PSA launches 'Leadership Institute'

PSA Security Network wants to be even more influential with its integrator members with the launch of the PSA Leadership Institute at its convention this week in San Juan, Puerto Rico.

Though the white sands and sun beckoned nearby, PSA Security Network members filled the conference room to be influenced and become more influential through the new, custom-designed program.

Bill Bozeman, president and CEO of PSA Security Network kicked off the program, with his opening session "Becoming a Person of Influence." The Leadership Institute is designed as an "opt-in" educational plan that he said will be presented in four different face-to-face opportunities each year: PSA-Tec; PSA convention and two other trade shows yet to be determined, but under consideration are ISC, ASIS and BICSI. The program will also include webinars, teleconferences and video. It will be available to any member of the integrator's team who wants to take part in the voluntary program.

Bozeman said PSA put a tremendous amount of time and effort into developing the program and added that the group made the decision to work on the curriculum internally rather than outsource it completely. "We know our members and what you need and this will be a continuing series of educational sessions," he said. "The idea is to make you more successful and better leaders-so that you can become a person of influence."

He quoted John C. Maxwell, author of "Learning to Become a Person of Influence,"-"The true measure of leadership is influence; nothing more and nothing less."

PSA surveyed members to determine the needs and direction of the Leadership Institute. According to respondents, some 91.7 percent said that they felt leadership was very important to the success of a company and 8.3 percent said it was important.

Bozeman said there was no one company or individual whom he felt could deliver the program so he decided to "cherry pick" from the best of the best in the development of the Leadership Institute.

"We have done a tremendous amount of research and due-diligence in the development of the program. We know who you are and what you need. We will present the Leadership Institute as a suite of services you will find extremely valuable," he said.

PSA's Leadership Institute will also include outside service providers-the launch featured speakers Bill Bertolet and Jason Richmond of Dale Carnegie Training, who presented exercises to groups of three in the audience centering on how to come up with techniques or processes to deal with the frustrating parts of managing a team and expectations and dealing positively with the mistakes that often happen in running a day-to-day operation. "Handling mistakes, how you do it? These are the defining moments," Bertolet said. "You can put these situations in perspective and use them to influence people."

"It isn't so much about understanding the equipment and the products, which I know a lot of you concentrate on," Bozeman explained. "It's about having a vision, rallying the team and having the right attitude. You are all good managers or you wouldn't be here today. You can learn how to be a much better leader. This program will teach you how to be a better leader. We will pull from a much broader influence for the program. We need the younger guys to help us, we need more ladies to help-we want to diversify the influence."

According to Bozeman and his research, the program will give participants a better understanding of influence and its impact not only on business, but also on the personal life.

Ted Szaniawski, principal of HRGroup LLC in Tempe, Arizona, gave his insights on hiring and retaining the right people. "We consider ourselves to be a workforce catalyst. Our goal is to help you run your business better. Leadership and influence are really closely linked," he said.

He also talked about the importance of establishing "Key Performance Indicators" for a position within the company, items which are critically important to the specific job an integrator is hiring for. "Unfortunately, for whatever reason, the biggest hiring mistake is that we are attracted to people who are most like ourselves," he said.

Szaniawski said hiring should consist of a pointed strategy and earmarks for success. "You have to do the same due diligence you would with buying product as you would with hiring," he said.