The first line of defense against employee failure is the recognition of the first stages of peer crisis and by providing early intervention. Even better is to provide support from the first day of hire throughout employee development. Peer support responds to critical incidents and employee personal or professional crisis to ensure long term support for employees and their families through a formal cooperative design. In 2010 the Indianapolis Metropolitan Police Department established a formal Peer Support and Mentoring Program that has become the model for law enforcement employer and employee resiliency and wellness response. In 2015, they received the prestigious DOJ/BJA/NLEOMF Destination Zero VALOR Award for Officer Wellness. In April 2016, U.S. Attorney General Loretta Lynch stated “the Indianapolis Police Wellness Program should be a model for law enforcement wellness across the United States.”

The first line of defense against employee failure is the recognition of the first stages of peer crisis and by providing early intervention. Even better is to provide support from the first day of hire throughout employee development. Peer support responds to critical incidents and employee personal or professional crisis to ensure long term support for employees and their families through a formal cooperative design. In 2010 the Indianapolis Metropolitan Police Department established a formal Peer Support and Mentoring Program that has become the model for law enforcement employer and employee resiliency and wellness response. In 2015, they received the prestigious DOJ/BJA/NLEOMF Destination Zero VALOR Award for Officer Wellness. In April 2016, U.S. Attorney General Loretta Lynch stated “the Indianapolis Police Wellness Program should be a model for law enforcement wellness across the United States.”

The S.T.A.R. Method is the only Defensive Tactics course of it’s kind offering real solutions on critical situations to officer survival. Other courses may work sometimes or for some officers, but not all. Some have good tactics but lack the teaching methodology to help you train your officers. Join us for this chance to take a more effective way of teaching and learning back to your department. As well as tactics that really work in the field regardless of size or fitness level. This class will also contain a special section on positional asphyxiation as it relates to use of force, arrest procedures and the Armstrong Case rulings.

The S.T.A.R. Method is the only Defensive Tactics course of it’s kind offering real solutions on critical situations to officer survival. Other courses may work sometimes or for some officers, but not all. Some have good tactics but lack the teaching methodology to help you train your officers. Join us for this chance to take a more effective way of teaching and learning back to your department. As well as tactics that really work in the field regardless of size or fitness level. This class will also contain a special section on positional asphyxiation as it relates to use of force, arrest procedures and the Armstrong Case rulings.

The law enforcement profession is continuing to face significant challenges in its operational and organizational roles. Unfortunately, one of the more pressing issues facing American law enforcement agencies may be the failure of its supervisors and managers to consistently practice recognized leadership principles that they learn in management training programs. Most supervisors and managers seem to take the “path of least resistance” when dealing with problem employees or in communicating with employees. This “wide road of mediocrity” is believed to be the primary path of most managers and these leadership failures have become a significant form of stress and frustration for the law enforcement culture. This program examines why these problems occur, and the practical methods that managers and supervisors can use to become more effective leaders and walk the narrow road of leadership excellence – both at work and at home.