Category Archives: Police Dynamics

Well, the race for Congress didn’t turn out the way I had hoped (I came in 8th out of 16 in the primary!). But at least it got me back home and available for a new opportunity. So, now that I’m back in the states, at least on the short-term, I’ve got two things going on. First, I am available for live Police Dynamics conferences. If you’re interested, please send me a message via the “Contact Me” button on the left of your screen.

But an even more important announcement is that the Police Dynamics Institute has partnered with the International Academy of Public Safety (IAPS) and brought me on-board as the VP of Law Enforcement Training and Development. IAPS, and its sister company Readiness Network, are fully integrated Technology and e-Learning companies.  Their iLEARN, iCOMMAND, and iSHIELD portals create an ecosystem that acts as the connective tissue for command and control with comprehensive learning and development tools that enhances readiness at all levels. Dr. Mitch Javidi, founder and CEO of IAPS, contacted me about a year ago while I was still overseas about incorporating some of the Police Dynamics training videos into iSHIELD (SHeriff’s Institute for Ethical Leadership Development). Since then, we have planned to partner together whenever I got back home.

Here’s the introductory video from our series on Reflective Leadership which will be available soon. And we plan to have the entire Police Dynamics program online in the near future.

There is much more to talk about in regards to IAPS and  iSHIELD but I will leave it at that for now. Please contact me if you would like to learn more or to schedule a demonstration of the system.

Sheriff Ray

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Category: Police Dynamics

Scroll down to check out our Professional Development Series

In this last video from the Aventura Spa Palace in Riviera Maya, Mexico, we look at the four phases of Group Dynamics as they relate to the Relationship Diamond. The study of Group Dynamics has identified four distinct phases in the formulation of a working group. Interestingly, the phases fit very nicely in our Relationship Diamond model as we superimpose them over the dynagram.

Group Dynamics

The Four Phases of Group Dynamics and the Relationship Diamond

The first is the Form Stage and that has to do with structure. Most relationships start with some type of structure. From a law enforcement perspective, it could be a call for service, a traffic stop, a consensual encounter on the street, or a Crime Watch / Community meeting. During this phase, you will begin to establish your integrity, a key component of police ethics, in the eyes of the other party.

The second is the Storm Stage. When you start to open up channels of communication, the relationship can get very stormy. And the more diverse the two groups, the stormier the seas. But you must be willing to weather the storm, just don’t get stuck there.

The third is the Norm Stage. It is here that the group begins to establish their roles and responsibilities as well as lines of accountability.

The final stage is the Perform Stage. This is where the work actually gets done. Resist the temptation to jump around the bases prematurely. So many groups stall out at first base or try to jump from first to third. You can’t do that in a baseball game and you shouldn’t try to do it in a relationship either. In this stage, you will employ strategic problem-solving methodologies to accomplish your community / coactive policing goals — such as establishing peaceful and safe neighborhoods, and stable and successful families.

Building working relationships between law enforcement and the community is a tricky business. But understanding the process so that you don’t get frustrated is a key step forward.

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For over a year (off and on), I have been working on preparing these professional development resources for those of you interested in taking your understanding of the character-based principles of Police Dynamics to the next level. For a limited time, if you purchase either the Basic Training Package or the Professional Development Package for the already discounted price of $47, you will have the opportunity to purchase the other package for only $27…

Police Dynamics Basic Training Package

Police Dynamics Professional Development Package

The 10-DVD Premium Package is intended for a departmental purchase but it can be reviewed for 30 days risk free:

Police Dynamics Premium Package

Please contact me for more information about the Premium Package

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Category: Police Dynamics

Third Base in the Relationship Diamond is establishing a Partnership. But it requires mutual accountability.

Think about the Crime Watch organizations that you have been affiliated with in your law enforcement career. How many of them last past the first few meetings? Yet there are some Crime Watch groups that have been successful long term. Those are the ones that have learned to build accountability into the community policing philosophy. Mutual accountability involves us (the police) giving the citizens permission to hold us accountable. But it also requires them to give us permission to hold them accountable, a critical step in the Coactive Policing model.

Remember that accountability is the last component of the Trust Formula and must come last in the process, after establishing your integrity and opening the channels of communication and understanding. We are so quick to point the finger of accountability at others before we have invested time and effort into building the relationship first. After a trust-based stakeholdership has been established with the community, then and only then should accountability be introduced. Otherwise, the relationship will not be strong enough to withstand the stresses that are about to be placed on it, especially if we are working to “demolish” a criminal stronghold where trust of law enforcement tends to be low.

