A few months ago, my colleague Jac Brittain, LP Magazine editorial director, sent me a video from the 1950s about shoplifting. I was surprised to see the public perception of shoplifting at the time and the ways employees were trained to approach shoplifters. As a relatively new writer in the LP industry—I recently approached my one-year anniversary of working at LPM—stating that “housewives commit 85 percent of the nation’s shoplifting” and that a “topcoat worn nonchalantly over one shoulder” is a common shoplifter tactic didn’t exactly align with what I have learned so far in the LPC course and during my time at LPM.
Ultimately, this disconnect inspired me to dig into the history of LP training and to take a closer look at how training has evolved from the narrow 1950s mindset to the expansive discipline it is today. Luckily, Brittain has over forty years of industry experience under his belt, and he played a large role in developing the training courses at the Loss Prevention Foundation that have become the gold standard of training for LP professionals today. When I came to him with my thoughts, he had a wealth of knowledge to share. What started as simply sharing a video evolved into months of discussions about all the ways in which LP training has changed over the years.
These discussions, which also involved other industry leaders, revealed significant progress in the field of LP. From the days of chasing shoplifters through parking lots, we’ve now transitioned to more reliable LP technologies and safety-focused retailer policies. Amid these changes, one thing has remained constant and even more vital: the ongoing need for training.
The Early Days of LP Training
After speaking with multiple sources, it became apparent that for many, there were no tangible, specific training guidelines on effective procedures that extended beyond observing your mentor on the floor. Brittain noted that for him, there were no clear-cut methods that were taught, other than to observe and catch shoplifters, which is why he and many he knew had chosen the profession—the thrill of apprehensions. But even as apprehensions continued to rise, store losses often continued to increase as well. Thus, a major change in LP strategies was necessary. Limited training and simply apprehending shoplifters were no longer enough to impact profit enhancement. The need for more effective LP training became a top priority for retailers. Consistent training and education on the full scope of shortage awareness issues and their impact on sales and profitability was needed for all employees.
When I spoke with former-Vice President of LP at DICK’S Sporting Goods David Lund, CFI, LPC, he reflected on his training experience in 1990—the year his journey in LP began.
“Unfortunately, my initial training experience could be best described as rudimentary and primarily on-the-job. I learned the basics of my new role through hands‑on observation of my slightly more seasoned colleagues and, later, by actively engaging in the work alongside them. After a few shifts, I was on my own.” He continued, “While I vaguely recall scanning company handbooks and signing off on various policy and procedure documents, the substance of those materials didn’t leave a lasting impression or contribute significantly to my learning process.”
Brittain added, “One of the biggest changes in training methods over the years has been how we approach shoplifters themselves. We used to be trained to stop or even chase shoplifters out of the store physically, but today, we’ve seen a complete change in how we approach this problem. Most companies have adopted training with a totally hands-off approach; the safety aspect of training methods has changed significantly over the years.”
The old “cops and robbers” mentality evolved due to multiple factors, but the main forces behind the changes were the need to keep LP, shoppers, and suspects safe—and the realization that stores cannot catch their way out of shrink.
“In my early years of retail, the LP team was largely regarded as a separate entity that was mainly charged with catching shoplifters and an occasional rogue employee,” said Karen Edwards, senior instructor at the University of South Carolina College of Hospitality, Retail, and Sport Management. “Today, we recognize the LP role as a highly skilled and integral part of the management team, whose function, like everyone’s, involves maximizing profit and reducing risk for the organization.”
As retail operations and loss prevention recognized that neither profession is intended to stand on its own and that they are business partners, the focus on proper training and awareness increased. Thus, they began to understand how to serve each other better.
“We went from the narrow focus on people stealing to looking at other sources of loss within the company. We’ve really taken a giant step forward in the way that we look at the whole concept of retail loss,” said Brittain.
