Resources

Training Law Enforcement in Emotional Intelligence

A number of progressive administrators and policy makers realize the importance of teaching emotional intelligence skills to police officers. This is because, as studies have shown, an officer’s job is only 5% apprehending suspects and the rest involves report writing, investigations and interacting with the public.

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Transforming Police Culture

Many say we have a serious police problem in America. But, this is not true. Our police are doing what we have asked of them, even though they are neither trained nor equipped to perform many of those tasks.

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Immersive Experiential Staff Development Training: The Need and Proven Benefit in Corrections

The security and safety of any correctional facility is directly and inextricably linked to the health and maturity of its internal working culture. The culture of a facility describes how staff interact with each other, with inmates, with outside people, etc. The more mature the internal culture, the higher the morale, productivity, creativity, teamwork [trust and cooperation], communication and institutional control.

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Teambuilding Attitude Conflict Transformation [TACT] Training and Neuroscience

To understand the process by which the immersive-experiential methodology impacts attitude, it may be helpful to explain how the brain works [as we understand it today] and how attitudes are developed. An external [or internal] event or stimulus occurs and the brain first processes it subconsciously in the amygdala, our fight-flight-freeze center, which determines if there is danger.

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Changing Prison Culture; TACT and AVP

The punitive culture in our correctional system has produced expanding budgets and high levels of recidivism –both indications of a failed system. There have been attempts at changing negative prison cultures, but few have succeeded. One training design has proven itself with staff development training as well as inmate rehabilitation; it is the Attitude Transformation Model Training. Research proven, this model has been shown to be effective in a number of prison systems. The rationale for its success and examples of its impact are reviewed in this article.

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Criminogenic Risk Factors and AVP

The Alternatives to Violence Project [AVP] has been very effective at changing attitudes and behaviors, reducing anger, increasing empathy and reducing recidivism. Focusing on this last outcome, reducing recidivism, it is generally accepted that there are nine criminogenic risk factors that are predictors of recidivism.

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Pennsylvania DOC Parole Outcome Study

The Pennsylvania Department of Correction’s (PA DOC) did a Parole Violator Study. The study showed the critical importance of pro-social/emotional intelligence skills for successful re-entry. The Immersive-Experiential © training design has proven very effective as an Emotional Intelligence inoculation.

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American Jails: Are We Training Our Staff to Fail?

The security and safety of any correctional facility are directly and inextricably linked to the health and maturity of its internal working culture. The culture of a facility describes how staff interact with each other, with inmates, with outside people, etc. The more mature the internal culture, the higher the morale, productivity, creativity, teamwork [trust and cooperation], communication, and institutional control.

The Correctional Trainer: Are We Training Our Staff to Fail: Revisioning Staff Training

Staff orientation and inservice training have greatly improved in recent years; eLearning and cognitive behavior intervention training have been an important part of this. Yet, we are still experiencing a crippling situation with high turnover and staff burnout. Staff report leaving their positions mainly because of issues with other staff, poor supervisors and a feeling management cares more about filling positions than about staff well-being.

The Correctional Trainer: The Community Building Experiential Training Model

Just as with individuals, organizations grow and mature. An organization in which people feel disconnected from each other in immature. Whereas, an organization where people and departments feel connected with a high level of trust and cooperation can be described as mature.

American Jails: The New Generation Staff Development Training for Jails

The security and safety of any correctional facility are directly and inextricably linked to the health and maturity of its internal working culture. The culture of a facility describes how staff interact with each other, with inmates, with outside people, etc. The more mature the internal culture, the higher the morale, productivity, creativity, teamwork [trust and cooperation], communication, and institutional control.

Corrections Today: Experiential Conflict Resolution

Working in corrections can be very stressful.
Studies by F.E. Cheek indicate that the life expectancy of a correctional officer is only
59 years, compared to 74 years for the average American. Correctional staff also experience high levels of alcohol abuse, ulcers, heart attacks, high blood pressure, depression and divorce. Although correctional staff always will endure stress on and off the job, the negative consequences do not need to be so alarmingly high.

American Jails: Empowering Staff: The Path to Improving Morale

Many departments of corrections (DOCs) are experiencing critical staff shortages that are reaching crisis levels. This situation has been building for years and it now seems evident that we cannot hire our way out of this near crisis. DOCs are losing as many or more staff than they can orient and hire— many within the first year of employment. The only way out of this situation is to retain the staff we have.

Corrections Today: Are We Training Our Staff to Fail?

Staff orientation and in-service training have greatly improved in recent years; e-learning and cognitive behavior intervention training have been an important part of this. Yet, we are still experiencing a crippling situation with high turnover and staff burnout. Staff report leaving their positions mainly because of issues with other staff, poor supervisors and a feeling that management cares more about filling positions than about staff well-being.

Corrections Today: Micromanagement: The Enemy of Staff Morale

Staff morale is a major concern in corrections (see Corrections Today, March/April 2019).1 A major contributing factor to low staff morale is micromanagement. Employees do not like to be micromanaged and most supervisors do not want to be known as micromanagers. Micromanagement disempowers, demotivates and disengages staff. It causes a rift between management and staff resulting in staff resisting any changes administration wants to make, which often leads to frustration and stagnation.

Corrections Today: Empowering staff: The path to improving morale

Many departments of corrections (DOCs) are experiencing critical staff shortages that are reaching crisis levels. This situation has been building for years and it now seems evident that we cannot hire our way out of this near crisis. DOCs are losing as many or more staff than they can orient and hire — many within the first year of employment.

Corrections Today: Beyond Security; Creating Safer Prisons

Today’s prison culture is focused on custody, control and care of inmates, and thus, the focus is often put on security and the inmates. This singular focus has created some serious problems for prison staff, resulting in high employee turnover, physical and psychological problems. What is the solution to this problem we have created? Security is an important part of the answer, but there is much more to the answer than just security.