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Two models and techniques used for coaching and mentoring
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Once an issue or problem officer is identified, the supervisor must take a proactive approach to resolve the problem. The supervisor, if appropriate, could start with alternatives to discipline. These alternatives most often come in the form of coaching or informal counseling/training. According to Laurence Miller, "The difference between coaching and counseling lies in their focus and emphasis. Coaching deals directly with identifying and correcting specific problematic behaviors." (Miller, 2006) Counseling, on the other hand, is more of a collaborative approach where the supervisor and employee resolve the issue together. One model of law enforcement coaching is described by Hillary Robinette in Burnout in Blue: Managing the Police Marginal
Performer (Greenwood, 1987). Robinette divides the process into five stages. 1. Identify and define the problem. “There have been five complaints filed against you for excessive force or abuse of authority in the past three months.” 2. State the effect of the problem. “When citizens view an officer’s behavior as unnecessarily harsh, it makes it harder and more dangerous for all of us to do our jobs. Each officer’s actions have repercussions for every other officer and for the whole department.” 3. Describe the desired action. “There seem to be some common threads in these complaints. Let’s review some of these situations and see if we can come up with better responses. But the bottom line is, your style of interaction with citizens has to change.” 4. Make it attractive. “We appreciate your efforts to be an enthusiastic, top-notch cop. These new ways of doing your job will help you to be even more effective on patrol.” 5. Document and summarize. “Okay, I’m noting here that we reviewed this and that you agree to make these changes.” Counseling, on the other hand, "is less task-focused and more supportive, empathic, non-directive, and non-evaluative, and seeks to understand the broader reasons underlying the problematic behavior." (Miller, 2006) Counseling also is more of a collaboration between the supervisor and the employee. The employee has greater input and therefore is more responsible for their success.
I believe the goal of this book is to provide officers the information of how to recognize the deterioration of core values (personally and professionally) and what can take place in their lives if gone uncorrected. The book then ultimately provides specific strategies that can be utilized to reduce the negative emotional and physical impact of a law enforcement career. I believe the book succeeds in doing this.
Police Psychology: A New Specialty and New Challenges for Men and Women in Blue. Thomas, David J. 2011.
As now it can be concluded that to make a supervision session effective it is essential to have a deep understanding of these facts and theories. Characteristics of both supervisor and supervisee are equally important. As supervisors must know their roles and responsibilities at the same time, supervisee should have interest towards reflective practice. Maintaining a good supervisory relationship will be useful to analyse the problems. If there are any signs of underperformance seen in the supervisee, the supervisor can approach them to sort out the matter before it causes
Tracy, S.J. (2003). Correctional contradictions: A structural approach to addressing officer burnout. Corrections Today, 65(2), 90-95.
Trofymowych, D. (2007). Police Education Past and Present: Perceptions of Australian Police Managers and Academics. Flinders Journal of Law Reform, 8 (10), 419-433.
The author shows how coaching differs from counseling. To start with, Collins supposes that counseling focuses on negative psychology that includes dealing with conflicts, spiritual struggles, and emotional matters like depression, while coaching focuses on improving team-building and performance, career growth and finding fulfillment (2009). According Collins, counseling fixes what is wrong, while coaching enables individuals to reach their goals. Coaching is centered on the present and future likelihood, getting unstuck and attaining the set goals, while counseling is centered on causes of the problems that are as a result of the past, and attaining healing and stability.
Brian D. Fitch, "Understanding the Psychology of Police Misconduct," The Police Chief 78 (January 2011): 24–27, http://www.nxtbook.com/nxtbooks/naylor/CPIM0111/#/24
The curriculum that is devised for a police officer is very important to the police officer and his or her success in their chosen career path. An officer’s training is also very important to the community in which they serve and the department in which they work. An officer must receive training in a variety of fields to help them be a well-rounded police officer. Officers receive training in such areas as: law, community relations, firearms, vehicle driving, search and seizure, and cultural awareness. The basic curriculum that is offered to a new recruit is focused on giving the recruit the best overall training that will give him or her the tools necessary to become the best police officer they can be. I have developed a curriculum that is well rounded and covers the basic necessities a recruit needs in order to become an officer.
It is both a result and a cause of police isolation from the larger society and of police solidarity. Its influence begins early in the new officer’s career when he is told by more experienced officers that the “training given in police academies is irrelevant to ‘real’ police work”. What is relevant, recruits are told, is the experience of senior officers who know the ropes or know how to get around things. Recruits are often told by officers with considerable experience to forget what they learned in the academy and in college and to start learning real police work as soon as they get to their Field Training Officers. Among the first lessons learned are that police officers share secrets among themselves and that those secrets especially when they deal with activities that are questionable in terms of ethics, legality, and departmental policy, are not to be told to others. They also are told that administrators and Internal Affairs officers cannot often be trusted. This emphasis on the police occupational subculture results in many officers regarding themselves as members of a “blue
The emphasis on training, as opposed to tactics, occurred during the early stages of reviewing the literature. An increasing number of studies were found that examined tactics and behavior of officers as they related to training received. Scholars point to COPS training as the best answer to police – community conflict and crime prevention. COPS training has shown to be successful; however, it has not been implemented across the board by law enforcement agencies in the United States (Chappell,
According to Thompson et al, coaching is a new trend in professional field that has increasingly gaining popularity in recent times. All coaching approaches have a common denominator despite the fact that lots of various definitions, ways to understand and categorizing practices in coaching may have. Depending on the coach’s beliefs and methods and also on the client’s objections, the nature and expression of the changes will be varied and may be defined in two ways: perceptual or cognitive and concrete behavioural changes (Dagley, 2010).
Means, R. (2007). Getting on the Same Page: Minimizing Supervisory Inconsistency. Police Chief Magazine, 74, 10.
Organizational culture is completely prevalent within law enforcement. Law enforcement develop’s this band of brotherhood that can only be understood amongst the individual’s in that culture. This culture shares value, goals and lifestyles, which is not represented by society and only shared by fellow officers. Even though this organizational culture can at times be defined as bias, because it is exclusionary of non-law enforcement personnel, it can be looked at as a positive for the members within that culture. For instance, the job of a police officer can be arduous and being able to have an outlet of like-minded officer’s help’s other officer’s deal with the anxiety and emotional stress that comes along with the job. This type of camaraderie
Experts in the therapy field and life coaching have been surveying the similarities and differences of life coaching and therapy over the past several decades. The chief focus in psychotherapy is on the client’s internal experiences or condition, whereas life coaching deals with well- balanced individuals who desire to realize their life goals and simply need help moving forward. Numerous amounts of persons frequently feel hindered, stalled, or even hopeless in realizing their personal and or professional goals because of life challenges. Moreover, various theoretical and research studies have demonstrated that many individuals also often become unduly accustomed to therapeutic counseling sessions. The approval and changing aspects of life coaching has increased over the past few years. Life coaching utilizes various tools that can help clients see old life situations from a new perspective. Although short and long- term benefits of good therapy as needed is a positive measure, there too, an efficient and appropriate relationship with a life coach can be exceedingly helpful. A central feature of life coaching is it covers several aspects of human growth personally and professionally. Positive and productive therapy and life coaching revolve around the practice of good listening and conversational skills on the part of both therapist and life coach. Developing a fresh and clear- cut comprehension of the similarities and differences between life coaching and therapy is imperative for persons desiring continuous improvement in their lives.
the coachee or trainee. It is a transfer of skills and a one on one