In 2014 the IMPD Peer Support and Mentoring program was used to create a national wellness and development model for public safety as recognized by the White House, the DOJ, the BJA, COPS and the FBINA and FOP. Agencies starting peer programs or looking to enhance peers and teams through the addition of peer mentoring would benefit from this training.

Officer and Agency Resiliency: Implementing the Police Wellness and Development Program is the natural complement to the ICISF Jeff Mitchell Model CISM and CISD training as it focuses on recognizing red flags before crisis occurs and by developing the individual who will be providing crisis and developmental support. The training also identifies a methodology for developing individual, family and agency resources to combat personal and career crisis.

TRAINING COURSE FORMAT:  

POST Approved for 14 credits 9038-0196

COURSE OBJECTIVES:

• Understand the difference between the peer support role and mentoring.
• Understand the importance of peer support and mentoring beforeofficers are in crisis.
• Utilize the Mentor- Mentee relationship during the recruiting and probationary process to assess and address long-term risk.
• Understand how promoting employee wellness and development reduces distress (both on and off-duty) which results in reduced liability for the organization.
• Understand how implementing organizational strategies for developing and maintaining healthy employees benefits the officer, the organization, the union, the community and the officer’s family.
• Understand why officers fail historically and how Peer Support and Mentoring can avert personal and career crisis.
• Recognize how emotional intelligence could positively impact officer health, behavior and interaction with the public.
• Understand how mentoring impacts minority, female and Gen Y (millennial) and Z employees.
• Understand the importance of communication and active listening.
• Understand the importance of recruiting healthy peers and mentors and how to build and maintain strong, successful peer teams
• Utilize the personality-behavior DISC tool to understand what makes the Mentor and Mentee “tick.”
• Understand how an active peer support and mentoring program could help retain employees and create a positive image to market your agency to potential applicants.

TRAINING COURSE AGENDA (subject to revision):

Day One:

8:00-8:30: Registration
8:30-9:20: The 21^st Century Agency: The Role of Peer Support and Mentoring
9:30-10:20: DISC
10:30-11:30: DISC continued

11:30-12:30: Lunch

12:30-2:20: The 30 Year Journey: Healthy Hire- Healthy Retire
2:30-3:20: Hiring and Accountability: The Indianapolis Wellness and Development Model
3:30-4:30: Indicators of Crisis: Stress, Distress and Self Harm and the Importance of Early Intervention

(Day One-Homework Assignment)

Day Two:

8:00-8:50: Day One Review/Assignment
9:00-9:50: Focus: Peer and Mentor Survival
10:00-10:50: The Impact of Generation Y, Z and Other Developmental Challenges
11:00-12:00: Communication and Active Listening

12:00-1:00: Lunch

1:00—2:20: Emotional Intelligence and Individual Growth
2:30—3:20: The Leader and the Agency
3:30—4:30: Final Thoughts: Leadership and Resiliency – The Paradigm Shift

For Information Contact: Captain Brian Nanavaty (ret.) at: bn@healthyhirehealthyretire.com or (317) 339-5118

 

 

April 18, 2019 @ Brooklyn Center Police Dept.
POST Approved 8 Credits Course # 9038-0191
$150 Member & $175 Non-Member

To register go to http://www.regonline.com/atom2019 

This course meets the POST learning objectives: Recognizing and Valuing Community Diversity and Cultural Differences to Include Implicit Bias Training.

This course will be held again in 2019, date to be determined.  IF you are interested in hosting, please contact us at 952-922-2324 or info@mnpolicetraining.org

Instructors

This course will touch on all aspects and meet requirements of the Minnesota POST Board 2018 Implicit Bias, Community Diversity, Cultural Differences In-Service Learning Objectives, with an emphasis on understanding of cultural awareness, implicit bias, and applications from the individual through the agency and into the community.

Course overall learning goals

• Increased cross-cultural awareness
• Create an understanding of implicit bias
• Provide historical cultural and institutional context to bias
• Renewed commitment to cultural competence
• Equip Officers to lead conversations across differences
• Proactively create cultures of success

Inservice learning objectives

• Demonstrate understanding of race relations and their impact on policing practices
• Demonstrate understanding of implicit and explicit bias
• Demonstrate understanding of impartial policing