Correctional Officers- the Human Beast inside us

https://www.youtube.com/watch?v=cB73nyFHgQA

As correctional officers we are classified as homo-sapiens and although part of the animal food chain we are by far the wisest and most intellectual being there is – so it has been said. However, as humans we are not the fastest or strongest animal on this earth. There are many others that outmatch us as there are commonalities but yet lesser senses to deal with those things around you. Hence there is a metaphoric shapeshift that occurs when you don on the uniform and badge of the correctional officer and those senses are enhanced tenfold to allow you survival skills and management skills that will carry you through your tour of duty without much difficulties most of the time.

Senses that enhance your ability to see, feel, hear, smell or taste things at a higher level and determine toxic from non-toxic elements to keep you safe and secure within your workplace. Rising to the occasion called up while on duty or off duty activates beastly attributes that makes us special. Sharing these attributes gives us an edge and leverage in a well needed sense as we oppose those that are predatory in nature and have demonstrated a propensity to harm and kill others.

First let’s explore the senses  and put it in perspective – birds can see better than us and dogs smell better than humans – Sharks can feel magnetic fields and turtles can sense electricity – bees see ultraviolet radiation and elephants can sense body deficiencies in their bodies much like we feel being thirsty. The tortoise can outlive us by hundreds of years and parrots eat only those things that are not poisonous to them.  So what makes a correctional officer a beastly animal and what attributes do they have to keep themselves and others safe?

Culture - Correctional officers can shapeshift and adapt and adjust to different culture norms.  They have a keen ability to sense things that are right and wrong. They are exposed to all types of behaviors and manage different humanities, religions, attitudes and behaviors, and other customs and practices world-wide.

Emotion - The beast in officers has to deal with emotions constantly. They are susceptible to secondary stress factors and trauma by the things they see, handle and work on while on duty inside the penitentiaries or jails. Although a beast by definition, they are able to control and maintain calmness and manage their anger and other self-destructive emotions while doing their jobs making them extra-ordinary at their jobs. This provides stability and control at all times during very volatile and dangerous situations.

Communication - Communicating with predators is often difficult and trying to diffuse tense or hostile situations is a very complex skill that prison workers exposed to daily. Language is a most important element of effective interpersonal communication skills and most officers demonstrate a high proficiency to communicate their prisoners’ needs, actions and wants. In fact officers have developed their own languages [codes] to cope with others and in time have evolved using all types of languages not just verbal but body language and hand signals as well.

Humor - Wicked or twisted sense of humor has often been the key to coping with stressful situations that have spiraled out of control quickly and violently. Some humor is for amusement and other types are often used to reduce the strain or tension at those critical moments in a correctional officer’s life where they are dealing with a life or death situation. It has often been an important element building block of opening critical communications during a hostage situation or similar critical incidents.

Tools - Correctional officers have boldly demonstrated the abilities to use various tools and equipment that includes lethal and non-lethal devices that are used to control and subdue predatory and violent behaviors. They have been trained to be refined, secure and confident in such handling of these tools and have successfully passed any proficiency test to use such devices. Their intelligence ranges from computers to picks and shovels but their basic staple of the radio, mace, and handcuffs reveal they are indeed superior in the ability to handle any situation faced with during their tour of duty. No guns, just guts with no fear of fear itself.

Memory - Exposing a secret of the beast is the fact that there are individuals that rely on infallible memory to do the job, recognize hazardous and routine situations and mentally capture their sensory information at a particular time and place and store it for future use if needed. This ability to maintain a memory for a prolonged period of time thus makes them the ultimate human being to remember things. Inept thinking is rare as the courage to perform motivates this beast to step up and demonstrate heroic and stoic behaviors.

Self-awareness - Self-Awareness is a definite boosted attribute or human sensory element that is very important when working in a most volatile and unpredictable environment. The ability to recognize others for what they really are gives them insight on potential problems and solutions used to correct or demonstrate an ability to recognize, diagnose or identify hostile or non-hostile situations quickly. Awareness is vigilance and the main tool of the correctional officer is to see and observe anything and everything within their span of control.

