October 14, 2025 • 43 mins
What does it really take to turn a class of recruits into grounded, ethical, and resilient officers in just 16 weeks? We go inside the Iowa Law Enforcement Academy with Director Brady Carney, Chaplain Al Perez, and Attorney Kristi Traynor to unpack the systems, choices, and human stories that shape a residential academy’s culture. The conversation begins with agile leadership—how the team runs on 16-week cycles, listens to instructors, and pivots quickly. That iterative approach blends national standards with local realities across urban and rural departments, ensuring training stays current and practical without losing the human touch.
From there, we dive into the lived experience of a residential model: the distance from family, the pressure that exposes blind spots, and the bonds that form when people from 18 to 51 years old share long days and shared quarters. Christy’s “superhero cape” metaphor reframes ethics as daily practice—tightening the knot through clear boundaries, sound decision-making, and accountability that preserves public trust. We address tough truths head-on: alcohol’s easy grip in first responder culture, the slow erosion that begins with “one more drink,” and the line between support and consequence. Al highlights grief and compartmentalization—how recruits learn to focus under stress while still finding space to heal, with chaplaincy and peer support as anchors.
We also explore practical scaffolding that keeps recruits connected and grounded: earned nights out to recharge with family, facility access and wellness resources, evening windows for calls, and social updates that bring loved ones into the journey. Brady wrestles openly with whether locals should go home nightly and why the benefits of a residential cohort—networking, realism, flexibility for night training—still weigh heavily. Not everyone will finish, and that’s okay. Sometimes choosing out is a courageous win for the person and the profession. For those who stay, the academy’s promise is high standards, honest feedback, and a community that invests in both skill and character. Subscribe, share this conversation with someone starting the academy path, and leave a review with your biggest takeaway—we’d love to hear what surprised you most.
If you or someone you know is in crisis and at risk of self-harm, please call or text 988, the suicide and crisis lifeline.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
SPEAKER_05 (00:02):
Welcome back to another episode of the Shared
Voices podcast from the 1042Project.
We are so blessed to have theguests that we have here today.
I got Al Perez here.
He's uh as you guys know, we'vebeen doing um some nights out
here with the recruits.
We try to do once a week uh withthe schedule out here, it can be
kind of hectic, but what ablessing to be able to just kind
(00:22):
of come in and talk to some ofthe recruits and help equip them
for their career going into thisthis line of work is is more
than most people thought thatthey bit off.
And being able to be here withthem when they start their start
their journey and to have aplace to call home is pretty
powerful.
So I want to thank you, Al,because you were the first one
(00:44):
that kind of called me andinvited me in about three years
ago or so.
And I want to thank you forthat.
Um so we have Al and we haveChristy Trainer.
She's the attorney out here, andI've got some good questions for
her.
And then the man, the man, thedirector of the Iowa Law
Enforcement Academy is BradyCarney.
(01:06):
Brady, thanks for having us,buddy.
You bet.
Appreciate it.
Getting to know you over thelast three years or so has been
a blessing.
Um, I love that you're out here.
I love your leadership out here.
I love how much you care for ourfirst responders.
I get to see it every, you know,every week.
I love how much it's it's morethan just academics here.
It's more than just the physicalum getting these people
physically prepared.
(01:27):
It's about getting mentallyprepared.
And I think you are doing ayou're standing out above
everybody else.
Let me put it that way.
I don't want to, you know, otherI don't want to talk about any
other states or anything, but Ithink what you're doing here is
special.
I really do.
And I think the team you have isspecial.
So thank you for having us on.
(01:48):
No, thank you for being on.
And then Brady, I kind of wantto start with you.
So if somebody gets hired, a lotof our listeners, you know, they
get hired and they get told,okay, next step, you're getting
hired and you're going to thepolice academy, right?
And if you haven't seen thepolice academy movies from the
80s, you might not know how coolthe academy is.
How can you make those voices?
(02:10):
Oh, all right.
SPEAKER_03 (02:11):
This isn't Reno 9-11 or whatever that is.
SPEAKER_05 (02:15):
But it could be a scary thing.
I I know when I got hired, I was20 years old.
Like a baby at that point.
And of course, at that point inmy life I didn't feel like it.
I'm superhero Dan, but lookingback, um so it could be
intimidating.
And there's so many of us thatcome here that are already
married, that may already havekids.
And I would say a majority ofjust people in general, we carry
(02:38):
a lot of trauma coming into theline of work.
And that un that untreatedtrauma from the past for me is a
lot of my childhood stuff.
Um, if we don't address thatbefore we get to the academy,
then that stuff's gonna lingerwith us.
And if we can learn to processour trauma from the past, as you
get into this line of work whereyou're exposed to trauma, you'll
(03:00):
then be able to process traumatrauma in a healthy way from the
beginning.
So many of us come into thisfield and we think we're just
supposed to know how to doeverything, how to be an
officer, how to be afirefighter, EMT.
Um but no person is meant to seeas much trauma as we do in the
first responder world, and wehave to start talking about it
(03:22):
because it's it's reallyaffecting our families.
And I love the fact that Bradyis proactive here.
So, Brady First of all, when didyou start at the academy?
Because I know you've you'rehere less than five years,
right?
SPEAKER_01 (03:34):
Correct.
