Remembering Keith Oringer

Aley Smidt, CALSAGA Communications Manager

We are saddened to announce the sudden passing of Keith Oringer, Founder and President of Security ProAdvisors. Keith has been a Network Partner of CALSAGA for 2 years & has assisted numerous member companies over the years. He was a well-respected member of the security industry, providing knowledge & services for more than 30 years.

Keith founded Security ProAdvisors in 2015, a leading brokerage, advisory, & consulting firm, where he shared his expertise in increasing the valuation & profitability of many security companies. In 2024, he co-authored Legends of the Security Services Industry: Profiles in Leadership, a testament to his dedication to honoring the pioneers of the field he loved so deeply.

Keith was the beloved husband of Nicole, devoted father of Andrew and Eric, cherished brother of Wendi, and loving uncle to Josie and Maya. Those who knew Keith say he was passionate & dedicated to the industry, a proud father & caring friend. He will be deeply missed by his colleagues, friends, and the industry he helped shape.

Keith Oringer speaking at the CALSAGA 2024 Annual Conference.

 

Building Strong Alliances for Success and Growth in the Security Industry: Strategies to Develop Your Network

Adelynn Camacho, Guardian Secure Solutions LLC, Associate Member

Success in the security industry often comes down to one key factor: the company you keep. In other words, growth requires networking. But networking is more than just collecting business cards or attending events—it’s about building meaningful, strategic relationships that create mutual value.

For many in the security industry—especially those who are hands-on, “boots on the ground” leaders—stepping away from daily operations to focus on relationship-building can be challenging. But investing time in these strategic alliances is essential for long-term success.

Leveraging the Power of the Network

With so many capable companies in the security space, standing out means doing more than offering great services. It requires tapping into your network to enhance your capabilities and broaden your reach.

So, how do we foster valuable relationships that not only support business growth but also encourage the sharing of insight and innovation?

The key is to focus on mutually beneficial partnership. Consider the value exchange:

A physical security provider might partner with another provider to share referrals, subcontract work, or collaborate on new ideas. Alternatively, a security company could align with an outsourced dispatch service—reducing costs while increasing efficiency and revenue for both parties.

Build Intentionally

Start with the network you already have. Reconnect with peers, evaluate existing relationships, and identify those that may have more potential than you previously realized. The strongest partners are often already in your circle.

Expand by attending industry events—both local and national. At Guardian Secure Solutions, we’ve developed many meaningful connections through CALSAGA meetings and the annual CALSAGA conference. These gatherings have provided invaluable opportunities to share ideas, find support, and explore partnerships. Be sure to budget for these events—they’re an investment in your future.

Make Authentic Connections

When meeting new contacts, clarity is key. Be upfront about your goals and your interest in forming partnerships. Focus your energy on those who share your vision for growth and collaboration.

Authenticity matters. Represent yourself and your company truthfully. This builds trust and attracts like-minded peers who value long-term relationships over transactional ones.

Know and Communicate Your Value

You are the expert in your own business. Clearly communicating the value you bring takes practice, but the best time to start is now. Sharing knowledge and insights helps build credibility and trust, and ensures both parties stay informed about industry trends and best practices.

Think Long-Term

Strategic partnerships can expand your offerings, strengthen your reputation, and open doors to new markets. They’re not just beneficial, they’re essential for sustainable growth in our industry.

At Guardian Secure Solutions, we’ve seen firsthand how strong alliances can shape the future of a business. The relationships we’ve built have become more than just partnerships—they’ve become part of our foundation for success.

Adelynn Camacho is a security professional who has played a wide range of roles within security operations. Her passion is driven by her experience in physical security management and her goal is to find unique solutions for her clients so they can elevate their own businesses. 

 

 

Beyond Theory: Analytics and AI Reshaping Security Operations

David Libesman, TEAM Software by WorkWave, CALSAGA Network Partner

The security industry has steadily adopted technology solutions over the years. While some manual processes still exist, many companies are now using ERP systems and mobile tools to manage their workforce and operations. Now, the industry is on the precipice of seeing a meaningful shift yet again.