Intelligence - Homo-sapiens are the wise ones. They are gifted with the ability to think and reason to a great advantage and strategic benefit. The different kinds of intelligence allow them to use the brain in many different ways. It can also benefit the officer’s ability to recognize causal reasoning and mentally deduct how to deal with a new or complicated problem effectively.

Building - Correctional officers excel in the art of Team Building. They can farm an idea, cultivate it and cause it to grow and ignite a team spirit that motivates and energizes others to perform at a higher and more effective level. This team building concept can be simple numbers of two all the way to a platoon or shift that acts as one and covers each other’s “six” at all times giving them maximum protection and strategically designed advantages.

Abstract & Logical thinking - Last but not least this human beast has the ability to perform abstract and logical thinking which is often taken for granted. Just so we are clear, abstract thinking is not random and incoherent thoughts. It is a deliberate process that is most complex to describe. Logical thinking is the cornerstone of working in a safe and secure environment. Not only does this process give us the ability to question or recognize the assertions, ideas and actions of others, it also gives us the ability to question our own assertions and actions so we can compare them to our own legal and moral codes of conduct and standards.

 

Charles L. Ryan is not doing his job ~

Reading the press releases on the latest Corizon fiasco of using contaminated needles at the Buckeye prison is very indicative of political cover-ups to the public making it seem like the Arizona Department of Corrections is the victim here of malfeasance by a contract provider and an ill prepared or trained nurse. Ryan has been hit by several of these contractual deficiencies and appears to play the victim as well by ignoring the problem and acting surprised each time these vendors hired to provide healthcare for the state screw up. Charles L. Ryan is playing the victim’s game and playing it well. He knows that his ties with this healthcare company are close and walks a tight line to provide them the optimum profit and benefits possible by giving them the contract in a manner never done before. It is indicative of a widening pattern of an abuse-of-power that has risen to billion dollar proportions unnoticed or deliberately ignored by anyone that pays his salary.

His strategy is stunningly effective. People either believe him or they don’t care. Certainly the governor has supported his inattention to his job and responsibilities many times since she took office as she makes it clear she appointed this crony for specific reasons related to her connection to the private prison business. Her profit margin is growing and Ryan has been a main contributor to that growth either directly or indirectly by his decision-making position.

Looking at his background you will find many failures that have been blamed on others or certain individuals. He has successfully devastated the efficiency of his agency to warrant and justify the use of private prison beds and embraced private vendors even when they fail to provide us with the appropriate public safety we all expect from a public service agency such as corrections.  The Red Rock prison project is his latest triumph is fooling the public’s mind.

One has to wonder why no one has challenged his failures and documented inability to run the agency according to lawful expectations and moral standards. There are prisoners dying, committing suicides, getting infected and left untreated. The Kingman escape illustrated how several murderers on the loose can create chaos and violence as they murdered and plundered society’s innocents while on the lamb.

Secondly these deviated and disproportioned conditions impact prison staffs physical and psychological victimization [secondary stress and trauma] and exposures and endangers the public sector’s safety and health as well as families of employees and prisoners. Faced with the facts after each incident the DOC releases a generically created politically correct press release that gives no facts of the case but satisfies the public’s hunger for information.

The mere contents of these press releases should indicate the suggestion of any or all political motivation to not reveal the truth and limits the media and others seeking the facts of such cases of knowing exactly what happened and how it was handled.

Charles L. Ryan was hired to do a job for those pushing privatization of government services and he is doing it well. On the other hand, as a public servant for the people, he is totally disregarded his oath to this public office and has not done his job in preserving public safety, public health and public trust.

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Comparing the Jodi Arias Case & the Debra Milke Case via commentary on video

Comparing cases video commentary

Correctional Officers – Criminal minds?

Here is the video if you don't want to read it - YOUTUBE

There appears to be a trend on television and the movies where the cops are portrayed to have criminal minds in order to learn present themselves as capable nemesis of the criminals. In fact you might even go as far as saying that many of today’s correctional officers are working and learning how to deal with the criminal minds by seeking a job within the jails or prisons and use them as training grounds for the criminal psyche that is overwhelmingly present there.