However, this wasn’t something that happened overnight. To truly influence the success of the business, the LP team had to be seen as valued partners who could make a genuine impact on company performance. For that evolution to occur, there needed to be a unified effort to build formalized training programs and, subsequently, credibility.
LP is now a defined profession, offering various career advancement and growth opportunities. The broadening of core responsibilities and program objectives has emphasized professional flexibility to keep up with the changing retail landscape. As a result, today’s LP professional is expected to be multidimensional, open-minded, global‑thinking, and enterprising.
Certifications Validate LP as a Profession
A significant development that forged a path forward for LP training has been the rise of specialized certifications like the Certified Forensic Interviewer (CFI), Loss Prevention Certified (LPC), and Loss Prevention Qualified (LPQ), which played a pivotal role in elevating the standards and professionalism within our industry.
Credibility is vital in loss prevention, which is part of the reason these certifications were created—to establish essential competencies for successful professionals. Developed with input from industry leaders, these credentials solidify a professional’s standing in the field.
Brittain had this to say regarding the LPC and LPQ: “To establish the credibility of these certifications, around 350 industry leaders and subject matter experts from over one hundred leading retailers were interviewed and actively involved in the development process. After the content was finalized, input from numerous college professors was sought to enhance the learning design. The result was not just training programs but comprehensive educational courses, eligible for academic credits at various colleges and universities nationwide.” Brittain continued, “The focus throughout the creation of these certifications was on identifying the essential skills and abilities for success in the field of loss prevention. The educational programs serve as tools to cultivate effective leadership qualities, incorporating industry best practices to guide professionals in navigating daily challenges.”
Lund agrees that credibility is critical in the LP field and stresses the importance of pursuing professional certifications.
“Beyond enhancing individual credibility, professional certification has fostered a sense of community and collaboration within the industry,” he said. “Solution providers, recognizing the importance of understanding the particulars of loss prevention, have not only pursued certification themselves but have also supported the certification efforts of others. Many have also invested in events and organizations dedicated to professional development, thereby contributing to a well‑connected and mutually supportive network within the industry.”
The certifications add validation to the field of loss prevention, helping to establish the career path as a profession rather than simply a role. The professional credential, updated regularly, enables certification holders to stay current on vital skills and advance their professional development in a field demanding expertise, trustworthiness, and credibility.
“Top-tier employers are actively seeking out certified professionals, recognizing the value of a credentialed team. Job postings increasingly prioritize candidates with certification or at least a preference for it, positioning certification as a significant differentiator in a competitive job market,” Lund stressed. “This trend reflects a broader acknowledgment among employers that investing in certified professionals leads to enhanced team cohesion and better performance.”
With seventeen years of experience in LP and now working as director of operations and partnerships at the LPF, Julie Lawson, MBA, LPC, added, “Many job descriptions will list LPC, LPQ, or CFI as a preferred or required asset on one’s resume. I think providing continued education opportunities is incredibly valuable, and, as a whole, I would love for retailers to reach out about topics they would like addressed on continuing education webinars. Providing relevant, valuable content is critical to helping LP professionals maintain these professional certifications.”
These certifications advance professionals already in the field and help prepare and educate those interested in pursuing a career in retail loss prevention. Now, some universities even offer students the opportunity to earn their LPQ as a part of their coursework.
At the University of South Carolina, for example, students in the College of Hospitality, Retail, and Sport Management can take a class on asset protection where they earn their LPQ. “Integrating the LPQ course right into the curriculum has been a game-changer—our students are able to access the same materials used by LP professionals already working in the field,” Edwards said.
More and more universities are recognizing the need to include LP in their curriculum as the field continues to grow and gain more awareness. These include the University of Cincinnati; UEI College in Huntington-Park, California; Carrington College in Sacramento, California; and the University of New Haven in West Haven, Connecticut, among others.
Karl Langhorst has 35-plus years of retail LP experience and currently serves as the SVP of operations for ALTO US. He is also an adjunct professor at the University of Cincinnati’s College of Criminal Justice, where he instructs on retail loss prevention and corporate security.