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Recorded at the beautiful Aventura Spa Palace in Riviera Maya, Mexico, we look at the next step in the Relationship Diamond – building a stakeholder interest.

As Sir Robert Peel said, “The police are the public and the public are the police.” But your citizens don’t necessarily see it that way. They view crime as a police problem, not a community problem, which sets them up for unrealistic expectations. Which brings us to the maxim for this dynamic:

Your community does NOT understand you. But they think they do…

That’s why open and honest communications are so important. Let me illustrate this principle with a humorous example that I have used over and over again in community settings. Imagine that you are a citizen living in a criminal stronghold. You are frustrated with the police, but know only what you have learned from TV shows, movies, and conversations with others. You watch an officer pull up in front of your house, get out of his car, and then do what all of us do when we get out of the car. He pulls his gunbelt up. Now, that is a very innocent adjustment of some uncomfortable police gear that means absolutely nothing to the officer. But it sends an entirely different message to the citizen.

Set up the example the next time you are speaking to a community group and ask them what they can already tell you about this officer and his attitude based on nothing more than their observance of his body language. Know what the citizens will say? “He’s arrogant. He’s got a bad attitude. He’s looking for trouble.” None of those things are true. But do you think the citizen’s preconceived notion about this officer and his attitude will have any impact on the contact that’s about to take place?

And the first question out of the citizen’s mouth is, “What’s the problem, officer?” Now, out of all the things that the citizen could think to ask, why do they ask this question? Because the only time you’ve EVER been there in the past, there was always a problem! This is due to the limitations of Reactive Policing.

To overcome these types of conflicts, we must initiate open and honest communications with the citizens, and in so doing, develop a stakeholder relationship where they begin to view crime as a community problem that demands a coactive, community response.

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While snake-hunting along the Edisto River at Givhans Ferry State Park, I paused to record the next video in the Dynamic of Relationships series.

Once we have identified the “bases” on the Relationship Diamond, the next question becomes “How do I get around the bases?” I think the answer is found in the Trust Formula. It’s our Integrity that gets us to first base. Openness gets us to second. Accountability takes us to third. And strategic Problem-solving methodologies take us home as we accomplish our Coactive Policing goals. So the Trust Formula becomes the baselines in our model of building trust-based community relationships.

Integrity is defined as “being who you represent yourself to be.” It is character and competence working in tandem. And it’s not only your actual integrity, as important as that is. It’s the other party’s perception of your integrity.

One of the quickest and easiest ways to establish your integrity in the eyes of the community is to do what you say you are going to do. As simplistic as that sounds, we often neglect a critical component of this. We get so focused on actually DOING our job, that we forget to tell the citizen what we intend to do first. If we discipline ourselves to tell them what we are going to do BEFORE we do it, we ground their expectations in reality. So instead of evaluating the effectiveness of our policing activities by their own skewed expectations, WE set the standard of law enforcement and community policing performance. This is such an important concept that I devote an entire training series, the Dynamic of Expectations, to developing it more in depth.

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Building trust-based relationships is a complicated process and it’s easy to get lost in it if you don’t appreciate the underlying dynamics.

Filmed from my balcony at the Continental Hotel in Oradea, Romania, overlooking the Repide River, I use the Relationship Diamond as a model for understanding the process of building community relationships.

Relationship Diamond

The Relationship Diamond

There are essentially four steps in building a working community relationship and you must progress through them in order, just like running the bases in a baseball game. First base is to become an Acquaintance. This is a bit common sensical but it is a necessary first step.

To get to second base, the citizen must become a Stakeholder. That is, they must see themselves as having a vested interest in the crime-fighting process. As Sir Robert Peel said, “The police are the public and the public are the police.” But the citizens don’t often think of themselves in that way. They tend to see crime as exclusively a police problem, not a community problem.

Third base is Partnership. This is a working relationship where the police and the community team up to coactively solve problems that are manifesting themselves as crime, fear of crime, and neighborhood decay. After reaching the partnership level, the group is now ready to head to home by accomplishing some of their coactive policing goals; two of which are establishing safe and peaceful neighborhoods; and stable and successful families.