It is true that being a correctional officer often leads to other opportunities in the criminal justice system as many seek employment with police agencies and as well as other federal bureaus that specialize in dealing with the criminality of human behaviors. This kind of experience seems to add layers of knowledge and experience into the prisoner’s mind or character and bolsters their ability to manage their behaviors.

One of the most distinct characteristic of a correctional officer turned cop is the fact that all criminals are considered the “enemy.” It is the mentality that is fostered or nurtured inside a jail or prison and never leaves their awareness levels. Treating someone as the enemy calls for certain characteristics or personality changes and working as a correctional officer can in fact bring those attributes to life.

Learning and leaning into the criminal minds allows better situational awareness and assessment skills. Since the culture allows or requires certain types of behaviors condoned or accepted as a norm the adjustments can range from heavy use of profanity to tattoos and hiding your background with secrets that won’t reveal who you really are. It’s a strategy that allows you to show no weaknesses and gives the enemy no leverage in manipulating you into a compromise.

The main focus of this training ground mentality is to become a skilled cop with the ability to create and understand the mindset of the criminal. In some cases, the lines get blurred and the behavior mimics those of the criminal they are investigating or tracking while trying to solve a case. In fact some get so good as prison officers or cops that they understood the mindset, movements, motives and behavior to become proactive in their mannerism of supervision or problem solving.

At the same time they learn to be mystic about their own behaviors with their supervisors and co-workers as they become somewhat rogue in their thinking patterns and often decide solo whether or not some kind of corrective action is needed in certain situations. These blurred lines of thinking can get a correctional officer or police officer in trouble quickly if they don’t stray away from the rules too far.

So as it exists, jails and prisons are great training grounds for human and criminal behaviors while honing in on your own characteristics to deal with the criminal mind. Knowing how to improve your own psyche is a strong element of surviving and should be done with caution as you are tempted to try things that may be out of your span of control or authority.

Thus we can surmise that learning the criminal mindset will improve your communication skills, problem solving techniques and other manifestations of the criminal elements. You may learn how to act changing your facial tics or speech, mannerisms or dress when not in uniform, or even ink yourself to understand the role and behaviors more deeply as you delve into the type of behaviors that reflects a criminal lifestyle but with an open interpretation for doing it on purpose and learning how to deal with prisoners, criminals and other deviants.

This conversion of behaviors is with high risk as it may lead you down a self-destructive path or make you better at reading the criminal’s mind. The way you take responsibility for yourself and your actions determine the risks you take when making this transformation on or off duty. It could in fact become a beast within yourself that may be hard to manage if let loose.

In other words, if you don’t manage your own behaviors it might bite you in the butt and blow up in your face creating both moral and legal consequences for such conduct or misconduct. The line is based on your risk taking behaviors and your willingness to cross the line.

 

How prison changes the human psyche for employees -

Yahoo voices story link

Correctional Officers - Overcoming Anger & Aggression

 

There are two types of anger issues – constructive and unconstructive. The difference between the two is what we call control or in some cases, self-control. Constructive anger is designed to motivate us in a positive manner and give us the means to fight back or overcome both mental and physical barriers imposed by something or someone. Unconstructive anger is negative energy and clouds our ability to think clearly and often clouds our judgment. It is often referred to as an act of hostility associated with a bad attitude and can ruin your relationships or life forever.

Thus it is appropriate to say that anger is an emotion that centers on either gaining self-control or losing control. It may also be an avenue to gain control of a situation or perhaps a perceived notion that you are losing control over some personal important values or pride. These choices are entirely based on the situation at hand and how it impacts your thinking as well as your actions. Remember the difference between personal and professional standards as well and you are on your way to resolve your anger issues.

