Seminar Title: Leadership Institute for First Line and New Supervisors
DATES: 10/5/2020 through 10/8/2020
INSTRUCTOR(S): Darryl Rivers
LOCATION: Caldwell Police Department -Community Room - 110 S 5th Ave, Caldwell, ID 83605
HOTEL: Best Western Inn and Suites - Caldwell, ID 208-454-7225
Contact Hotel for State Govt. Rate
COURSE REGISTRATION FEE: $525.00 Includes all training materials, and a Certificate of Completion.
Darryl L. Rivers is a national human behaviors, communication, and leadership speaker and trainer. To accompany his 24 years of government service in both the U.S. Military and as a Law Enforcement professional, he is a psychology major with multiple certifications in human behavioral analytics, emotional intelligence, neuro-linguistic programming, accelerated learning, and he is a communications and body language expert. He has extensive policing, street investigations, UC/Surveillance, and felony apprehension experience from his time with the Detroit Police Department. His law enforcement experience was extended in the State of Arizona were he functioned as a Detective, a Sergeant, a Lead Special Agent of the States Tobacco Enforcement Unit (Office of The Attorney General), and a Hostage Negotiator.
After his retirement from Law Enforcement, Darryl started his own speaking and training business called “The L.E.A.D. Company.” One of the assignments he has been revered for is his work with the Arizona Department of Economic Security. There Darryl was contracted to engineer the creation of an internal security unit. He was hired to recruit, interview, hire, train, create policy, and supervise the statewide unit covering over 200 individual locations, while maintaining his other clients from all across the nation. Darryl has established himself as a sought after public speaker and trainer in both government and business circles. He is an Executive Director with the worlds largest leadership training company, “The John Maxwell Team,” and is mentored by John Maxwell himself. He has a unique, humorous, yet intellectual delivery to his trainings that puts him in high demand across the nation.
He is a highly decorated professional with multiple award to include: Officer of the Year, Life Saving, multiple Meritorious Citations, Multiple Letters of Commendation, Chiefs Excellence Award, Spirit of Detroit Award, and The Police Cross for being injured in the line of duty. To top it off, he received the departments highest honor, The Medal of Valor for rescuing eleven hostages. He is a dynamic presenter, but most importantly he is a cops cop!
Pre-Payment is not required to register or attend IN-PERSON seminars. Pre-payment is required for WEBINARS and ONLINE COURSES.
Leadership is influence. Each of us has the power of influence. Becoming a leader you must recognize the potential in others, not to mention yourself. Accepting a new leadership position can be the most demanding and yet receive the least training. It is Mike’s hope to share some innovative ideas to help in day-to-day operations from the supervisors role in a vehicle pursuit, to making critical decisions at the crime scene. In the spirit of Community Policing, it is important that we decipher the mission and vision of the organization and the real time impact it has on future leadership.
Digital Destiny:The TV show “CSI” has given the public a false sense of what we really can do with criminal activity. However, there are some innovative digital ideas that has taken crime solving to a new level. During this time allotted we will talk about innovative digital ideas that can move your agency forward.
Innovative Ideas About Leadership: During the time allotted, we will discuss points to emphasize the Role of Leadership, and innovative theories of understanding people. One day you’re one of the guys, the next, you’re promoted. This is a tough adjustment to make. We will spend some time understanding what is needed to make this critical transition.
Confronting The Problem Employee: Regardless of the size of the organization, there will always be people who are hard to deal with or motivate. During this session we will uncover some innovative strategies in confronting this person without transferring them.
Organizational Stress: How are you dealing with stress? We have to bring the fun to work and during this period we will discuss this strategy. People don’t leave bad organizations they leave bad leaders. Let’s keep the stress down.
Accountable Leadership: Every supervisor in the organization has a responsibility to make sound decisions that benefit the citizens and the organization. During this period, we will discuss the COMPSTAT program and how it relates to Accountability. In addition, we will discuss what it takes to be an effective critical decision maker and taking responsibility for those decisions.
Real Time Leadership: In today’s world the need to have things instantaneous has caused a shift in leading as it relates to business. Critical issues involving day-to-day operations will cause leaders to speed up the learning curve in order to tackle these tough issues. During this period, we will discuss maintaining a positive work environment in which the truth can be told, core competencies of a leader, work assignments, and rotating personnel and transfers.
The Value of Performance Evaluations: Many of us are told that we have to write a performance evaluation on our employees, but have never been trained how to do so. It is our hope to show police organizations that performance evaluation will not work unless there is an organizational commitment. Each employee should know his or her performance is being measured.
Strengths-Based Performance: Too often we capture an employee’s weakness and then ask him or her to work harder in these areas. Studies have proven that an employee’s real success relies on identifying his or her strength. During the time allotted, we will reveal supporting evidence of looking at an employee’s strength to increase performance.
Performance Expectations: During this period, we will discuss the need to clarify expectations and how to assist the employee in goal setting. If the employee does not understand the evaluation criteria then it will be difficult to know his or her success and areas of improvement. Additionally, it is our hope to demonstrate the value of an evaluation that mirrors the agency mission and vision for the organization.
Making Your Rating Defensible: Like most work product in written form, it could be subjected to legal scrutiny. We must make our ratings defensible if they are challenged. During this period we will reveal the importance of documentation.
Performance Review: Invariably the question will arise, When do I have time to complete my employees evaluation? During this period, we will show why we can not afford not to complete a through assessment of all our employees.