Uh so prior to coming to theacademy, I spent about 16 years
with the Des Moines PoliceDepartment.
Uh, and then I came out to theacademy in March of 2023.
So approximately two and a halfyears now I've been at the
academy.
SPEAKER_04 (03:47):
Seems longer than that.
Yeah.
You've done a lot in a in ayou've done a lot in a hurry.
SPEAKER_01 (03:51):
Yeah, we've uh we've covered a lot of ground.
I think we've made a lot ofpositive changes.
There's always a big to-do list.
Uh we'll keep working on that.
But uh, I think we've come along way.
I think we have a tremendousstaff in place.
I think uh, as I mentioned,we've made a lot of positive
changes.
And, you know, uh we have aunique opportunity here where we
(04:11):
kind of operate in a 16-weekcycle, 16 weeks at a time.
Uh, and we try certain things,we try new things, uh, and some
of them work really well, andsome we need to continue to
adjust.
And so we use the downtime,which is usually one week, which
is uh very busy, filled withconversations, with ideas, with
improvements, and then uh we runyou know another 16-week cycle
(04:33):
and try to keep implementingthose changes and improvements
uh every single time we have atraining cycle here.
SPEAKER_05 (04:39):
I love that.
Because you're not just sayingthis is the system, we're
sticking to it.
You're saying, hey, I hey team,let's let's make this better if
we need to.
Let's figure out what's workingand not working.
Let's not keep doing things thataren't working and adjust it.
SPEAKER_01 (04:50):
So you're constantly adjusting the dial on the Yeah,
even within a 16-week cycle, uh,we might try something in week
two or three.
Uh and when we circle back tothat, uh we pivot.
We, you know, change that up alittle bit.
So we're constantly evolvinghere.
And I talked to uh the recruitsvery early on to tell them, you
know, I ask them what they'veheard about the academy coming
(05:11):
in here, and you know, that thatfeedback and what they've heard
is all across the board.
Uh, but we're also very openwith them that their experience
is gonna be a little bitdifferent than everybody else's
uh because we make continualchanges and there are little
things and nuances that aredifferent from even if they had
friends or coworkers who werehere the 16 weeks right before
(05:31):
them.
It's going to be a little bitdifferent.
And then depending on uhattitude, effort, friendships,
uh relationships that areestablished here, um each
experience can be a little bitdifferent.
Um a class takes on a life ofits own, and we have two classes
here together.
So each cycle takes on a littlebit of life of of its own.
(05:54):
And so every 16-week cycle, uh,the experience is a little bit
different.
SPEAKER_05 (05:58):
I noticed that each each class kind of has their own
personality, which I think iskind of neat.
SPEAKER_01 (06:03):
They do.
So in any 16-week trainingcycle, we have anywhere between
65 and 90 recruits here, and wesplit the the total number of
recruits into two classes, andeach class does take on a little
bit different of a personality.
Um you know, sometimes uh thepeople who are in each class
are, you know, one class mightbe comprised of those closest to
(06:24):
the Des Moines Metro, and theother class is from the rest of
the state or the eastern half ofthe state and the western half
of the state.
Um, you know, we have people whoare from 18 years old up to I
think 51 uh since I've beenhere, age 51, come through the
academy.
Uh we have prior military and wehave some folks who this is
their first job ever.
(06:46):
Um and so there's a lot to takeinto account.
Uh we have people who are singleand we have people with uh young
kids at home, grown kids athome.
Um so that there's a lot thatgoes into that mixing bowl or
melting pot, if you will, uh,for the persona of each class
that comes through here.
SPEAKER_05 (07:06):
That's amazing.
So it's not just you obviouslyyou have it, you have a team of
people, or these decisions thatare being moved, these fluid
decisions that are moved beingmoved, is that something that
you're pivoting on or somethingyou and your team meet on, or
how do you guys decide how tohow to pivot?
SPEAKER_01 (07:20):
Sure.
Uh so there's a lot ofconversations and consideration
that go into the changes.
Um, one, there's a network, um,it's called Iatalyst, the
International Association ofDirectors of Law Enforcement
Standards and Training, uh,which I'm a member of.
And they're a great organizationuh where academy directors and
other states talk about whatthey're doing and what works and
(07:43):
what doesn't work and changesthey've implemented.
And so they're a great soundingboard for model standards and
kind of what other people aredoing.
And so I take that informationand try to tailor it to what we
do here or what we need to dohere.
Um and our staff, you know,we've really tried to create an
environment where uh our staffcan bring ideas and bring things
(08:05):
forward.
And our instructional staff hascontact with the recruits on a
daily basis.
And so they're the ones who areproviding not only the training
and the instruction, but theyalso develop uh connections with
the recruits and they hearfeedback and they see things
that work or don't work, ormaybe things that we need to
make changes to.
And so I I think ourinstructional staff does a
(08:28):
tremendous job about uh bringingthose ideas forward uh and not
only things that work or don'twork, but ideas about how we can
continually make things better.
And so we talk about those.
We have staff meetings um, youknow, throughout the academy and
then just a lot of ongoingconversations, uh, whether it's
instructional techniques,conversations that we have, um,
(08:50):
you know, balancing nights outor challenges uh to navigating,
you know.
This this profession is reallydifficult.