As a correctional officer you are often faced with situations where your pride is on the line and your ego is personally attacked by those you supervise or manage under your tour of duty. Name calling is the most common style of attacks as well as the physical kind that triggers your emotions to take action and defend yourself or your self-importance. It is this underlying anger to respond to these negative triggers that puts you at risk of being disciplined or harmed if you react to the name calling in an inappropriate manner and observed or caught in the act by someone that reports your acts as misconduct.

If anger prompts you to take negative actions, you need to re-evaluate your ability to withstand the verbal abuse or criticism of your job or your behaviors. You need to make a negative event into a positive event that allows you to come out of it clean and without any questions. When you feel that anger may cause you to lose control and prompt aggressive behaviors, it is time to assess your underlying feelings and re-shape your thinking to gain control again. Something else you should take into consideration are the side effects of having such anger within you creating serious health problems that may range from stress to heart attacks.

Domestic violence is not tolerated and can result in losing your job. Excessive force or other misconduct is reviewed by superiors and may result in criminal charges or “color of law” violations that impacts a person’s civil rights and a situation where you could be personally held responsible for your actions leaving you with expensive legal costs and no assistance from your employer.

Anger management is not just a common phrase to identify tools to control your anger. It is a way of life and must be adhered to in order to avoid serious mistakes and potential run-ins with the law even if you are a certified police officer or correctional officer.

Managing your anger will also allow you to feel better about yourself and attain a healthy lifestyle that will give you longevity and happiness.

1.       Keep track of your anger and how often you lose it. Notice how you are provoked or threatened

2.       Talk to yourself and agree within your own span of control you will try to delay getting angry. Don’t jump to conclusions or make assumptions to further aggravate you

3.       Cool it and chill out - stop yourself from any thoughts of hostile acts or attitudes. Walk away if you can

4.       Decide what you can do about the situation; then do it and let the anger go.

5.       If you are chronically angry, take a look at yourself and determine what it is that angers you and how your negativity can justify the means to act a certain way.

6.       Avoid overstimulation. Get plenty of rest and exercise because sleep deprivation is a common factor in poor judgment and hostile behaviors. Manage the caffeine and other stimulants.

7.       Learn to listen and refrain from being impatient and quick judgments.

8.       Assume other people have good intentions when they talk to you and although you may not trust them completely try to accept the possibility and see it from another perspective.

9.       Learn to laugh at yourself and allow your sense of humor to control the situation.

 

Correctional Supervisors - how to avoid making basic management mistakes

Making simple mistakes as a new correctional supervisor is common when the road to success is void of self-discipline and self-development planning. Working on hunches or gut feelings is no way to demonstrate your value to the organization and reacting from experiences or “lessons learned” techniques is flawed at its best because not every problem or scenario is the same thus problem solving should be thorough and not a cookie cutter event.

The first step in correcting such behaviors or lack of management skill set is to admit you have one and that mistakes are showing up way too much in your decision making as well as your leadership or guidance habits. As a supervisor there will be mistakes but in order to add value to your team or organization you must avoid making common errors that may create more difficult situations for staff under your command.

The first step is to acknowledge what you know and what skill set you have. Selling yourself short is better than being overconfident and selling yourself too much to your boss or team. Once you made a self-assessment of your skill set you need to make plans to improve your development and commit to learning more while making the transition from worker to supervisor. It is one basic element that keeps your feet firmly planted on the ground and allows you a little wiggle room to adjust your management styles.

Whether you work alone or as a member of a team you must always be responsible for your own actions or work. You should immediately set some goals where you want to be in six or nine months and remain focused on self-improvement during that time period. Your goals should be geared on how you expect your skill set to function and direct your subordinates that may have been your former co-workers as part of a team in the past.

Mentally you must realign and adjust your relationships when you become a supervisor  and acknowledge that everything that was before has now changed. You must understand the concept that not only are you responsible for your own work but also the work of others.

Basically, you need to work on your self-development skills focusing on people skills as you will need to identify different people with different talents to get the job done. People skills are sometimes neglected when promoted and must be a main element of your adjustment in management styles and business skill sets instrumental in getting the job done effectively and on time.

