Conference & Event Speaking

This interactive presentation explores contemporary issues and trends impacting police recruiting, field training outcomes, and retention. Current research will be explored highlighting shifting candidate-pool challenges requiring new approaches.

Best practices will be reviewed related to recruiting strategies, selection processes, field training implementation, retention outcomes, and retirement transition. Major paradigm shifts in job requirements and agency policies will be presented. Challenges emerging from recent events, along with potential solutions, will be discussed.

One can get lost among the thousand of models, training approaches, and books related to leadership and influence development. This presentation, developed by leadership trainer and author Dr. Marshall Jones, provides both aspiring and seasoned leaders with an individual-focused approach to understand and take charge of their leadership development. Topics include essentials for genuine leadership, self-awareness, critical concepts of human behavior, and leader-follower relationships. Strategies related to identifying self-assessment tools and how to discover one’s unique leadership pathfinding approach will be shared.

Law enforcement relies on functional teams. The consequences of dysfunction include turnover, poor officer commitment, and loss of community trust. Strong agency culture and focused leadership development efforts can facilitate functional teams. High performing teams don’t happen by accident; it requires intentional focus on developing trust, courage, commitment, accountability and mission focus. Agencies can help shape the proper culture and cultivate the development of followership and leadership.

But what can agencies do when facing dysfunctional teams in a department? What steps can a Chief take when facing a dysfunctional command staff? This type of dysfunction can become toxic and impact the entire agency. This presentation will leverage Lencioni’s Five Dysfunctions of a Team in the specific context of policing to help diagnose and actively respond to crippling team dysfunction. Understanding threats to the foundations of team trust, fear of confrontation, absence of commitment and accountability, and the failure to focus on goals is critical for leaders to rebuild, or reform, functional teams. Attendees will be provided a framework for avoiding dysfunctional teams in a law enforcement along with strategies to help prevent dysfunction from occurring.

This interactive presentation explores contemporary issues and trends impacting police recruiting, field training outcomes, and retention. Current research will be explored highlighting shifting candidate-pool challenges requiring new approaches.

Best practices will be reviewed related to recruiting strategies, selection processes, field training implementation, retention outcomes, and retirement transition. Major paradigm shifts in job requirements and agency policies will be presented. Challenges emerging from recent events, along with potential solutions, will be discussed.

There is no debate among law enforcement professionals regarding the critical role of line-level supervisors. Sergeants are where the rubber meets the road. Deliberate leadership, supervision, and management skill development requires much more than simply sending them to class. Well trained and developed sergeants are equipped with the skills and confidence necessary to lead their officers and prevent the various consequences of poor performance to the agency. Underprepared supervisors often micromanage or fail to adequately provide proper oversight and guidance. Poor supervision kills morale and impacts officer retention. This presentation explores the leadership pipeline model that allows agencies to assess and address critical leadership and management development. Intentional focus on agency written directives, performance management systems, promotional processes, sergeant field training, modeling, coaching, and mentoring can lead to a sustainable culture of leadership development.

The training focuses on strategies to effectively manage and address disruptive employees, including toxic bosses, micromanagers, problem employees, and difficult individuals within law enforcement agencies. Participants will explore the unique challenges these employees present and how their behaviors impact team morale, productivity, and retention. The session introduces the "Jones Disruptive Employees Matrix" to help identify and categorize disruptive behavior types, enabling leaders to tailor their approach based on the employee’s influence and organizational impact. Attendees will learn techniques for documenting issues, implementing coaching and mentoring strategies, and creating a healthier organizational culture. By the end of the training, participants will have actionable steps to address disruptive behaviors and protect agency morale and effectiveness.