Um, you know, and the reality issome people, given their
individual circumstances ormaybe just the time, it's not
right for them.
(09:11):
And so trying to get everybodyto a point where they're
competent and can be safe, uh,but also ensuring those who
aren't quite ready yet, um, thatthat can be a difficult balance.
SPEAKER_05 (09:21):
Yeah, that has to be.
Because then at the end of theday, you're in the people
business.
Correct.
Right.
You're in the people business.
SPEAKER_01 (09:27):
We are there to serve the public.
SPEAKER_05 (09:29):
Yeah.
So, you know, the so our the therecruits get hired, they come
here for 16 weeks.
And for some of you that mayknow or may not know, um, they
stay here Monday through Friday.
So it's not uh like the DesMoines Academy, they go home
every day, the Iowa LawEnforcement Academy, because it
covers the whole state.
We have officers coming in fromeverywhere.
They do stay here Monday throughFriday.
(09:49):
And sometimes that can be one ofthe hardest challenges it was
for me when I went through 25years ago, was being away from
the family, being away from yoursupport system, the ones, you
know, the ones you love most,the ones you you can rely on.
Um, when you're going throughhard times, well, you're at the
academy and and and it is funand and it is, you know, it's
not hard, but you sometimes youcan have hard times, so your
(10:11):
support system's taken away andit and it can be tough.
Um, we're always looking at waysto try to battle that, right?
Like, how can we help ourrecruits get through the academy
where their marriages arehealthy out, where their
friendships, you know, arehealthy, where their their
relationship with theirdepartment's healthy.
Um we want to be able to, whenthey come here, to have kind of
(10:32):
a pathway.
Because when you come here, forme anyway, it was big time
imposter syndrome.
Like you feel like you don'tbelong.
And you and I found out sincethen pretty much everybody that
comes through here feels likethat.
Um so when you get here, um,sometimes the people you meet
the meet at first, the ones youget to hang out with will
dictate how you go through theacademy, in my opinion.
(10:55):
Um, the people you choose tohang out with when you come to
the academy recruits, itmatters.
Um if your friends are are goingout and they're drinking or
doing anything on their nightsout, that um you know, you don't
want to be around.
Don't be around it.
You're here for 16 weeks, justput all that stuff aside for 16
weeks because um not justmyself, but Al and everybody
(11:19):
here at this table haveunfortunately had to deal with
um police officers that don'tmake it through.
That um things have happened,and that's pretty hard, Al.
Seeing that it's heart, it'sheart crushing, and we're not
here to judge the system, we'rehere to learn how to love the
people better and make this ahealthier way.
SPEAKER_03 (11:39):
Yeah, um, let me just say this first, and it
starts with great leadership.
I think you you said it best.
Having um Director Kearney, withthe long experience he's had,
he's walked these footstepswhere many of these young ones
are walking through.
Um and I often describe um whenI look at his leadership, he has
enough in his history, he's abit old school, holds a strong,
(12:02):
great standard, but then also heunderstands this new generation.
Gen Z just thinks very differentthan when you think about a
couple generations ago and howthey handled their trauma.
And so what makes, I think, andI appreciate him saying this,
we're always looking for betterways, um, new modalities, new
organizations.
And he's allowed myself, you,and others here to explore what
(12:25):
those possibilities are, yes,what those resources are.
Um he's never micromanaged, he'salways like, okay, let's try
this, let's try this.
And like he said, it's alwaysdifferent.
Um, every academy is different.
And you learn from the previousone, or a new organization steps
to the plate and offers that.
So I think um it really startswith having a director that
(12:46):
brings the best resources,individuals, and organizations
accessible.
Otherwise, we fail at it if wedidn't have the liberties to do
what we do here.
So that's a hats off to him uhin terms of just being able to
empower the team, just to offeras many modalities as as is
needed here.
SPEAKER_05 (13:04):
And again, we're not here to to powder Brady and and
and and lift him up.
We're not like but he truly isdoing an amazing job.
And that's why I wanted to comeand record here because I see
something different.
Um I see something different inyou than I see in a lot of
leaders.
SPEAKER_01 (13:19):
Well, I think you uh bring up some really good points
about the challenges that Ithink we have to try to
navigate.
Uh, and part of a big part ofthat is that we are a
residential academy and thatrecruits come here and they stay
here, they live here, uh, theycompletely invest themselves for
16 weeks.
Uh, and that's not lost on me ofwhat that means to their support
(13:41):
system.
It there is no other way aroundit than it's difficult to do.
Uh no other way.
You know, we have some peoplehere from Sioux City, Dubuque,
Keokuk, you know, Fremont Countyin Southwest Iowa.
We also have people who live 10minutes away, Johnston, Ankeny,
Oak City.
Uh and it's all the same.
(14:03):
They're away from theirfamilies, they're away from
their kids, they're away fromhome, they're away from their
support system, they're awayfrom what's comfortable to them,
uh, and they're here.
And so, you know, we talk aboutfrom day one, this is going to
be hard work.
It's going to be challenging.
There are going to be thingsthat are up to, you know, ups
and downs.
(14:24):
Um, but we also want them toconnect with each other and have
fun and ensure that this is avaluable uh experience for them.
And part of that is building newconnections, you know, finding
new people that maybe youotherwise wouldn't have talked
to or connected with.
