoonStock #capability #equity #management #leadership #workplace #hr #equality #humanresources #weaponisedincompetence

A good read on a dynamic called ‘weaponised incompetence’. And I love the cartoon too Professor Gary Martin FAIM. In a nutshell it’s to feign a lack of capability so someone else swoops in to take responsibility. It can play on people’s needs to be seen as the saviour. I.e. when I do this for you I will be seen as valuable/lovable/helpful …. Insert your chosen word. It is not to be confused with learned helplessness. This is when we teach someone else to not take responsibility by doing things first. There is such a delicate dance between them. The key for me is intention. - Are we putting people in a 1 down position when we ask for support? ie getting them to do menial tasks because we feel above it and therefore above them. (Not at all ok) OR - Are we genuinely not capable and showing vulnerability? (Very Ok) - Are we accepting we don’t have to do it all and that we need others? (Very ok) - Are we also giving others a chance to play to their strengths and shine? (Very Ok) This is a dynamic and it takes more than 1 person to play this game. If we don’t give it oxygen it can diffuse the situation. Here are some things that can work. - Leave space for people to step up. Not everyone will do things the same way as you. And that’s ok. - Allow people to ask for help. It shows us all that we can’t do life alone. - Discern people’s intentions when they ask for help. Is it to play the one up / one down game? Or is to truly allow others to play to their strengths. True intention is everything.

"Have there been any compliance issues related to fraud, abuse, unethical, or illegal practices or any other misconduct at your company?" This is a question that we ask almost every employee that we conduct an exit or stay interview with. Surprisingly, about 5-6% will say YES! Of course, the other side of that coin is that 94-95% say NO, which is also just as important. Experts will argue that there needs to be more proactive channels to uncover compliance issues as opposed to simply the passive channels like compliance hotlines. Issues can range from not really being a compliance issue, just a disgruntled employee, to serious issues like: discrimination, bullying, or significant compliance concerns. Are you certain that you are uncovering issues within your organization that could be harmful and even costly?  

Protect your career and workplace from fraud! Did you know that over half of occupational frauds are due to a lack of internal controls or overrides? Commit to integrity and stand out in your profession. Join honestcv.com and earn your free certificate today! Information Sharing and Analysis Center CopConnect cleanexit Breachpoint Cyberange Aanand Naidu Pola Rajshekhar Pullabhatla Lakshmi Mini Anupama Basrur Sreeshankar Gurujalam Divya K 🇮🇳 Chetan Anand Vinay Kumar Yedurmane Nagaraj #EthixFirst #ProfessionalEthics #HonestCV #Ethics #Education #Integrity #BusinessContinuity #EthicalPractices #InternalFraud #WorkplaceEthics #CareerProtection #InternalControls #EarnYourCertificate #StandOutProfessionally #CommitToIntegrity #EmployeeEngagement #Entrepreneur #Safety #Employees #Career #EmployeeExperience

Are you a business owner with employees and aware of your obligations related to workplace sexual assaults? Have you experienced or know someone who has experienced sexual assault? Get in touch with Michelle and ensure your loved ones can get over a traumatic experience. #network #success #sexualassault

This story has plagued me over past months. I've always suspected that mistakes were at the time and now we have this enquiry its clear that the gun that killed Matt could have been found during initial search. A couple of things before i start 1. Matt's wife is right to say she what she said. She was let down, end of. 2. I don't judge the officers involved. My reasons will become clear Does policing need to talk more about mistakes? Do we need to lean into mistakes & better understand why they occur. Police officers are human & humans make mistakes. Many commenting on story solely taking a blame approach which in my opinion will lead to more events happening which will have harmful outcome. I made mistakes in my policing career, there were many. I’ve seen colleagues make mistakes. Early on in my career I wouldn’t say anything. Reasons 1. More senior to me 2. They know better than me 3. Unclear situation. As I gained experience I felt able to point out mistakes In the case involving Matt I wasn’t there but feel we need to start a conversation which discusses events that contributed to officers not following procedure or missing signs of mistakes being made. Many factors are present during these types of situations The question of why people fail to act, when in hindsight our collective response is they should have acted has interested social scientists for many decades. Research finds a number of common inhibitors that are present regardless of context Stress itself is an inhibitor. You are less smart when stressed. You make mistakes. The two officers present found themselves initially in a stressful situation. Sensory exclusion kicks in. The focus on the task leads to you failing to notice things (Darley/Bateson 1971) Likely responses to this case will be improved training around search. We’ve been here before. Mistakes continue to happen and they will continue until we move beyond simply tightening up search techniques don’t think we can ignore the daily stress officers face. Going from job to job. The constant barrage of negative media, and closure to primary & secondary trauma all take their toll. An unhealthy officer is likely to be more prone to making mistakes. Active bystandership training supports the unique dynamics of policing helping staff to overcome often entrenched and human factors that prevent action. Incidents range from mistakes, poor behaviour and poor wellbeing To end, this whole incident will live with all involved for many years. For some it will never leave. You may think I post this simply because of the work I do. In part yes, but my family and I suffered a significant harm after a police mistake many years ago.. That experience in part drove me to better understand the human factors that contributed to this event. I don’t blame the officers involved. I now understand what happened better and work to help reduce such events. https://lnkd.in/efUyxGVR

👀 See our thoughts on the Sexism in the City Report in the FT's The Banker this morning. The report by the Treasury Committee finds glacially slow progress over 5 years and for the first time shines a light on the scale of sexual harassment & bullying, citing a pervasive culture of misogyny. "The elimination of sexual harassment including serious sexual assault, and bullying, should be a minimum standard expected to be guaranteed across the sector. It is a source of deep concern to us that this has not yet been achieved. This needs to be addressed and urgently" So, what are some of the areas being discussed? - We need to tackle microaggressions and 'smaller' incidents in order to prevent serious misconduct. These things are not isolated from each other. - Serious retaliation around whistleblowing still exists and prevents many from speaking out. Firms need to review internal policies and processes to redesign these from a victim-first perspective. - Firms and their Boards are best placed to be accountable for the internal culture change we need to see. - The FCA, as regulator, has a vital role to play in increasing scrutiny on non-financial misconduct and 'fit and proper' assessments. We need to prevent 'bad apples' from hopping from jobs. The FCA will also seek to increase awareness of, and trust in, its whistleblowing hotline. - NDAs are widespread and silencing victims. The government is looking to legislate to reduce their use and harmful consequences.