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The Wicklander-Zulawski (WZ) method is a non-confrontational interview that allows the interviewer to build credibility through a brief introductory statement—and then show understanding through rationalizing.
The participatory approach is specifically used when there’s circumstantial evidence or that there’s a possibility that your subject might have an excuse, an explanation, so some type of alibi that may or may not be true.
Even though we might ultimately deny a request, we don't want to do so in a way that creates an adversarial relationship with the subject. Think about it like this: nobody likes being told no.
The great thing about the enticement question is that we can use it regardless of whether we have any evidence. The wording of the question thus becomes very important.
What we have to remember is that it isn't personal. It's not about us. It's not personal to anyone except the individual who was involved in the incident.
Here's one unfortunate reason: "If I work in a building with 500 people, surely somebody else will say something. It doesn't have to be me."
If you're unfamiliar with any of these laws, or how your company or organization handles them, now would be a great time to visit that with your legal team or your human resources team to make sure everybody's on the same page.
"Partnerships are best when you create solutions without limitations. We should always try to go above and beyond."
"I find it admirable when people in leadership roles aren't afraid to ask questions, get hands-on with their teams to work on new innovation, or step out of their comfort zones to see how new technology or automation can impact the business in a digital world"
We need to be collaborating with those business partners who are tasked with some of the most difficult investigations: those dealing with harassment, violence, or hostility in the workplace.