Detecting Truth, Deception, and Lies When Conducting an Investigation

Total Seats: 500

Date and Time:

May 23, 2024 10:00 AM PDT - 11:30 AM PDT

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Truth can be elusive! Especially if someone’s lips are moving! Because there is always more to know if someone is being less than truthful. If the focus of your workplace investigation is to establish the facts how then is it possible to find out the truth when the information you are receiving might not be accurate?

Knowing when, and if someone is being forthright/candid and truthful is a high-level skill set that, when properly developed, can increase one’s value to the organization and have its uses on a personal level.

This unique and comprehensive webinar will discuss why you might have to deal with inaccurate/incorrect or questionable information and how to identify it, deal with it, and even make it work to your and the organization’s advantage.


At some point everyone in the workplace will probably need to look into something that happened. Such situations are not always crystal clear or “black and white” creating what is often referred to as “He said-she said” situations. Knowing how to ask the right questions and how to know when you are being told the truth is a required skill set for anyone charged with investigating what happened. This webinar will establish a foundation for that very valuable skill set.

If you are often frustrated about who is telling the truth and find you have to determine the truth of a situation then this webinar is for you. Like many of us, we sometimes find ourselves faced with having to deal with deception and lies which sometimes are so convincing they are more believable than what appears to be, or actually is the truth. This has always been a problem in both the workplace and in life. But it need not be if one applies the skill set this webinar will cover.


  • The elements of and differences between the two primary forms of deception (Falsification & Concealment).
  • Methods/techniques to detect deception (Emotional Cues, the Cognitive Approach, and the Attempted Control Approach).
  • The proper weight to give Body Language/Demeanor Evidence: Myth or fact?
  • The proper use of visual & audio observation.
  • How to employ the benefits of multiple interview techniques.
  • The proper application of “Yes” and “No” Questions.
  • The use of single Vs multiple sessions (for the subject of the investigation as well as witnesses).
  • How to make documentation work for you.
  • Why we deceive.
  • Body Language/Demeanour Evidence: Myth or fact?
  • The Two Primary Forms of Deception: Falsification & Concealment
  • The Three Ways to Detect Deception: Emotional Cues, Cognitive Approach, and the Attempted Control Approach
  • Comparing verbal vs. non-verbal behavior
  • Use of Visual & Audio Observation
  • Interview Techniques
  • Use of “Yes” or No” Questions
  • Use of single v multiple sessions (for both employees and witnesses)
  • Documentation
  • Confronting the deceiver
  • Why a half-truth is a whole lie
  • Why and when the deceiver plays the role of the victim
  • The role of denial for the deceiver


  • All level Managers, Supervisors
  • Human Resources
  • Employee Relations
  • Labor Relations
  • Attorney’s, and Union Officers/Representatives/Stewards
  • All levels of Law Enforcement or Security staff.


Bob Oberstein has over 51 years of Labor/Employee Relations experience on all sides of the labor-management table including as a neutral (arbitrator, mediator) in both the public and private sectors. He has served as a Commissioner, Maricopa County’s Judicial Merit System Review Commission; Member, City of Phoenix Fire and Police Pension Boards; and Member/Chairman, City of Phoenix Civil Service Board. He is also the recipient of the Federal Mediation and Conciliation Service (FMCS) Director’s Certificate of Recognition for Achievement in Promoting Positive Labor-Management Relations. Bob has served as Director, of the Labor Management Relations Program at Ottawa University, Phoenix (OU), Arizona where he taught conflict resolution, grievance processing, arbitration, and negotiation among other courses. He also served OU as Ombudsman for all student, faculty, and support disputes as well as the Disabled Student Liaison and received recognition in “Who’s Who Among America’s Teachers.

Bob currently mediates in the Family, Civil and Small Claims courts in the State of Washington and serves on the permanent panels/rosters for the FMCS Arbitration Roster (Regions 1, 2, 4, and 7); Oregon Employment Relations Board (OERB); Washington Public Employment Relations Commission (PERC); State of California Mediation and Conciliation Service (SCMCS) Public Employment Relations Panel; American Arbitration Association (AAA) Workplace Investigation Panel; Arizona Department of Education (ADE) Hearing Officer Panel; Eglin Air Force Base & American Federation of Government Employees Local No. 214 Arbitration Panel. In the past, Bob served as mediator and arbitrator on the employment, labor, commercial, and construction panels for the American Arbitration Association and for Financial Industry Regulatory Authority (FINRA). He was also the initial trainer and advisor for the U.S. EEOC’s Phoenix Regional Office’s mediation program where additionally, he served as a mediator. Bob has also served as facilitator/mediator for the Interest-based bargaining process for several labor negotiations as well as being a Special Master (Arb-Med) in labor-management grievance resolution.

Bob holds a BA in English/Education from St. John’s University, a Master of Science in Social Science and Graduate Certificate of Labor Studies from Long Island University, and a Master of Jurisprudence in Labor and Employment Law from Tulane University Law School.

Refund policy:

Attendees may cancel up to two working days before the course start date and the refund will be processed within two working days.

We will process/provide a refund if the webinar is canceled. Refunds will not be given to participants who do not attend the webinar. On-demand recordings can be requested in exchange. Webinar may be canceled due to lack of enrolment or unavoidable factors. Attendees will be notified 24 hours in advance if a cancellation occurs. Substitutions can happen anytime.

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