Um, and then giving the tools inthe toolbox, tools on their tool
belt, which can becommunication, can be, you know,
(14:47):
de-escalation, can be firearms,can be use of force.
It also can be uh life skills,you know, um wellness,
resiliency, um, those sorts ofthings, helping build support
systems if they don't have onein place already.
You know, if someone um is youngand single and never had a job
before, uh not that they haven'tuh experienced challenges in
(15:12):
their life, but what they've hadto overcome might be very
different than someone who's hadmilitary experience has gone
through having a family orfinancially supporting other
people or separation or divorce.
And so it is really, really hardto do one size fits all
training.
Yeah.
Um, and so we try to provideoptions.
(15:34):
We try to provide resources uhin conjunction with very high
quality training.
Uh, and that takes a lot ofpeople, uh, like you folks and
what you're doing um to provideresources, outlets, and options
to people that can benefit themthroughout their journey.
And I think uh there's no betterplace to try to implement those
things than here when people arestarting.
SPEAKER_05 (15:55):
Yeah, and that's the difference you make, Brady, is
because I get phone calls fromyou saying, Hey, I met this
other organization, you shouldgive them a call.
You guys are you're like you youyou are not one who competes
with people, you're there tohelp complete each other.
Like, and that's how we are.
Like we can all help completeeach other.
And that's what that's what Ilove about this organization.
I love that that's what you'vedone from it.
Must have been from the day yougot here because it was shortly,
(16:17):
it was like three years.
It was so fast.
Like, wow, and it was time gone.
Like once you got hired, I thinkI was in here pretty quick and
we were having conversations andI was blown away.
I'm just gonna be honest.
Like, I didn't when I first camehere, I thought, oh man, I
wonder how this is gonna go.
I was, you know, I came throughin the I think Gene Shepherd
area, maybe I don't know, a longtime ago.
2000.
And and I don't know how it'dgo, but I came in here and I've
(16:38):
found somebody who's just aperson, someone who cares.
And I mean cares.
So why do you care so much?
Because you could real easilyjust factory these people, get
them in, get them out.
But you're in the hallwaystalking, you have a chaplain
here who's who's doing things.
You you are going the extramile.
Why do you care so much?
SPEAKER_01 (16:56):
Um, that's a that's a great question.
Uh, and I don't know that I havea great answer for it.
So I I don't know.
I've I've been there, I've doneit, I'm still there.
You know, I think um the valueand the importance of what we do
here at the academy uh torepresent the profession, to
(17:18):
build people uh going into theprofession to serve the public
is extremely important.
Um, you know, we talk about itas a staff a lot.
Um, you know, we're a smallagency, small staff, small
budget, uh, but the importanceof what we do uh is vast.
And I think everybody expects usto be really, really good at
(17:39):
what we do.
Yeah.
And we have that takes a lot ofwork.
Yeah.
That takes a lot of investment.
That takes a lot of really goodpeople here.
Um and I think it's a packagedeal.
You know, I think too much ofthe conversation has been about
me uh and not enough about thepeople that we have here as part
of the team.
You know, a big part of whatI've tried to do is get really,
(18:01):
really high quality people herewho are good at what they do uh
because they have such a bigimpact on day-to-day operations
uh and the profession as awhole.
And I, you know, I think we havea tremendous staff in place who
do a lot of really good work.
SPEAKER_05 (18:15):
And that's what good leadership is, right?
It's not about us being thegreatest at every level.
It's about, you know, being ableto lead and bring in the people
who are called to work in thosepositions and allow them a
healthy place to grow that.
And and I think that's prettycool.
SPEAKER_03 (18:30):
Um speaking of which, with that, with
directors, speaking ofhigh-quality people, um, I've
had some great conversationswith our attorney that's here
with us, Christy Trainer.
Um, and just from her eyes,being able to see what she sees,
and this is the other sidesometimes, the difficult side
that we're talking about.
Um and uh and so Christy, I justhave a couple of questions for
(18:54):
you, just if you want to chimein here.
Knowing um what we just talkedabout, some of the some of the
things that um our lawenforcement struggle with.
What are some of the things inyour space that oftentimes you
see that's difficult because ofthe role you you hold uh as an
attorney?
SPEAKER_00 (19:13):
I think that law enforcement officers are under a
lot of stress, right?
I think that they um do havevery difficult jobs and I think
there's a lot of pressure ontheir shoulders.
And that's one of the thingsthat I have the opportunity to
talk to recruits about whenthey're here, is that I think
they come here and they have bigbright eyes, and there's a lot
of pressure on their shoulders,and they do come with a little
(19:34):
bit of background um and alittle bit of baggage sometimes.
And they come into thisprofession um meaning to do a
lot of good in in the world andin their communities.
And I think that they havereally big hearts, and that's a
great thing.
And one of the opportunities Ihave um while they're here is to
talk to them about theirsuperhero capes.
And that's kind of how I put itto them.
SPEAKER_03 (19:55):
Let's hear it.
That's good.
SPEAKER_00 (19:56):
You're here and you've got a superhero cape and
it's tied really tight.
And one of the things I want totalk to you about while you're
here is how to keep that capetied really tight.
And these are the ethicalobligations and rules that you
have as a law enforcementofficer to keep that cape tied
on really tight.
