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In correctional facilities, supervisors play a pivotal role in maintaining the balance between discipline and support, particularly when it comes to staff wellness programs. Some supervisors hold the belief that a wellness program might lower accountability, assuming that fostering wellness compromises the need for clear boundaries and consistent expectations. This belief, however, is a myth that must be debunked for the health of both the staff and the agency. In reality, wellness programs, when properly implemented, do not diminish accountability. Instead, they enhance performance, reduce workplace stress, and promote a more harmonious work environment. A supervisor can lead with a wellness mindset while still maintaining high expectations and ensuring that boundaries remain firm.Debunking the Myth: We Can’t Have Both Wellness and AccountabilityOne common misconception among supervisors is that wellness programs may cause staff to feel entitled to leniency regarding their actions or performance. Some believe that focusing on wellness could potentially undermine accountability by allowing employees to excuse poor behavior [...]

This article offers examples of what changes individual correctional employees can choose to make in their attitude and behavior to bring about positive outcomes in the workplace. It saddens me that many correctional workers carry a bucket of rocks to work every day and don’t even realize that they are carrying needless weight. You have heard the old saying, “Attitude is everything.” Well, in this bucket I’m talking about people who carry the rocks of negative attitudes. I continue to hear over and over again about problems in corrections that are a direct result of the “bucket of rocks” people bring in with them. These rocks can kill careers, steal lives, and destroy families. What are some of the rocks I am talking about? They are gossip, harassment, jealousy, anger, hate, back-biting, and too many more to mention. What is wrong with this picture? Aren’t we supposed to be supporting each other? Don’t we all depend on others for [...]

This article offers an example of what administrators can do to help improve the well-being and functioning of new hires, and as a result, also help the odds of their retention over time. This scenario probably plays out daily in countless jurisdictions. You’re about to start offering basic training at your correctional agency’s Training Academy. Among your new recruits you have Bob who up to a few days ago worked at the local Walmart, Mary who a couple of months ago graduated from high school, and Todd whose only prior job experience involves working at fast-food joints and delivering pizzas. Now you are training them to become tomorrow’s Correctional or Detention Officers. You try to prepare them with training on topics such as CPR/First Aid, Defensive Tactics, use of force, OC spray training, ethics and professionalism, offender disciplinary procedures, and many more. Other than what they may have seen on TV or in a movie, these individuals and many [...]

This article offers an example of how individual choices can have wide-ranging effects, starting with overcoming a sense of “learned helplessness.” One key focus of our course, “From Corrections Fatigue to Fulfillment™” (CF2F), is empowering staff by constantly asking, “What can YOU do to help improve ____?” (Whatever an area of concern may be.) This question applies to all correctional employees, from frontline staff to wardens and Executive Directors/Commissioners. While each role has different levels of authority and influence, everyone’s contributions are essential for meaningful and lasting progress in criminal justice reform. However, initially class participants may feel stumped by that question. It may not have occurred to them that there ARE actions THEY can take (no matter how seemingly small or insignificant) to move the needle to a greater positive. Why might that be? When people (or animals) find themselves in situations where they are unable to escape chronically traumatic or other high stress conditions, they develop what psychologists have [...]

This article offers examples of changes individual correctional employees can choose to make in their personal and family life to bring about positive outcomes for themselves and their loved ones, and by extension for their workplace. (Personal life “comes” to work just as much as work life “comes” home. Usually, not much is left at the gate, either way.) Corrections Fatigue is a real thing, and it had a big hold on me. So what did I do about it? I disconnected somewhat emotionally from work and plugged in to enjoying my family more. I sought out guidance and purpose and began meeting regularly with a very wise mentor from my church family. I found purpose and joy in choosing to live for others and not so much for myself. For my self-care, I began engaging in new hobbies which allow me to see tangible results that I can’t always see at work. I began cooking and smoking food, [...]

This article offers examples of strategies that administrators and other decision-makers can implement to make lasting improvements on correctional and other public safety systems.During a recent webinar where I was a guest panelist discussing the implementation of a comprehensive staff wellness program for a large state correctional system, a seemingly simple phrase emerged from my reflections: "All roads go back to staff wellness." At the time, I did not fully appreciate its depth, but feedback from colleagues highlighted its profound implications. This phrase, though unadorned and lacking immediate impact, encapsulates a crucial insight into the operational success of correctional systems. Understanding its significance requires an exploration of the context in which it was spoken and the broader systemic changes it advocates.In the webinar, my focus was on how staff wellness in corrections is often treated as an afterthought—an “elective” rather than a fundamental priority, perhaps following adverse events, litigation, or public embarrassment. Historically, staff wellness initiatives are considered only if there is [...]

Printed with permission. I was 21 when I got into Corrections. I started with the Division of Juvenile Justice. I quickly learned to “fit in.” The prison was like nothing I had ever seen. I learned how to act from my senior staff. I quickly became the alpha male. I quickly immersed myself into the job. I joined the Tactical Team after only 6 months, and I received Officer of the Year my second year on the job. I was “getting it,” and I was really good at what I did. After “mastering” the Juvenile field, my institution closed. I was transferred to an adult institution. This institution was known for violence. The night before I went to my new prison I cried, because in my mind I was going to die in prison. Thankfully I was wrong, and again I slowly became really good at what I was doing. I promoted to Correctional Sergeant, and quickly got a position on third watch on a Level IV 180 design [...]

Desert Waters recently conducted two webinars reflecting on the construction of correctional staff wellness programs. They are entitled “Reflections on the Construction of Successful Wellness Programs” and “More Reflections on the Construction of Successful Wellness Programs.” The webinars featured two individuals who built from scratch a still existing program in a large state correctional agency, Mr. Bob Bowen and Ms. Stephanie Rawlings. Both webinar sessions are full of useful suggestions for those responsible for a correctional staff wellness program. During the second webinar, Ms. Rawlings commented on what she had learned as their program grew. She admitted that she had started with a belief that their program was mainly a suicide prevention initiative. And while that was powerful and essential, she soon came to realize that, “When I think about every correctional issue that has been at the forefront of the industry for the last decade, there can be a case that is made that all roads go back to wellness.” In other words, [...]

It’s a beautiful Colorado summer day, and I’m standing on a golf course with a former correctional colleague. Gary retired a few years earlier, and I still have a few years to go before retiring. During our conversation, Gary says, “Retire as soon as you qualify. You don’t know the stress you’re under, until after you leave.” I never forgot these words, and when it was time, I left corrections. As far as I’m concerned, truer words were never spoken. Thank you, Gary.Retirement from any job is a big step in a person’s life, and the pending changes are probably overwhelming for most. Even the most well-planned retirement is going to offer some challenges. However, retiring from corrections work and maybe law enforcement in general, is unique in many ways.I’m sure no two retirements play out the same, but those of us who retire from corrections and law enforcement will likely face similar challenges. In spite of our diversity, we [...]

I retired from our department a little over a year ago. I was very fortunate to be able to retire when I wanted to, and did not have to retire because of health or other reasons. I had prepared myself as best that I could through reading/studying several books and speaking to people who had retired before me. I can honestly say that even though I thought that I was ready, I was still in for a bit of a surprise. Kind of like having children, I guess. During our time in our departments, we expend a lot of emotional and physical capital trying to do our jobs well. We have standards to keep and a gazillion policies, procedures, and post orders to know. And we have performance goals to meet. Then one day we wake up, and we no longer have to keep those in mind. Yeah!!! I discovered through my reading that to make retirement productive I [...]