A year ago, I transferred to my organization’s Training Division as the full-time captain with one ambitious goal — to effect organizational change in policing through innovative law enforcement training strategies. In that time, mistakes were made, lessons were learned and spirited conversations took place. But one thing is without a doubt: alongside a team of dedicated individuals, positive change has occurred, and the police training programs we have implemented have achieved impactful results like never before in our agency’s history.
Some of these results include:
- Developing enhanced and meaningful training for first-line and mid-level supervisors
- Creating a Use of Force Review Board
- Creating an Instructor Development Courses for Firearms and Defensive Tactics attended by numerous outside organizations
- Offering self-defense and firearms safety courses for the community
- Creating a competitive agency shooting team
- Implementing a new structure of defensive tactics training at our police academy
- Creating elective in-service courses for our staff after the academy.
While I am all too familiar with the traditional reasons why agencies “can’t” improve their training — budget, staffing, lack of command-level support, lack of competent trainers and unmotivated staff — I am convinced that some of the principles I will share in this article can be used by any trainer or supervisor in a department of any size.
Key strategies for transforming training
Invest in supervisor development
Supervisor training is a crucial investment in any law enforcement leadership development plan. Too many agencies promote “good” officers without providing the necessary police supervisor training needed to succeed in their new roles. While much of a supervisor’s growth comes from on-the-job experience, agencies can significantly enhance their development through mentorship and structured training. Key areas where new supervisors benefit from training include transitioning from peer to supervisor, managing use-of-force incidents, fostering accountability and trust, team building, and developing emotional intelligence.
Enhance collaboration through cross-training
One of the most effective law enforcement training strategies is cross-agency police training, where officers train alongside personnel from neighboring agencies. This approach enhances engagement in training, provides opportunities to consider diverse perspectives, improves multi-agency response to large-scale incidents, and fosters mutual respect and understanding among agencies. Cross-training is often logistically simpler than many assume and should be an integral part of an overall training strategy. Agencies that invest in cross-training for law enforcement not only improve officer readiness for large-scale incidents but also promote best-practice sharing among agencies.
Engage the community through training
Community outreach can be strengthened by offering police-community training programs, where officers provide the public with firearms training for civilians, self-defense courses, and basic CPR and first aid training. These public safety training initiatives help bridge the gap between law enforcement and the public, fostering trust while also refining officers’ communication and instructional skills.
Teaching the public differs from training officers, challenging instructors to present material in an engaging and accessible way. This experience benefits both new and seasoned trainers, enhancing their effectiveness. From personal experience, these community training efforts have been more successful than I ever anticipated.
Expand specialized teams and units
Consider establishing additional teams and units, such as a use-of-force review board, a competitive shooting team, a firearms and defensive tactics committee, or a community events team. These auxiliary roles enhance staff engagement, boost morale, and improve proficiency in critical areas. Once one of these initiatives gains momentum, it becomes easier to introduce others as the organization recognizes their value and integrates them into its culture.
Redefine professional development with elective training
When it comes to professional development, the word “mandatory” has long been one of the biggest obstacles to effective training. The moment it’s mentioned, you can feel enthusiasm drain from the room. To counter this, my team and I have developed a cadre of elective courses for in-service training, allowing staff to choose options that align with their interests and career goals.
Each elective includes critical components, but they are tailored to specific areas of focus. For example, instead of offering a one-size-fits-all defensive tactics course, consider breaking it into specialized sessions such as team tactics, close-quarters techniques, self-defense, or ground control and escape. These courses can still incorporate essential elements like legal reviews, de-escalation strategies, and policy updates, but officers get to develop the skills most relevant to them.
Anyone who has ever trained others knows that when people choose a course rather than being required to take it, the energy in the room shifts and the experience becomes more engaging and productive. That is the ideal learning environment to create. While my expertise is in use-of-force training, this approach can be applied to any area of staff development.
Conclusion
This article only scratches the surface of how police training innovations can drive organizational change in law enforcement. I’m currently developing a course for upcoming conferences where I’ll dive deeper into some of the successful initiatives we’ve implemented. Additionally, I’m always eager to hear from trainers around the world about what has worked in their organizations. Sharing ideas and experiences is one of the many ways we can collaborate to strengthen the profession. Train hard and stay safe!