“I am a strong advocate for the LPQ and LPC certifications,” Langhorst said. “I am especially proud of the partnership between the LP Foundation and the University of Cincinnati College of Criminal Justice. Our students are hungry for knowledge and certifications. The ability to provide them the opportunity to not only learn about retail asset protection but to also earn the LPQ certification and to put that on their resume, I believe, is truly a competitive advantage for our students when seeking a career in the criminal justice field.”
There are solution providers who mandate obtaining the LPQ certification as a part of the job, ALTO being one of them.
“With my role at ALTO USA, we have made obtaining the LPQ certification a requirement for our field team,” Langhorst said. “While we focus on hiring customer service-focused team members, we also want them to have the basic knowledge of both loss prevention and business so they can provide the support our customers expect and deserve. The LPQ certification provides that knowledge.”
Modern Day Training Methods
In the 1980s, the first online marketplace opened for business, forever changing the retail landscape. On the positive side, shopping methods became smarter and more intuitive. On the other side of the spectrum, shoplifting and other retail crimes evolved as well, creating new opportunities for retail thieves to resell stolen goods. A new demand arose for updated loss prevention training methods that kept pace with the offenders.
“Loss prevention training quickly adapted to this new environment by moving from a reactive to a proactive approach, focusing on customer service, operational controls, and creative merchandising to limit theft opportunities,” Brittain said. “Collaborative partnerships across departments replaced siloed operations, making a proactive approach more cost‑effective in deterring both external theft and employee dishonesty.”
As part of a proactive approach, most retailers today train their LP departments to utilize advanced technology systems that furnish in-depth insights into the operation and success of the stores. Many of these tech-enabled insights also aid in the direction and performance of LP programs. Their purpose is to enhance current strategies, strengthen LP teams, and educate staff to achieve the goal of safeguarding assets.
“Technology has facilitated greater accessibility and convenience, allowing learners to engage with training materials at their own pace,” Lund said. “Digital platforms can also offer interactive features and multimedia content that can enhance engagement and retention. With the increasing adoption of artificial intelligence, machine learning, and data analytics in loss prevention efforts, training programs will need to incorporate content for effectively leveraging these technologies.”
During the COVID-19 pandemic, many of our day-to-day activities, such as school, work, interviewing, etc., were done virtually, with some never quite returning to their original format. And now, virtual training has become an accepted practice.
“Technology available for online classes has come a long way, and it is very easy to ensure all students are staying engaged in group conversations with their peers and to ensure those conversations are presented in a manner in which students want to participate,” Langhorst said. “I challenge my students from day one of my classes to not just provide textbook answers but to also develop their critical thinking skills. I reinforce the development of this important skill throughout my courses in discussion posts, research papers, and in the video chats I have with them.”
There are pros and cons to online training—especially when it comes down to finances.
“More and more training has gone virtual. I do think there is something extra that you get with in-person training, so I am glad to see some of those return. However, the ability to reach a wider audience because of the cost savings of doing things virtually allows education to happen in a much wider net than possible twenty years ago,” Lawson said.
But the collaboration that comes with in-person training can be invaluable. For example, Edwards’ students benefit from hands-on classroom learning, especially since they may be unfamiliar with the nitty gritty of loss prevention.
“The first thing I point out to students is that loss prevention is part of every retailer’s job—whether you’re a buyer, a store manager, or work in supply chain management, there is literally no position in retail that isn’t affected by the risk of loss,” Edwards explained. “Although many of our retail majors have jobs in the industry, not many of them are extremely familiar with aspects of loss prevention beyond shoplifting. So, awareness of the many factors that can create loss is key. We cover everything from internal theft and investigations, online fraud, and conducting inventories to workplace violence, ORC, and active shooters.”
Langhorst further highlights the field’s dynamic nature, stressing the importance of staying updated beyond traditional resources like textbooks.