Ever since AI chatbots and learned language models hit the mainstream market, there’s been buzz about how advanced analytics and artificial intelligence might one day transform security operations. What’s different now is that the buzz is being turned into action: security companies are able to see, with tangible deliverables in reach, what this disruption might actually mean for their business. In my role as SVP and GM of AI & Data Analytics at WorkWave, I’m fortunate enough to meet with security leaders in the TEAM Software network firsthand and really be able to talk through the practical applications and real results these changes will bring.

Disrupting the Security Industry

While many security companies use digital systems for their operations, these core platforms can lack the advanced analytics capabilities needed to fully optimize the workforce. Even with an ERP system in place, when data isn’t being fully leveraged for decision-making, the results are predictable: higher costs, lower efficiency and compromised service delivery on contracts.

Think about some of the most common problems you experience day-to-day:

• Labor shortages and high turnover make maintaining proper staffing difficult
• Scheduling inefficiencies and errors
• Limited access to real-time information leads to reactive management
• Difficulty proving compliance with SLAs, leading to client churn

These, among others, always boil up to the surface because they directly impact your bottom line. And, many of these issues can be helped by improving one thing: your data.

While AI is the buzzword of disruptors, a foundational element of AI’s success relies on the quality of data being taken into account. When AI is built using a powerful data warehouse as its keystone, then the possibilities become endless. Stakeholders in meetings are no longer forced to choose which system of record to believe in if the numbers don’t match up. Field supervisors can access information in near-real time, leading to agility in operations and same-shift decision-making. With data as the root of the reason behind AI, the possibilities become endless.

Layering Intelligence on Existing Systems

What’s important to understand about this technological disruption is that analytics and AI aren’t replacing your current ERP or workforce management system – they’re enhancing it. By adding these capabilities on top of your existing platforms, you’ll be able to unlock new potential from the data you already collect. For example, you’ll be able to use it to:

Optimize Security Scheduling: AI-powered tools analyze your historical timekeeping data to predict staffing needs based on threat levels, property occupancy and events. This reduces overtime costs while ensuring proper coverage, even accounting for travel time between sites and guard qualifications.

Track Performance in Real Time: Advanced dashboards showing guard productivity, attendance patterns and patrol completion give managers immediate visibility, letting them address issues before client security is compromised.

Forecast Labor Needs: Predictive analytics turn your historical data into staffing forecasts weeks or months ahead, giving time to recruit and train staff before shortages occur.

The Business Impact

What do these improvements mean for security operations? In bottom-line terms, it means:

Lower Labor Costs: By optimizing staffing levels and reducing unnecessary overtime, security companies may be able to see significant reductions in labor expenses. When you consider that labor represents a very high percentage of operational costs in security, even small improvements deliver substantial savings.

Better Client Satisfaction: Analytics ensure qualified guards with appropriate training are consistently at the right locations. This reliability strengthens client relationships and leads to more valuable contracts.

Improved Employee Retention: More predictable scheduling, fewer last-minute changes and better matching of skills to assignments improve guard satisfaction. In an industry with high turnover, even modest improvements in staff stability create substantial savings in hiring and training.

Greater Operational Control: With systems handling reporting, performance tracking and resource allocation, security managers can focus on strategic priorities like business growth and client relationships.

From Talk to Action

These changes are moving fast. There is no doubt that companies that add these analytical capabilities to their current platforms gain a competitive edge. You’ll manage workforce challenges more effectively, control labor costs more precisely, and position your business for health–even as the economy tightens. For security, the future is happening now – visit teamsoftware.com for more information.

David Libesman, SVP & GM, AI& Data Analytics Business Unit at WorkWave

David Libesman is a visionary SaaS executive with an entrepreneurial spirit and track record of developing, monetizing and growing data analytics & AI product strategy and business. David is well-versed in driving strong sales through enterprise channels, as well as building, developing and retaining high-performing teams. He aims to bring best of breed AI and analytic capabilities to boost growth and profits for TEAM Software customers through data-driven strategies.

