Beyond Mandatory Training

Tick-Tock, Tick-Tock (no, not that TikTok) is the sound in every staff member's head reminding them that their mandatory annual refresher or compliance training is stalking them. In the world of corrections, mandatory training is, well, mandatory and for good reason. It exists to protect everyone: staff, offenders, the public, and the agency. 

But what happens when organizations go beyond mandatory training? From our years of delivering personal and professional growth training to correctional staff across the country, we've seen transformative results in organizations that invest in their greatest resource – their staff. Safer facilities, stronger teams, reduced turnover, less conflict, higher productivity, and staff who appreciate the investment in their growth as people, not just positions. 

And while many organizations' value statements proudly declare, “We are committed to staff professional development”, “We invest in our staff’s future,” or “We provide training and leadership development to help staff reach their full potential,” all too often, they lack a concrete plan for meaningful, ongoing growth opportunities for their people. Words on a website, in a policy, or displayed on bulletin boards throughout the facility are meaningless unless they are lived out every single day. 

There is an old story where an organization’s finance unit is concerned with the money being spent on staff development initiatives, and they decided to confront HR. "What happens if we spend all this money developing our employees and then they leave?" The head of HR thought for a second and replied, "What if we don't develop them and they stay?”

𝗜𝗳 𝘆𝗼𝘂𝗿 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝘁𝗼 𝘁𝗮𝗸𝗲 𝗶𝘁𝘀 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝘁𝗼 𝘁𝗵𝗲 𝗻𝗲𝘅𝘁 𝗹𝗲𝘃𝗲𝗹, 𝘀𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲𝘀𝗲 𝗳𝗶𝘃𝗲 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹 𝘁𝗶𝗽𝘀 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱 𝗮 𝘀𝗼𝗹𝗶𝗱 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗽𝗿𝗼𝗰𝗲𝘀𝘀:

𝟭. Start with a needs assessment across all levels to identify skill gaps, stress points, and desired growth areas - involving employees early can help to create buy-in. Evaluate the results and work to align your training plan with your strategic goals (reducing turnover, improving staff wellness, enhancing facility safety, etc.). 

𝟮. Define clear, transparent competencies and career paths for every role in your organization. When staff can see what skills and behaviors are expected at their current level, and how building them can lead to advancement, training feels less like a chore and more like a roadmap to their professional future.

𝟯. Build a blended, flexible program that includes in-person, online, peer-led discussions, roll call briefings, mentoring, and coaching. Rotating shifts, chronic understaffing, and mandatory overtime can make a one-size-fits-all training approach inaccessible to many in the corrections environment. 

𝟰. Continuously foster (and model) a culture of personal and professional growth for your staff. Doing so will encourage participation and ultimately make staff feel valued, knowing you care about their development. 

𝟱. Ensure leadership buy-in, resources, tracking mechanisms, and a clear definition of what success looks like are in place before launching the initiative.

Transforming how you invest in your staff doesn’t require a massive overhaul overnight. Start small, embrace staff input, and build from there. 

If we can support your organization, don't hesitate to reach out. Be safe, everyone.