by admin on November 12, 2011
For years and years, children have been used as an emotional tool in family disputes, often involving immoral parents coercing children into making handwritten statements against their partner.
Nowadays it is not unusual for a graphologist to become involved in discerning whether a document, written in an ‘immature’ hand was, indeed, written by a son or daughter or the parent. This often happens when the child is being used as a pawn in brokering financial settlements, or as proof that one parent failed in their care and responsibility for the child’s welfare and best interests.
It is a very sensitive and often emotional assignment for the graphologist. Great care has to be taken to ensure that not only the ‘evidence’ (the letter presented as written by the child) must be examined and a personality profile built up – but also the handwriting of the parent who has submitted it as evidence against their partner should be made available for both personality profiling and comparative examination. In most cases this will provide secure and unquestionable proof as to the legitimacy of the handwritten letter. However, there are occasions where the situation is far more complex when it comes to adult versus child’s handwriting.
To give you some examples which almost defy belief, but are used by a wicked, and criminally controlling, mentally and/or physically parent/guardian …
- Siblings will be groomed to believe that one parent/guardian is negligent, does not love them and is a bad parent/person. They will then be asked to copy out or take down from dictation a document that has been carefully prepared. Indeed, just one child, usually the most emotionally vulnerable within the family, will often be picked out for such treatment – making divisions between the family even deeper. Not only are the siblings set one against the other – but the child, itself, is torn to pieces feeling they have no choice but to comply with the dominant parent, but also feeling guilty, rejected and heartbroken because of the alleged misconduct of the other equally loved parent.
As time passes, the child who had been coerced into doing the unthinkable gradually matures and realises that there are two sides to every story – and wishes very much to rebuild their relationship with the parent who is again a part of their life. Hopefully bridges will be built, but the deep feelings of guilt and distress often refuse to allow a natural and easy relationship to develop.
- An adult will approach the child of a family friend and ask them if they would like to copy out a letter that is going to form part of a book they are writing and that their handywork will be published as an illustration in the book. What child doesn’t want to see their name/work in ‘lights’! Not only that, the family ‘friend’ will give them some pocket money for doing it.
- A parent will, themselves, write lots of little notes in varying childish forms for print script and block letters – saying they were found in the a child’s bedroom, tucked into a book, left on the kitchen table – all indicating that the other parent has been ill-treating them, seen out with another person, or talking to them on the telephone making ‘improper’ suggestions or arrangements.
Some cases are even more complicated and distressing – and it is very hard to remain objective – and not to draw conclusions without having the evidence of fraud, coercion or mental and physical pressure being exerted upon the writer, clearly confirmed. However, a graphologist is the person entrusted to find the truth of the matter, by using their knowledge of the fundamental rules of assessing a writer’s very individual and personal method of adapting the copybook taught when young, and their expertise in document examination and personality profiling.
Only a qualified and professional graphologist/handwriting expert with several years experience behind them should undertake this work, remaining totally without prejudice in their findings.
by admin on October 4, 2011
We live in times where money is tight and the marketplace is full of people offering you their services, eager for a placement within your company. At the same time, the purchasers of your products and/or services are very careful with their budgets.
This means that you have to be certain that you have employed the right people to increase your potential for business success. Finding the right people and paying them a salary that recognises their skill and expertise can be very expensive – but not nearly as expensive as ‘getting it wrong’.
Whether you are a large or a small business, reputation, profitability and proven professionalism is now a key factor in not just surviving, but growing and developing your business, no matter whether it be providing a professional service, commercial service or manufacturing anything from tintacks to spaceships.
The only way to make any business, large or small, work well for you, is to ensure you have the right mix of people and temperaments within your workforce. Indeed, companies that have a good team atmosphere, where the effort and ability of everyone is recognised and appreciated – from the lowly Gatekeeper to the Chief Executive Officer – are those that tend to succeed.
So how do you get the mix right?
The selection and recruitment process is one that is fraught with difficulties. The first challenge is how to draw up the job-specification and benchmarks for every skill that is required. It is not necessarily the person with the impressive CV and the longest number of letters behind their name who is the right person for the job. The most important characteristics to look for are a mix of personal awareness, curiosity and the willingness to listen and learn.
Personal & professional awareness
What is this awareness? Most of us are very aware of our faults and our capabilities – where our outer display of confidence hides feelings of self-doubt, self-worth, and angst against ourselves and the world in general. This could be disastrous in a senior position – for they would be seeking always to bring to the fore the weaknesses, rather than the strengths of their colleagues and associates. That is OK for the toughened and world-hardened professional but not for the less experienced and perhaps younger and more susceptible members of a team. For the nervous or shy person to shine and grow in confidence, their knowledge and ability needs to be acknowledged and their responsibility for making decisions and communicating them to their peers, encouraged. We should not make snap judgements but quietly delve into the character and seek advice and recommendations from independent and objective sources.
Where do I find these resources?
There are a number of different ways in which to find the right people to recruit, who will enhance not only your profitability but also enhance your image and your products, together with ensuring that the atmosphere within the organisation is one of commitment and harmony.
First there is the Headhunter, also known as the Professional Recruiting Agency. Expensive, time-consuming and not working solely in your organisation’s best interest
Secondly, you have the opportunity to research the people working for the opposition, their reputations and their capabilities – and poach them.
Thirdly, the management consultancy firm – who may be very good at assisting in restructuring the way you run the organisation, but not necessarily very good at building a team of compatible as well experienced people. They will look at the academic qualifications and the CV – but spend little time meeting the person and getting to know what makes them tick.
Fourth and by no means least – advertising in the local paper and/or word of mouth. Cheap and cheerful but at least it gives you a pool of very diverse people with varying degrees of experience and knowledge into which you cast your net.
What next?
Whatever form of recruitment you opt for, there is always the option to get a much deeper insight into the shortlisted choices. The CV and how the candidate comes across at interview can mask either positive or negative traits that lie beneath the surface. This is when you have the option to buy in the expertise of a Personality Profiler or Graphologist.
Graphocentric provides a first class services, which gives you a comprehensive guide and understanding of the personalities and capabilities of the people you wish to employ. We have proven our expertise and experience over 25 years – and are recognised as the oldest and leading company in our field. We have many clients who return on a regular basis – and whose organisations are at the cutting edge of their profession or industry.
Margaret White, who started Graphocentric in 1985, has experience and knowledge that spans many professions and organizations. She is easy to approach, and can quickly absorb both the requirements and the ambience of a client’s company.
Direct line : 01304 617872
Mobile : 07778 837169
