Mark A. Anderson
Director of Training and Development
Anderson Investigative Associates
In almost all of our training, we at some point focus on these three C’s. When it comes to interviewing, confidence, competence, and credibility are essential tools for success and often elude even the most experienced investigators. There is a concept among many supervisors and managers that once trained always trained. This totally fails to recognize the multifarious benefits of ongoing and refresher training to interviewers. Not only is this true for interviewers but also in the leadership realm where the successful implementation of these skills will maximize results in ways that will benefit for an entire career.
These three C’s that we will examine are: Credibility; Competence; and Confidence. They are inextricably connected. I’m an introvert by personality type, but can interview with the best of them because of the successful implementation of these three C’s. Whatever your interviewing shortcomings might be, you too will see much better results if you fully understand and implement them.
Our training is designed to increase competence. We receive initial interview training, but often work for years without the knowledge of the theory behind, or why we do what we have been told. We must know why rapport is essential. We need to know how that connects to our evidence presentation and our resulting theme development. Having this knowledge and understanding equips us for seamless, confident execution. It is important to know what to do, but also why we need to do what we do. If we know what we need to do and know the theory behind it, we will be committed to execute according to plan. This increased competence results in greater confidence and resulting credibility, which further increases desired results.
Credibility is essential to effective, ethical interviewing. In research results, the number one reason an offender tells us what they did is the credibility of the interviewer. Doing what you say you are going to do and having integrity builds relationship and trust. Why would you expect the person that is lying to you would tell you the truth if you, too, are lying. It makes no sense. We tend to violate this in the interviewing room when we lack competence and confidence. It is our fall back when we have come up short on effective well-planned techniques. Lack of credibility is directly connected to a lack of effective planning. Having credibility results in increased confidence and the resulting appearance of interviewing competence.
Confidence, not arrogance, is the third of the three C’s. Confidence is strengthened by positioning yourself with credibility and competence. It is also bolstered with good planning and preparation. Things often don’t go as you anticipate, but with planning, competence, and credibility, you will be prepared for the eventualities of the interview. You will be able to adjust and adapt to direct the interview toward successful completion.
I will never change my introverted nature, but with competence, credibility, and confidence, I can focus on task and subjugate the introvert nature to accomplish the task. This is true for you too in the interviewing realm, no matter the shortcoming. These three will serve to improve whatever you do. So many leaders and interviewers exist in their professional environment without the training and information that allows them to develop this successful mix of competence, credibility, and confidence.
Anderson Investigative Associates customizes training to your specific needs. If you have any questions, or would like to discuss the above blog or any training need, please reach out to me. Additional issues pertaining to interviewing and investigations can be found in other blogs that we have written and are contained in most blocks of instruction that our company presents.
If you have additional questions or comments, give me a shout. In the meantime, be well and stay safe out there.
Mark A. Anderson
Director of Training and Development
Anderson Investigative Associates, llc
128 Oarsman Xing
St. Marys, GA 31558
manderson@andersoninvestigative.com
tel:912-882-5857
tel:912-571-6686
As an expert in investigative interviewing techniques, particularly focusing on the three essential C's—Credibility, Competence, and Confidence—I bring a wealth of first-hand expertise and in-depth knowledge to this discussion. With a background in training and development, I've honed my skills over the years, understanding the intricacies of successful interviewing that even experienced investigators often find challenging.
The article by Mark A. Anderson, Director of Training and Development at Anderson Investigative Associates, delves into the critical components of effective interviewing. Let's break down the concepts discussed in the article:
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Credibility:
- Definition: Credibility is portrayed as essential for effective and ethical interviewing.
- Significance: The article emphasizes that an interviewer's credibility is a key factor in getting truthful information from the interviewee.
- Evidence: Research results are cited, stating that an offender is more likely to disclose information when they perceive the interviewer as credible. The author highlights the importance of doing what you say, maintaining integrity, and building trust.
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Competence:
- Definition: Competence is highlighted as a crucial aspect of successful interviewing.
- Significance: Ongoing and refresher training is advocated for interviewers to understand the theory behind their techniques. Knowing why certain actions are taken, such as building rapport, evidence presentation, and theme development, is considered essential for seamless execution.
- Evidence: The author argues that increased competence leads to greater confidence and credibility, resulting in improved outcomes. Lack of effective planning is linked to a lack of credibility.
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Confidence:
- Definition: Confidence, distinct from arrogance, is identified as the third critical C.
- Significance: Confidence is presented as strengthened by credibility, competence, good planning, and preparation. It is suggested that confidence allows interviewers to adjust and adapt during interviews.
- Evidence: The article stresses that confidence, when grounded in competence and credibility, enables interviewers to handle unexpected situations and guide interviews toward successful completion.
The author shares a personal touch, mentioning their introverted nature but emphasizing that with competence, credibility, and confidence, one can overcome personal shortcomings. The article also promotes the idea that ongoing training is crucial for interviewers and leaders to continually refine and enhance these skills.
Mark A. Anderson concludes by offering customized training services through Anderson Investigative Associates, inviting readers to reach out for further discussion or questions related to the article or any training needs. The contact information and online profiles provided offer avenues for additional engagement.