And that's what I like to talkto them about.
Because one of the things thatwe teach our children is when
(20:20):
you're in danger and you feelunsafe, one of the first people
we teach our kids to run to iswho?
A police officer.
Right?
And if we want to teach our kidsto run to law enforcement
officers and police officerswhen they're in danger, right,
we want that superhero cape tiedon really super tight.
And that's one of the analogiesI like to make for them.
(20:40):
And when they've when they runinto the pressures that they run
into when they're out working,like, you know, I'm making a
stop and someone doesn't want aticket, and so they want to do
something to get out of thatticket.
How do you get away from thatpressure?
SPEAKER_02 (20:55):
Right.
SPEAKER_00 (20:55):
Or when I've had a really bad day on the job and
I've seen something terrible,awful that I can't bleach out of
my eyes.
So I won't want to go to the barand try to get rid of it that
way.
Yeah.
How do I get out of thatpressure?
Right.
And those are maybe not the bestways to deal with those
pressures.
What other resources might wehave?
And that's where Chaplin Perezcomes in, right?
SPEAKER_03 (21:14):
Well, let me ask you this too.
And when we talk about resource,um, what would you say are some
of the predominant things you'reseeing?
Um, I know we've hadconversations around it.
Uh, when you've seen officersthat unfortunately um haven't
been able to manage or maybe areafraid to look for a resource or
search seek it out or trustissues.
What are some of the things Ithink you're seeing that are
(21:35):
patterned that are predominantin the struggle uh with first
responders in our region?
SPEAKER_00 (21:41):
A couple of our big issues are obviously um alcohol
issues.
SPEAKER_03 (21:44):
Oh, yeah.
SPEAKER_00 (21:45):
Um especially on the job or outside of the job that
weigh in on whether or not, youknow, they can continue to have
public trust, um, inappropriatecontact on the job um with
public citizens, um even aftercitizens they've given given
citations to.
Those are two of the big issuesthat we see.
SPEAKER_01 (22:08):
Yeah, I think I think um those two definitely
stand out.
Uh substance use predominantlyalcohol, um, whether it's as
Christy mentioned, uh off-dutyconduct or on-duty conduct.
Um, you know, alcohol has a biginfluence and um you know finds
its way into a lot of differentsituations within the within the
(22:30):
profession.
Um, you know, and that'ssomething we navigate here as
well.
You know, I think a lot of thesethings um we see on the front
end during the basic academyabout being a residential
academy when we grant Knights ofLiberty or Nights Out, you know,
uh a frequent place the recruitslike to go is somewhere where
(22:51):
they can consume alcohol.
You know, and uh we hear thestories, we hear the feedback
over the years, over theclasses, you know, they find
ways to try and get it in thebuilding as well.
And it just um, you know, uhwhether it's for common
conversations or just thatoutlet, uh, alcohol is a common
one, uh, not only in lawenforcement, but public servants
(23:12):
in general.
SPEAKER_05 (23:13):
Yeah, it's kind of just more widely accepted.
I mean, you can't go to the gasstation without standing to the
left, a stack of bottles ofalcohol.
I mean, they're everywhere yougo, is alcohol.
It's just accepted.
So therefore, when it comes tonumbing our pain, one of the
easiest things to do is drinkalcohol because people don't a
lot of times don't um put astigma on that, like ah, you're
just having a beer calming down.
But you know, if he's doingsomething worse than that.
(23:35):
And so it's so many of us run toalcohol because it's kind of
it's not only ingrained in lawenforcement, it's almost become
like a hey, the shift's over,let's go have a beer.
We had a really bad call today,let's go, let's go to Dave's
house and and play poker and getdrunk.
I mean, it just that's kind ofwhat happens.
SPEAKER_01 (23:52):
Yeah, and I think you incorporate uh the
challenges, the stressors, uh,the ongoing trauma, the critical
incidents that come up overtime, you know, and it just has
that compounding effect.
And um, you know, maybe what wasa drink or a couple trunk drinks
becomes more, and what was anight a week becomes a couple
nights a week.
And pretty soon, you know, it'seasy to stop and look around and
(24:14):
then holy cow, you know, we'rehaving a lot of drinks every
night.
Uh, and then that's impactinglife.
That's impacting uh performancein the profession.
And you know that uh just kindof continual erosion, you know,
and pretty soon uh you don'thave the support system and then
you've lost your family.
Uh and you know, then somethingbad happens um that impacts your
(24:36):
ability to be in the or remainin the profession.
Yeah.
And it's just um, you know, it'sI look at it as like continual
erosion, you know, and if youjust don't have the ability to
recognize where you're at or theresources or the support around
you, uh you rode long enough andpretty soon you don't have
anything.
Uh and that happens.
SPEAKER_05 (24:54):
And I don't mean I don't mean this to sound
heartless, listeners, so pleasedon't think that, but sometimes
when people come to the academy,they don't make it through the
academy.
But sometimes that's this is theBrady talking, this is me
talking.
So this is the academy talking,this is me.
Um sometimes it's a good thing.
Because if if you can't getthrough these 16 weeks at the
academy, it's gonna be prettytough to get through 12-hour
(25:17):
days, seven-day stretches,overtime, plus court, plus
dealing with your kids as ballgames, your wife, it can be
hard.