 

Achieve Business Objectives with Effective Performance Counseling Techniques

Anne Laguzza, The Works Consulting, CALSAGA Network Partner

The key to increased productivity and efficiency is in asking.

Asking is one key element of effective performance counseling techniques that help leaders achieve business objectives.

Picture this: You oversee an employee who is not accomplishing all their required tasks and not completely following post orders. This is becoming an issue as the employee’s behavior is not aligning with the company’s values, and productivity and efficiency are decreasing.

When this happens it’s easy for leaders to assume they know why this is happening – the employee must be distracted or using their time incorrectly. But, what happens when you ask before you assume?

This scenario happened recently with a security company I work with, and the solution ended up being easier than they thought!

The leader scheduled a meeting with the employee, and then, prepared by using our Employee Performance Counseling checklist. (Download our FREE checklist here.) During the meeting, the leader reviewed expectations, stated their concerns and then asked why this was happening. The employee disclosed that they felt overwhelmed and had too many things on their plate. They hadn’t complained or mentioned it because they felt responsible for figuring it out on their own.

Once the leader understood the challenge, they were able to work through the employee’s to-do list and collaborate on solutions that worked for both the leader and the employee. The leader then continued to monitor their performance and check in, providing feedback and coaching consistently.

Long-term results? The employee’s performance improved, and they showed pride in doing the right thing. Productivity and efficiency increased, and business objectives were achieved.

This is effective performance counseling in action.

Every leader can apply these techniques and reap the benefits by following these 4 steps:

1. Set clear expectations and goals

• For example, you might have a company-wide expectation that states: “We want officers that are reliable, honest and customer service oriented.” When you have a conversation with a low performer, you can individualize this expectation to address specific concerns: “The expectation is that all our officers are reliable. You have been repeatedly late and I need you to report to work on time for the next 3 shifts.”

1. Monitoring and measuring performance

• Telling an employee something once, training them once – doing anything once – is likely not going to stick. You as their leader will need to monitor and determine how they are doing. And you likely are going to need to repeat yourself more than once.

1. Providing feedback and coaching

• Every employee should be trained, given an opportunity to perform/improve and have their performance evaluated more often than once a year or only when things are going wrong. When you notice performance is not meeting expectations, you schedule a meeting and ask why. Additionally, on a consistent basis, you should be meeting with your employees to tell them what they are doing well and that you value them on your team. Most leaders spend more time telling someone what they are doing wrong than what they are doing right.

1. Evaluating and improving performance

• This looks like giving every employee ongoing regular feedback (positive and negative) and evaluating how they are progressing .

Once you complete step 4, it’s time to start the cycle again!

After implementing performance counseling techniques, some organizations have reported a 10-30% increase in productivity and efficiency (these numbers are highly dependent on the situation and what is being measured). Consistently, it is reported that it DOES have a positive impact overall.

Employees who receive performance counseling want to come to work – they feel PRIDE when they put on their uniform or show up at your office. They want to do the right thing for the company because they care. They call in sick less, make less mistakes and have less injuries.

When employees know the boundaries and expectations, they are more likely to stay and feel happier at their jobs because they understand the parameters. This is often exactly the opposite of what leaders think. Employees report that they feel safer in an environment that is clearly defined and leaders provide them with feedback that helps them meet expectations.

From officers to admin staff, every employee can benefit from performance counseling. And, leaders benefit from achieving business objectives.

Need more help improving employee productivity and efficiency? Email Anne at solutions@theworksconsulting.com.

Anne Laguzza is the CEO of The Works Consulting, a CALSAGA Network Partner. As a seasoned business executive with human resources management, leadership development, and performance coaching experience, Anne works with clients from a variety of industries to develop better systems, maximize employee productivity, and enable management to focus on business growth. For more information, check out theworksconsulting.com or email anne@theworksconsulting.com. You can also find Anne on Instagram and LinkedIn.

2024 Annual Conference Recap