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This first installment of the Dynamic of Relationships series was filmed inside the Bear Cave in Bihor County, Romania, in that region known as Transylvania (so appropriate this close to Halloween). The lighting in the cave was poor, so please excuse the poor video quality.

Trust is the foundation for effective relationships and community trust is essential for effective policing. It is the fuel that drives a Coactive Policing effort forward and consists of three elements:

The Trust Fomula
Integrity + Openness + Accountability

Our simplified definition of integrity is “being who you represent yourself to be” — otherwise stated as your character and competence operating in tandem.

Openness has to do with honest and open communication — essential for building trust. Keep this in mind, your community does NOT understand you… but it THINKS it does! So you must take the initiative to break down the barriers to communication.

Accountability is a two-way street. The police must be willing to give the community permission to hold them accountable, but the community must also give the police permission to hold them accountable as well.

When we were in grade school we learned that there was a property of addition that allowed you to add a series of numbers in any order and still get the same result. It doesn’t work that way with the Trust Formula, for reasons that we will see later. The three factors necessarily must come in this order: Integrity, Openness, and Accountability or the process will fail.

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The Wounded Spirit is the one who always gets his feelings hurt…and over some of the silliest things! In our first video in the Dynamic of Restoration series, we learned that a person out from under authority has learned to deflect the truth by assigning blame to others. So it is easy for them to develop a Wounded Spirit that can only be cured by developing the character quality of Forgiveness

Clearing the record of wrongs and refusing to hold a grudge 

This is perhaps the most difficult character quality of all because it absolutely goes against our human nature. Yet, just like Attentiveness is the key to learning, Forgiveness is the key to restoring relationships.

The “brotherhood” of law enforcement is somewhat unique in that we are willing to lay down our lives for our fellow officers…even if we don’t like them very much! “No greater love hath a man than this, that he is willing to lay down his life for his friend…” Doesn’t this give us the basis for a relationship? Yet so many of us continue to hold grudges.  But forgiveness is such a better option for everyone.

Don’t confuse forgiveness with pardon, however. Forgiveness is about restoring a relationship, not necessarily absolving someone of the consequences of their behavior.

Level 1 Forgiveness is when you are willing to forgive someone who has wronged you if they come to you in a genuine spirit of repentance and say the seven hardest words to say in the English language: “I was wrong. Will you forgive me?” Many of us would be willing to forgive the person if they came to us in that manner and we really perceived they were sincere. As hard as THAT is, Level 2 Forgiveness is much more difficult. That’s when you just make a decision to forgive the person even if they never ask…! Or would you prefer to continue to drink the cup of bitterness…? It’s up to you…

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This month I had the wonderful opportunity to return to Romania to do some Police Dynamics training at the invitation of their National Police. This was my third trip there, but the first one in over 13 years! What a lot of positive changes…

I had the privilege of training members of the Romanian National Anti-drug Agency as well as the National Police stationed in Bihor County near the western border with Hungary. And, yes, that IS in Transylvania…!

Here is a collection of photos you might find interesting…

Category: Police Dynamics

Sheriff Ray Nash

Sheriff Ray Nash

What Law Enforcement and Community Leaders Are Saying About Police Dynamics

“A few years ago, we brought the Police Dynamics program to the Cincinnati Police Division and were most impressed with the quality of the training and richness of the program.”
Mike Daly
Character Council of Greater Cincinnati and Northern Kentucky

"I have attended training conducted by the Police Dynamics Institute in the past and know Ray Nash both personally and professionally. They have my whole-hearted endorsement…"
Sheriff Larry Williams
Orangeburg, SC

"I cannot tell you how excited I am to see this website. I was introduced to your video on the Dynamics of Authority through my father who is a police chaplain for the FBI and local law enforcement agencies here in Las Cruces. I have taught and applied the Dynamics model to my students when I was a teacher, and now to my department as a fire fighter."
Nathan Carr
Las Cruces Fire Dept.