So not everybody that comes tothe academy makes it, but most
of them do.
We don't lose a lot of them, Idon't think.
Um but at the same time, it itcan sometimes be a good thing
because we want to weed some ofthat out.
But we can also see some ofthose issues and we can address
(25:39):
them and we can deal with themhere at the academy so that
doesn't carry on to theircareer.
SPEAKER_01 (25:43):
Yeah, I think you're absolutely right.
Uh we we do see those thingscome to light here, and we try
to address what we can.
Uh, and some are deal breakers,right?
Some so that's the reality ofit.
Some just are.
Uh, some people realize on theirown during their time here that
this just isn't for them.
And sometimes that's in week,you know, that's day two,
(26:04):
sometimes it's week two, andsometimes it's week 15.
Um, you know, again, all shapesand sizes, things look
differently.
And some people realize that ontheir own, and other times it's
through uh, you know, conduct oractivities or uh additional
training to what this professionlooks like.
Um, but I think you bring up areally good point.
(26:27):
It is not for everybody.
And I tell them that's okay.
Yeah, it is okay.
That is okay.
And maybe it's for them, justnot right now.
SPEAKER_05 (26:34):
Yeah, and thanks for trying.
SPEAKER_01 (26:35):
Like, what a bold move.
Absolutely.
Yeah, and it's just interestingthe conversations that happen.
Uh, some people uh will say, youknow, I thought I'd try it and
just see what happens, and thenI realized, oh man, this is a
lot different than what Ithought it would be.
Yeah.
Or I realize I need structure inmy daily life or my schedule, or
(26:56):
holidays and weekends,overnights.
Um, people figure out that theydon't like all the the risk that
come with the job.
And that's okay.
That is completely okay.
SPEAKER_05 (27:07):
Yeah, we love them.
We'll we'll pray for you as yougo.
Like, that's great.
That doesn't mean you're a weakperson.
That doesn't mean that you're alesser anything.
Correct.
Like you're trying out a newfield that you've never tried.
Just like anything.
If I go, I went and tried tosell cars after law enforcement.
I did it for a year.
I didn't like it.
I got out of it.
And I think that's okay.
SPEAKER_01 (27:26):
That is part of what we're here for as a basic
academy is to help peopleunderstand those things.
Yeah.
Some people get here and they'rekind of um, you know, almost
ho-hum, and then they love it.
They completely buy in.
They they go through thetraining, uh, they see things at
work, and they just areabsolutely all in.
And and that's the other side ofit.
That's outstanding.
(27:46):
Yeah.
And and then the people whorealize, eh, I tried it and this
isn't for me.
All of that is okay.
SPEAKER_05 (27:52):
Yep.
You're not, but you're not gonnabe shamed out of here, you're
not gonna be laughed at.
Like, no, like thank you forgiving that opportunity.
But Alan Christie, I wonder whathappens when we take somebody we
don't know and we apply pressureto them.
It's like a fruit.
When you apply pressure, youkind of see what's inside of it.
So sometimes here at theAcademy, you're gonna be under
pressure.
And and I think that's when westart to people start to reveal
(28:14):
themselves or they start torealize the pressure and the
weight of the job.
Um, so sometimes when peoplecome here, it's just they
haven't been under this muchpressure to be to expose some of
this stuff in their past.
Um, what do you guys see when itcomes to that?
When somebody comes here, Chris,you um we all put on a face when
we come here.
I'm sure you all know that.
We put on the biggest face forall of you guys, uh, because
(28:35):
we're all squared away andperfect.
But then when we come here, youguys you start to see us under
pressure.
We're staying here day afterday.
We have tests, we have thesethings, and people start to
crack.
So when we start applyingpressure to people, um what
generally happens with that?
And what am I trying to go withthat, Al?
Help me with that.
SPEAKER_03 (28:54):
Well, you know, I was thinking this.
SPEAKER_05 (28:56):
Because sometimes we just don't know what we have in
us until we have pressure on us.
SPEAKER_03 (29:00):
Well, um, and like director was saying a little bit
earlier, um, there isn't aone-size-fits-all.
Um, this academy moves quickly,unlike a department that has
peer support and has familiarbuilding trust here every 16
weeks with different faces, thattakes time as well, but it moves
quickly.
Yeah.
Um and we, you know, director,uh, right off the cuff, the
(29:21):
beginning of the academy willaddress those issues head on to
be mindful of the blind spotsand issue.
And that's always goodproactively coming in because
that face is on and everybodydoesn't know everybody.
It's like high school orcollege, your first day.
Uh, but eventually those thingscome to surface.
And, you know, obviously, um,having done this several times,
um, director, assistantdirector, and much of the staff
(29:44):
are are well aware that you knowthey're available to to help and
talk to as well.
I'm not the only person here.
Um and uh, but again, um we'renot gonna see, as you said
earlier, in 16 weeks, you cansuppress things like for
instance, we Had students herewho've lost a loved one or lost
a family or lost someone dear.
Well, we know the five second,well, it depends on what model
(30:06):
you're looking at.
If you're looking at afive-point or seven-point grief
cycle, um, the biggest concern Ihave oftentimes is our
environment moves, it hasexpectations, and they may not
always they have to almost shelfone of those processes until
they're able to fully deal withit here and stay focused.
