Get Real

After recruiting and managing a large, high-profile executive protection team, I cringe when I hear the complaint, “I should be paid more for my skills”. And I hear that quite often.

We all want to make more money, that’s for sure. Most often the only skills that are only being referenced are (hard skills) like professional driving, EP schooling, advance work and over-all security. Those are (of course), essential skills, and constitute the bread and butter of protection work.

However, the 'bread and butter' skills are a given in our field. They are merely a starting point, and having them does not guarantee you anything more than a possible foot in the door. There are many more factors involved in being a top echelon EP guy or gal, and I can tell you from experience, that the truly top tier EP specialists have the basics down pat, and then go above and beyond these fundamentals.

For example, those on top of their game understand the 'value-add' of meshing and fitting in with their team. They consistently manage and follow-through with a projects in a timely manner. They seek to develop relationships with colleagues, and ensure that they have support within their companies and teams. They submit and manage monthly financial reporting in a timely manner, and ensure that they are not their managers 'problem child' (and every team has them). Top tier EP's adjust their behavior to accommodate their principal's tastes and preferences, and they adapt to the environment around them (rather than trying to insist the environment adapt to them).

All of these traits make their teams and their managers look good. Which in turn, makes them look good. Which ultimately results in being seen and perceived as a valuable member of the team, and someone worthy of higher pay and perks.

Combine everything above with your ‘hard skills” and you won’t have to ask for a pay increase, it will likely be given to you when that end of year bonus time rolls around. I can assure you that Security Directors and Executive Protection Managers are well aware of who is, and who isn't the 'real deal. In our highly competitive market, those who do possess the entire skill package will be rewarded.

If you are upset that you aren't being adequately compensated or rewarded for your skills, you need to truly assess what you bring to your team. Are you just clocking in and resting on your laurels? Or do you consistently show up like a true professional, and add value to your team and your principal, each and every time you are on the job?

Much like in recent news, and in professional sports, we can all take note on how long merely “Skilled” players survive, or stay around on just their skills alone. Getting along in the locker-room and off the field is also an incredibly valuable skill. Conversely, being a narcissistic pain in your manager's or colleague's ass is not likely to land you either more money, or respect.

We’ve likely all heard the phrase, “There are a lot of (highly skilled) unemployed people out there”. In the Executive Protection World, this is defiantly true. Don't let that be you. Be real with yourself, and if you aren't addressing shortcomings in your skill set, or demonstrating top level personal service to your principal, you may have some work to do before being rewarded with that coveted cash.