Organizational Stability.
Support your people
Proactively engage your employees with tools to support their careers. From the first days on the job, to the last days on the job, coaching can guide your employees, and offer solutions and opportunities.
A multifunctional tool in the tool box.
The transition from field training to nights can easily erode officers’ good sleep habits, their healthy eating, their excellent work-out habits and their family availability and social life.
The problem is, most officers are loving the job so much, they don’t recognize the habits and supports that used to sustain them are slipping away.
The department can make an investment in the officers from the beginning of their career and potentially save them from poor decision making, chronic fatigue, marital and financial problems, addictions, and most tragically, suicide.
Habit Building and Mental Survival Skills
Preserving talent when challenges arise
You can see it coming. The officer has impressive skills, is dedicated to the job, and then, there is a breeze that comes along, and everything is so clearly unstable. They can’t balance it all. What are your choices? You can discipline the employee, fire the employee, move the employee to a desk, and make the employee miserable and disgruntled and the problem isn’t solved or is perhaps worse. Or, you could offer coaching.
A safe place for the employee to regain their composure, their presence, their mindset. A place to talk though and be held accountable to their perspectives and story. An offer to get back on track without punishment.
Morale shifts even when things are operationally “fine”
How do you currently manage difficult officers with morale issues, supervisors who lack leadership or struggle to adjust to new roles and responsibilities? Toxic employees exist in every department. Perhaps there is nothing specifically wrong with performance and still, the impacts are felt around the department. Wouldn’t it be a great option to offer 1:1 coaching by prior law enforcement who isn’t prone to commiserate?
Every level of advancement limits your number of peers, and compounds your level of responsibilities. Trust is more challenged as more information is available. Personal relationships have greater implications. Prioritization is never ending challenge. Having someone objective to voice concerns, strategies and decisions with, who can guide through coaching tools based on principles and values can make leadership less isolating and more effective.
Leadership support
Overlooking support staff is detrimental for leadership and the entire organization. The nature of 24/7/365 and on-call operations lands heavily on Crime Lab, Dispatchers, Evidence, Records, and more. Further, they are not immune from poor leadership, legal demands, and public scrutiny. No one working to support law enforcement isn’t touched by it.
Non-sworn staff
Retirement can be akin to an identity crisis for some officers. They have spent their lives dedicated to a department that moves on without them. If the sacrifices at home were too great, what’s waiting for them might be a void of time and space. Preparing for retirement, establishing new goals, redefining joy and fulfillment might be one of the greatest going away gifts an officer can receive.
Preparing for retirement
How is Coaching Different?
Coaching is not training (teaching) or mentoring (career guidance based on personal experience). It is not therapy (healing or trauma based). It is not advising or consulting (telling someone what to do). So what is it?
Coaching focuses on the present state and forward movement in the direction of one’s goals. It clarifies the goals and objectives through reflective questions. It relies on the client to be engaged in their own outcome. It relies on the client’s inner knowledge, logic and body. It supports the client by identifying and overcoming their limiting beliefs and stepping outside their unique perspectives. It allows clients to step out of their own stories and find new ways of thinking and being. It helps clients identify for themselves where and how they are storing information in their body, and recognize patterns in thought and action of which they might be wholly unaware.
Proven to work, Co-Active Coaching core value is that all people are created naturally resourceful and whole. There is nothing to fix. Most officers are not broken, they need energy appropriately directed at balance.
Why Should I Bring Coaching to My Organization?
Many officers will not independently seek out Psychological Services when their life outside of work is falling apart because they worry it will impact work. If they were not in an OIS, and are not suicidal it isn’t “that bad”. It might be seen as disciplinary action or a questions of “Fitness” as if they are somehow in need of healing or fixing or terminating.
In truth, psychological services are not needed in all cases. If officers are professionally coached from the beginning of their careers, or as they see a deterioration of their lives, they can overcome the impacts of the job - off duty. RESILIENT COPS make the best cops. They are able to maintain high morale, sleep better, make better on the job and off the job decisions and preserve the integrity of an agency.
Customizable Agency Offers
Academy Training
Foundational skills training for emotional resiliency
Included - 30 minute foundational introduction to coaching
Individual Coaching - Bi weekly sessions during initial year(s) after field training.
Group Training upon request for teams, leadership teams, executive team
Simple ideas
Solid Skill Building
Lifestyle Habit Development
Consistent Support
Confidential Accountability
Lasting impact
Solid Officers
Higher Morale
Clear Decision Making
Better Leadership