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Update of Gabby Petito Case. New Body Language and Behavioral Insights in the Case. By Body Language Expert Patti Wood

Here is the link to The article I contributed to.  in The Sun. 

Here is the footage of the police stop. 

https://www.thesun.co.uk/news/16323894/gabby-petito-police-video-brian-laundrie-shut-up/

Update of Gabby Petito Case. New Body Langauge and Behavioral Insights in the Case. Here is what I see.

Gabby's eyes looked puffy from crying. One Instagram user commented: "Her eyes look puffy here like she was crying the night before."

The first thing that strikes me is that they put her in the back of the police car, where she may have feared that they would take her in, making her less comfortable, less likely to self-disclose and describe the whole situation, and more likely to be defensive.

The next thing I notice is how red and puffy her eyes are. The police didn't see that she had obviously been crying, showing that she may is the more likely the victim rather than the perpetrator.

The next thing I notice is that she is what she says. She is taking responsibility for getting HIM upset. That is a red flag abuse victim script. For example, I was apologizing, but I guess I said it in a mean tone," she said as she was crying and brushing her hands down on her legs in what is called "Stress Clearing." She is the one that

I said before for another article on THESUN that she rubs her neck, which is a comfort cue, but I think it's a mimicking action of where she felt vulnerable on her neck. If people touch around the carotid artery -- the vulnerable part of the neck -- that typically indicates a great fear and vulnerability of safety. She's Comfort Cuing on a part of the body that if it was hurt, it might mean death. She says this as she apologizes, in a way that reveals to me that she might've been fearing for her life."

 I also noticed this time that she said with great distress the very specific and concrete things that he did. "grabbed my face," left a "burning" gash on my cheek, and red marks on my arm.

 I see how Laundrie showed evidence of Malignant Narcissist behavior. He was not just calm but smiling, charming, and put on a bit of show for the officers. Clearly, he has charmed a lot of people in his life to get out of things. I've analyzed police interviews and interrogations for over 30 years, and I can share that the charming suspects whose behavior doesn't match the serious circumstances of the crime should not just be red flags but flaming fireworks to officers.

Laundrie told the police that Petito "gets really worked up, and when she does, she swings, and she had her cell phone in her hand. So I was trying to push her away." 

And notice that he blamed her for him having to "Push her away." They should have asked follow-up questions about the Pushing away behavior and had him demonstrate it and her demonstrate it.  

There is such a vast difference in their body language. That mismatch is in itself a red flag

 


Patti Wood, MA - The Body Language Expert. For more body language insights go to her website at www.PattiWood.net. Check out Patti's website for her new book "SNAP, Making the Most of First Impressions, Body Language and Charisma" at www.snapfirstimpressions.com.
     

The Most Serious Crises Facing Businesses in 2023

I am a consultant and professional speaker, and my core audience is business owners and C-suite level executives in million to multibillion-dollar companies. The number one issue has been and still is finding and keeping employees.

So many of my clients and audience members had issues like loyal employees who wanted to stay in their small town or the same city, and so they remained employees, but during covid, they were offered jobs with better pay and benefits where they could stay where they are, and work remotely for a company in another city.  

 I can't tell you how many business owners lament that they thought their employees were happy and "Like Family" but left for more money. They feel betrayed.

It's a combination of the employees having childcare issues,  being unhappy and not sharing it with their companies, being ok, but seeing greener grass offered, or owners and C-suite executives not being aware of just how dissatisfied their employees were. They talk to me about the difficulties, the time, and the money they now have to spend to find replacement employees.

 The other related cause is that their businesses have grown so much during the pandemic that they need to find many more employees.

I recommend

  • Getting consistent, timely, and specific feedback from employees on their job satisfaction, and
  • Exploring what you can do as a company to help employees with days off,  child care, and elder care issues.
  • Make sure your HR component is always actively looking for good employees
  • Give bonuses to employees that bring in a great new employee through their network. 


Patti Wood, MA - The Body Language Expert. For more body language insights go to her website at www.PattiWood.net. Check out Patti's website for her new book "SNAP, Making the Most of First Impressions, Body Language and Charisma" at www.snapfirstimpressions.com.
     

The Best Way to Give Feedback to Employees.

Excerpted From my forthcoming Book THE CONFLICT CURE and my workshops on leadership. 

  • Give feedback as soon as positive or negative behavior occurs.
  • Stick with talking about one behavior rather than a laundry list of pent-up frustrations or irritations.
  • If you are giving a piece of criticism, wait till you are alone with the employee to share it rather than speaking in front of others to show your respect for everyone.
  • Make sure the criticism matters, saying it will make a difference for your business, and it's not just a personal pet peeve or a put-down. For example, years ago, I had a boss who was rarely in the office, and our clients never came into the office, much less the breakroom. He humiliated a fellow consultant in front of all of us by saying, "I don't like the smell of popcorn. It's unprofessional. What would our clients think? Never make it again." The consultant left the firm and took his high-paying clients with him!
  • If you've waited for a pattern of good or bad behavior to occur before you give the feedback, make sure you stick with the one behavior and say when it happens or how many times it happens. Again, avoid sharing a list of bad behaviors.
  • Give the praise or criticism using specifics the way a scientist would—for example, you were 20 minutes late five times in the past three weeks. Not, You're always late. And I have noticed that over the past month, you smile and greet customers in a genuinely warm and welcoming manner that makes them feel good coming into our business. Rather than, "You're good at customer service."
  • I am an expert in nonverbal communication, so I want to make sure you a cautious with your tone of voice when giving criticism. Be honoring and respectful. Don't speak in anger or frustration.
  • If you are giving criticism, make sure you have a conversation about what the positive behavior would look like. For example, you can ask them what they think the replacement behavior should be and discuss any challenges they may have with making the change, and if that doesn't work, offer what you think the ideal behavior would look like. 




Patti Wood, MA - The Body Language Expert. For more body language insights go to her website at www.PattiWood.net. Check out Patti's website for her new book "SNAP, Making the Most of First Impressions, Body Language and Charisma" at www.snapfirstimpressions.com.