“Retail AP, and the challenges we face, change continuously. Textbooks can’t be the only resource that students are exposed to if the goal is to legitimately help them understand the profession,” Langhorst said. “Not only are my students exposed to real-time retail LP topics through industry publications such as the LP Magazine, but I am fortunate enough to have industry experts that I do video interviews with for my classes. I pride myself on staying current on industry trends and ensuring substantive trends are shared with the students in the form of discussion forums and additional required readings.”
Establishing an effective training and awareness program is essential for employees to gain proper awareness. Doing so requires approaching the task holistically and instituting a systemized plan that best suits the stores’ and the trainees’ needs.
“Structured training plans that blend company history, theoretical knowledge, practical experience, and fundamental organizational navigation skills are crucial. Pairing new hires with peer mentors dedicated to supporting their onboarding and training processes can significantly enhance the learning experience,” Lund said. “A holistic training approach not only strengthens the capabilities of LP professionals but also fosters collaboration across departments, leading to more integrated and effective strategies for loss prevention. Exposure to cross-functional training has also been proven to facilitate career advancement, with LP practitioners often transitioning into leadership roles in store operations, human resources, and beyond.
“At DICK’S, LP professionals undergo a structured eight-week training program, which serves as a cornerstone for our multi-unit leaders. This comprehensive program caters to individuals both internally promoted and new to the business, offering tailored tracks to meet the varying needs and backgrounds of our teammates.”
These programs can provide individuals who are new to the industry with wider knowledge of the actual role of LP professionals, correcting any perception of these professionals as “security guards” or similar titles.
“The reality of what retail loss prevention does and the important role they can play as a business partner are vastly unknown to many college students’” Langhorst said. “The widely accepted impression of retail LP is that of “mall cops” or overzealous “shoplift agents.” When students are exposed to the real world of retail AP, they are amazed at the diverse career paths available to them in this profession. I have had numerous students that have shifted their career path from law enforcement to retail LP upon graduation.”
Career paths in loss prevention have expanded tremendously over the years, with opportunities now available to aid in the process of landing a job in the field.
“LP internships provide a huge opportunity for students who want to get an in-depth understanding of the profession and the many different career paths in it. The UC CJ program has partnered with several companies to help create or promote their programs. LP internships are a win-win proposition as they not only allow students on‑the‑job exposure to LP professionals, but provide a great recruiting opportunity for companies to vet potential candidates.”
The Future of LP Training
Whether certain training methods are here to stay and continue to be effective will depend on the ongoing evolution of the retail environment. As the retail industry continues to evolve, so too must the available training.
“Training programs will likely continue to emphasize understanding human behavior and psychology to detect and prevent active violence and manage conflicts that seem more commonplace in retail,” said Lund. “The trend toward professional certification and standardized training programs is likely to continue, as organizations recognize the value of having certified and well-trained LP teams.”
Lund also believes that this will undoubtedly entail the creation of fresh certifications and accreditation initiatives designed specifically for the challenges within the industry.
Still, the significance of “live” experience, in-person mentorship, and practical skills training is unlikely to wane, as real-world scenarios consistently offer the most valuable learning for LP professionals.
“Industry stakeholders may consider implementing mechanisms to evaluate a professional’s ability to apply their knowledge in practical scenarios,” Lund said. “This could involve incorporating hands-on simulations, case studies, and experiential learning opportunities into continuing training programs. Certification and training programs should also be regularly updated to reflect emerging trends, technologies, and threats. Additionally, mentorship programs pairing seasoned credential‑holders with newcomers could provide valuable guidance and opportunities for practical skill development and skills validation—and would also create opportunities for great networking.”
By aligning training, certifications, and continuing education with the trajectory and evolution of retail, loss prevention professionals can better anticipate and respond to changing threats and identify emerging opportunities within the industry. This elevates loss prevention from a job to a profession and ensures LP has a seat at the table.