Through a unique blend of mentorship, wellness and community engagement, Dayton PD’s program equips recruits with the tools to thrive in their careers
I was recently introduced to an allegory that compares leading people to gardening. Instead of micromanaging every action and encounter by directly influencing (or attempting to do so), a gardener focuses on creating the right environment. He nurtures the soil and cultivates the seedlings, providing care through watering and other means. However, he cannot force the plants to thrive; he can only set them up for success and hope it is enough to withstand external challenges such as inclement weather.
As I reflected on this concept, I gained a deeper understanding of the Dayton (Ohio) Police Department’s program for new officer development. The program, presented as “Weed, seed, water and feed: Raising healthy recruits in law enforcement” at the IACP’s Officer Safety and Wellness Conference, highlighted this approach. Notably, Chelley Seibert, the department’s training and community engagement coordinator, recognized the effectiveness of such a nurturing, gardening-based model. In her discussion, she outlined the aptly named phases of development, providing details about the program and key insights derived from it.
Seibert, who describes herself as the department’s “den mother” due to her foundational role as an academy trainer, clearly embraces the guardianship of her recruits. She began by emphasizing the importance of her purpose and how it influences her new officers’ understanding of their own roles. As someone who recently supervised my department’s recruiting and hiring unit, I found this focus particularly resonant. Ultimately, the job is about “people taking care of people.” By concentrating so intently on nurturing these “seedlings,” Seibert and her team at Dayton PD are paving the way for the department’s success for generations to come.
Seed
This is the foundational phase. Recognizing the importance of starting recruits on the right foot, Seibert and her team focus on habit-building during their several months at the academy. They highlight key aspects of wellness, including sleep, nutrition, exercise and life outside law enforcement. Industry professionals acknowledge that first responders will inevitably face challenges with these health pillars. Why not teach them not only solid material but also the means to implement these practices effectively?
The discussion of a non-law enforcement lifestyle is critical. Dr. Kevin Gilmartin emphasizes this in his discussion of the “used to’s,” referring to activities we engaged in and people we associated with before becoming officers. In Washington State, the academy addresses this as “living outside the blue world,” a concept I have come to see as increasingly important the longer I serve in this career.
The program also encourages recruits to write about their “why” or purpose. I firmly believe in this practice. Generally, before long, the traumatic nature of the job and scrutiny from all angles can challenge a new officer’s resolve, leading to toxic, cynical attitudes. By focusing on and embracing our purpose, we can remind ourselves of this during the darkest times. Personally, I have found moments of reconnection through community engagement and recruiting efforts at critical times in my career — meaningful surprises that I often encourage other officers to explore and use to rejuvenate their perspectives.
As someone who contributes wellness content both inside and outside my department, I believe this shift in officer preparedness should become the standard. Foundational health and wellness practices are crucial for building and maintaining resilience, which will undoubtedly be tested by the stresses and strains of a policing career.
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