And as the director said, it'sone of the sacrifices and hard
(30:27):
expectations of the job becausewe can't grieve like everybody.
You know, law enforcement,unfortunately, oftentimes are
not able to handle a grief, andwe think time heals all wounds,
but then ultimately angersurfaces later.
I know director has seen it whenwe've seen our own fall, when
we've seen others fall in.
It's a really hard thing to do.
And I think in this profession,and again, I I'm not the expert
(30:50):
to speak to this, but eventuallyyou learn how, like public
public figures that recognize II've got to compartmentalize and
focus on what my responsibilityis, and then deal with something
later, but making sure we haveour people.
Um yeah, I mean, um the thebiggest thing for you and I, and
I'm curious with this, Christy,because this has been going
(31:12):
through my mind, and I think youand I are in the redemption
business.
What brings balance in what weyou and I do is like, you know,
there are many times I've satwith director, and there's been
a situation that's been here.
And my heart is I speak fromheart first before sometimes
head and knowing those things.
And so it's been a reallyhelpful way to help me process.
(31:34):
Uh uh director has helped mekind of process like, okay, hey,
it's good to have heart, but wealso have to think about you
know the implications and whatthis could happen and these
different things.
And so always when I think aboutan officer that may be
struggling or a recruit, um,it's not just feeling sorry for
wrong actions.
There are consequences andthings.
(31:54):
You and I in the redemptionbusiness um try to focus on that
sometimes.
Christy, I have a currentquestion I wanted to ask you.
SPEAKER_05 (32:02):
Knowing you I got a whole podcast to ask her
questions.
Yeah, but keep going with it.
SPEAKER_03 (32:06):
I'm telling you.
Um because we are in that space,there's listeners listening to
this and say, okay, I blew it.
I blew it, I'm out of it, I knowthis is what I'm supposed to do.
What do you how does one getback?
Because we you have peoplecoming to you.
I've had people coming, okay, Iwant to get back in, and like,
oh no, it doesn't work that way,but two months later, three
(32:28):
months later, you're not hoppingback in here that quick.
But what is what happens whenyou see the redemption process
when we see some of that kind ofstuff happen?
SPEAKER_00 (32:37):
Well, it depends on where it started from, right?
Yeah.
And it's there's not always aquick answer or a quick fix.
But I would say the biggest stepis owning your behavior.
SPEAKER_02 (32:47):
Yeah.
SPEAKER_00 (32:48):
Right?
You've got to own that behaviorand you've got to you've got to
take responsibility for thatbehavior regardless of what it
was.
Um and I would say that's alwaysgoing to be the first step.
And this isn't a situation whereyou can fake it till you make
it.
Right?
You've got to truly own it andtake responsibility for it, and
you've got to mean that.
(33:09):
And I would always say thatactions speak louder than words
when it comes to um past badconduct.
And you've got to be able to,especially if you're in a
situation where the council'sbeen involved and your
certification is on the line orthere's been some sort of
sanction with respect to yourcertification, I think we're
(33:31):
talking about having to show byactions specifically to the
council that you mean what yousay, right?
SPEAKER_05 (33:39):
Yeah, we're pretty good at blowing smoke up your
butts.
Yeah.
Yeah, when we need to.
Yeah.
SPEAKER_00 (33:43):
I think I think it's your actions.
Yeah.
SPEAKER_05 (33:46):
It's the fruits.
Yeah.
The fruits of the lifestyle,right?
Are they making changes?
Because we are really good, uhespecially as men.
Um to not to struggle with that.
Um, I lost my train of thoughtthere, but that's okay.
I do that a lot.
But before we close this out,let's uh I really want to end
because I want this to be a thisis positive.
(34:07):
I want this to end on a verypositive note.
Like if you're coming to theacademy, first of all, be
pumped, be excited, welcome tothe the career, what a journey.
No, you're not alone.
And I know it can be sometimesscary and overwhelming, but um,
no, we're here.
There, we're here for you.
Our ambassadors are if you havequestions about the academy
coming in.
If if you and your wife or youand you and your spouse want to
(34:29):
talk and sit down with one ofour ambassadors or myself to
kind of talk about what it'slike to go the academ go through
the academy, have a healthymarriage through it, have a
healthy relationship, um, reachout to us.
We would love to sit down andhave a conversation with you.
Um, we don't have all theanswers.
We may not always be right, butwe promise we'll be real.
Um, but reach out to us becauseyou've never gone through this,
(34:49):
so give yourself some grace.
Um, as the spouse at home,you've never gone through your
spouse being away for 16 weeksand starting in this new line of
work, and there's a lot ofchanges.
Give yourself some grace.
You're going through a lot, andyou weren't meant to carry this
alone.
Um, you weren't you weren'tmeant to to to chainsaw your way
(35:09):
through the timber to getthrough there.
Um it's not that.
The path's been laid, uh reachout.
We have a whole group of peoplethat want to walk alongside you,
help you, um, to where you don'thave to reinvent the wheel on
try to have a on having ahealthy um first responder
career.
Um, so reach out to us.
This this academy thing is a lotof fun.
Um, they do get um, so you'rehere for 16 weeks, but Brady,
(35:33):
you did they do get nights out,um, depending on on certain
factors, but they do get nightsout a few weeks into the
academy.