Secondly as a new supervisor you must set clear goals and expectations of others as well as yourself. Effective performance skills begins with clear goals. If you offer your team no direction employees will have less initiative to work hard and meet challenges presented to them while on duty. Remember that your goals should be aligned with your employee goals.

Motivation is a great tool but one must have a vision of the direction to stay on track of expectations and measuring success. Leaving your team or co-workers in the dark is the fastest way to fail your duties and responsibilities to get things done.

 

Meeting with staff begins this vision created. Work on acquiring realistic and attainable goals together in efforts to meet all challenges and organizational expectations. These meetings should be two fold – it should begin with a vision of where you want to be and where your employees should be when the job is done right. In other words, you need to help them to help you and your organization and motivate them to do their best while working with you on improving the environment and work place.

It has been said that the number one reason supervisors fail is because of their inability to delegate effectively. The first thing a supervisor  should recognize is that despite no matter how hard you work, you can’t do everything by yourself and need the help of others to get it done. Effectively delegating work impacts your ability to manage time and the more you manage time the more effective use there is to get things done.

Share your talents with those you have confidence in and prepare them for their successive career development by delegating those things that will allow you to be a better leader. Mathematically you get more things done in less time and that leaves you more opportunities to improve things along the way. Knowing which one of your employees can do the job builds confidence in them and allows them opportunities to develop their value to the team and organization while completing assigned work and duties.

How many times have you heard the phrase “what we have here is a failure to communicate” and tempers flare because of misunderstandings or not having a clue about what is going on and what expectations were set on job assignments? Controlling information is not always a necessity and should be open for discussion among the team and co-workers. There has always been a conflict between sharing knowledge and whether knowledge is public or private. The fact remains that if you don’t share knowledge your value to the team or organization diminishes rather than increases as it impacts work relationships and quality of work.

Teams can be made more effectively through empowerment of knowledge and positive communications. Making an effort to share information with employees is critical for success and must be done on an on-going basis especially during a time of change in administrations or operating procedures. It impacts decision making and employee morale as you endure these changes with a sense of awareness and expectations from your viewpoint and knowledge.

Learning the value of making time for your employees and showing you care and trust them to do the job and do it right is very important. Promotions often lead to alienation or bad feelings for some but fortunately it is the best time to change the way people feel about you as you take the role of being their boss seriously but at the same time make time to coach them, mentor them and guide them during the course of their careers.

Being unselfish pays off large dividends and shows your staff you still trust them and manage them with mutual respect while assessing their individual needs for improvements and address them in a most positive way without criticism and harsh words. Remembering that not every employee is not the same you must be aware some may be highly experienced and require little attention while others may need to be mentored or guided at certain levels.

Managing is primarily a people job. It would always be to your benefit to take the time and put the phone down or unanswered and make time to listen to someone making sure you are available when they need you. Focusing on them is priceless as it is important to know what they are thinking and what it is they have to say. The better you know your employees the easier it is to recognize their achievements and contributions to the team and organization.  This is especially important when it comes to reduction in force agendas and downsizing of a team or organization.

Promotions or recognitions of someone’s value is often based on team or organizational success but if can also be based on a personal award or achievement. Making successful things happen draws attention to their value and is often rewarded with some kind of recognition or event. On the other side of this coin is the creation of attitudes that focus on failures and the unwillingness to learn from such events. Unfortunately those picked for promotions may in fact not be successful at all but are carried by their team members and once promoted experience failures due to the fact they were never really qualified to handle additional responsibilities and work loads.

Last but not least is taking it all too serious when promoted and changing the way you conduct business creating different dynamics that once made you successful but is not setting you up for failure. Attitudes play a big part in managing people. It can open up doors or close them depending how you interact with your employees. If you were once a joker and quick to reward or show appreciation for their work and then do a complete turnaround it may be detrimental to your relationships and communication efforts.

Tolerance is the key and moderation should be considered when issues praise or disciplinary action when things go bad or the need arises to conduct corrective action on a performance deficiency or personal behavior or misconduct.

 

 

 

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