“One of the greatest seminars I have ever attended in the 33 years I’ve been a Deputy.”
Walter Bolinger
Marion County Sheriff’s Office, IN

"I was so impressed by the (Police Dynamics) program that I purchased your video tape series. All Grand County Sheriff’s Employees subsequently viewed the tapes, and I have also mandated that all new Sheriff’s Employees watch it as well."
Glen Trainor
Grand County Sheriff’s Office

"It is with much enthusiasm that I encourage senior law enforcement executives to make attending the Police Dynamics seminar a key training priority for your agency."
DeWayne Beggs
Cleveland County, OK
former 2nd VP - National Sheriff's Association

"I am convinced of the benefits of the Police Dynamics program."
Jerry Martin
Delores County, CO
former Pres - County Sheriff's of Colorado

"Honestly, I’ve not been more impressed with a police training that I’ve attended in the last 20 years..."
Tom McClain
Chief of Police
Willard, MO

"I am a firm believer that Police Dynamics and Character First! equip the men and women that work for the Oklahoma Sheriff’s Office to do their job and do it better."
John Whetsel
Oklahoma County, OK

"If you believe that good character is an essential element in policing, you will want to send your key staff to Police Dynamics."
David Williams
Tarrant County, TX

"In the three years prior to our character initiative, we had 42 labor and employee grievances, and seven different lawsuits. In the three years since we put the character initiative in place, we have had two grievances and no lawsuits from employees. I think that, in and of itself, is significant."
Rodney Ray
City Manager
Owasso, OK

"This course was one of the best training sessions that I’ve been through. This concept will benefit me and the staff in my division."
Police Dynamics participant

[We have] more awareness of the preventative benefits of a character initiative as opposed to the typical reactive approach to situations. There is a sense of excitement by organization leaders as they begin to see a change in their culture. Bob Powell
Character Council
Fort Collins, CO

"[The Police Dynamics training] brings us closer together, more like a family … it reminds us of why we’re out there and what it’s about.”
Captain John Decker
Dorchester County Sheriff's Office, SC

"This class gave me the vocabulary that I have been looking for to praise and motivate my employees."
Police Dynamics participant

"We’ve built a much better relationship with each other. We’ve seen a decrease in complaints. We’ve become a family instead of a place to work."
Sheriff Howie Godwin
Highlands County, FL

“This shows us a new approach to recognize employees’ character traits - and to acknowledge them for those good traits versus, 'You did an excellent job…' It’s some fresh ideas in an area that we probably all need to change."
Major P.D. Taylor
Oklahoma County Sheriff's Office

"The Police Dynamics training that Ray Nash brought teaches the things that are at the core of being a good police officer – being trustworthy, being of good character…"
Sgt. Julie Shearer
Cincinnati Police Div.

“In the Police Dynamics training seminar, the officers are able to set a standard in their own lives of the kind of character they want to see in their community."
Chaplain Carl Nelson
Colorado Springs Police Department

"Character is the solution to the real problem in our community of crime. Character supplies the answer."
Hon. F.A. Schad
Former Judge
Burleson, TX

“I want you to know that my international and national career was very much influenced by your lessons and knowing you was of paramount importance for my job and career. Many Romanian police officers are grateful to you and to Character training."
Teofil Parasca
Assistant Superintendent
Arad County Police

"I would like to work more toward management by principles instead of rules – with an emphasis on character and guiding principles."
Chief Lynn Williams
Chickasha, OK

“We need to return to our basic character traits that made this country great. Ray Nash has the program to do it."
Police Dynamics participant

"This shows us a new approach to recognize those employees’ character traits and to recognize and acknowledge them for those good traits versus, “You did an excellent job…” It’s some fresh ideas in an area that we probably all need to change."
Major P.D. Taylor
Oklahoma County Sheriff's Office

"In the three years prior to our character initiative, we had 42 labor and employee grievances, and seven different lawsuits. In the three years since we put the character initiative in place, we have had two grievances and no lawsuits from employees. I think that, in and of itself, is significant."
Rodney Ray
City Manager
Owasso, OK

"Absolutely fantastic! It reminded me of why I wanted to be a peace officer."
Police Dynamics participant

"the finest value-added training anywhere."
Sheriff David Williams
Tarrant County, TX

"We continue to benefit from your teaching and hire with a strong emphasis on character."
Chief Tom McClain
Willard, MO

"Once again, I feel absolutely indebted to you for the program you have developed and your desire to change the world through the building of better law enforcement officers."
Glen P. Trainor
Grand County, CO

"Sheriff Ray Nash is an internationally recognized speaker that you and your staff will learn powerful principles from, while enjoying the lesson."
DeWayne Beggs
Cleveland County, OK

"Very comprehensive, a great resource manual for the future. The seminar was dynamic in every way. What a great resource for people throughout their day-to-day routines.”
Doug Carter
Indiana State Police