Is that correct?
SPEAKER_01 (35:41):
Correct.
Uh we determine as a staff andultimately uh I make the
decision when they get nightsout.
And sometimes that varies byclass or varies by training
cycle.
Um, you know, it's somethingthat we like to give.
We know it provides them anoutlet, we know it lets them get
away, but there's also uhexpectations and standards that
need to be met on a regularbasis uh to earn that liberty.
(36:04):
Uh and we talk about it nightsout are earned.
Yeah.
Um, and so there are benchmarksthat have to be met individually
and and as a group, uh, and thenwe allow for that to happen.
And I I think uh it's a goodthing.
I really wrestle with thatbecause I know um, you know, the
outlet and the connections uhthat can be made uh when those
things happen.
We just have to ensure thateverybody's in a good place
(36:25):
first.
SPEAKER_05 (36:25):
Okay.
So if you're if you're a spouseand your spouse is coming here,
how can they stay connected totheir spouse while they're at
the academy?
Do you guys allow video calls?
Do these can they zoom eachother?
Are there certain hours?
Like how how do you how can wehelp foster that?
SPEAKER_01 (36:38):
So typically the training day uh is from 7:30 to
roughly five.
Um most of the time the recruitsare dismissed from training to
eat dinner around five o'clock.
Uh, and if there is notscheduled nighttime training,
evening or nighttime training,then most of the time their
their evening is on their own.
Okay.
Now they're here on Camp Dodgeor at the academy.
(37:00):
Uh, but some people can visitthe base.
They obviously have uh, youknow, we're not taking their
cell phones away or, you know,they have the ability to
communicate, they can videocall, um, those sorts of things
in the evening.
I think uh one of the thingswe've really tried to improve
for just awareness, um, not onlyto the community but to
families, uh, follow our socialmedia pages uh where we're
(37:21):
providing regular updates uhwith what's going on here at the
academy, and that's a great wayfor uh people to stay in touch
as well.
SPEAKER_05 (37:27):
I love those updates, by the way.
I look at every one of them asso much fun.
SPEAKER_01 (37:31):
Yeah, that's been exciting.
Uh, I think the most I like thepepper spray ones.
Uh everybody does, uh, exceptfor the recruits in the moment.
Uh but typically they enjoy thefootage afterwards as well.
SPEAKER_05 (37:42):
Can a spouse come and be the one who sprays the
other spouse with the pepperspray or no?
SPEAKER_01 (37:47):
You know, I'll I'll leave that to the next director.
That's enough for it.
SPEAKER_05 (37:53):
That's great.
So, yeah, once you're here, youget a couple nights out.
You know, this campus, thiscampus is very big.
The building is and in CampDodge.
There's a gym here.
Um they can go down and there'splaces here, what are they
called?
A PX?
I forget what it's called.
SPEAKER_01 (38:06):
Yeah, we have uh a gym here in the building.
Then there's the wellness centeruh in Camp Dodge.
Uh General Osborne and his staffare great uh to allow the
recruits to use that facility onan ongoing basis, even outside
training.
Uh PX, which is a you know amilitary installation version of
a convenience store.
Yeah.
Other recruits can go there.
Uh and then yeah, when we grantthe nights out, then the the
(38:28):
recruits get to go off the baseuh to their destination of
choice.
SPEAKER_05 (38:32):
Okay.
And on those nights the spousescan come too.
SPEAKER_01 (38:34):
Absolutely.
SPEAKER_05 (38:34):
Even if you live in Sioux City, if you want to come
see your spouse, um on thosenights out, you and I mean we
encourage that.
Correct.
Like on your nights out, Iencourage, I know Al does.
We encourage if you have familyclose by, go see your family or
have them come see you.
Honestly, it's better to go seethem because you get out of
here.
SPEAKER_01 (38:49):
Yeah, and we've had uh all sorts of things.
You know, people uh recruitswill go as a group to top golf
or go bowling or go out to eat.
Uh we've had some classes whererecruits who live locally, the
class will go over to therecruit's house uh on their
nights out for dinner or playbackyard games.
Uh again, each cycle in eachclass kind of takes on a life of
its own uh to develop you knowwhat they want to do uh for
(39:12):
connections and camaraderie.
SPEAKER_05 (39:14):
Okay, so I'm here and every night at Brady's
house, we're gonna have a get toget Nomskity back.
SPEAKER_03 (39:19):
Scratch that.
SPEAKER_05 (39:21):
But yeah, it's it's not it's not a prison here.
It's just you just gotta behere.
And that's the hardest part forme was just being here.
And what's funny is it feelslike it takes forever, but once
you're out of here, it's it'sit's a sense of pride and it's a
sense of freedom.
And you know that it's just aone-time thing.
You just gotta do it one time inyour career.
(39:42):
You're and you'll get throughit.
And if you this academy, you itis whatever you make of it.
It is totally up to you how youmake it.
Um they yes, it's not up, it'sit's not the staff, it's not
it's not anybody else, it's upto the first responder who comes
through here to be accountableand to show up and get through
this.
And and I know it can be hard,that's why you don't have to do
(40:03):
it alone.
Um so thank you guys.
I've got like a thousand otherthings I want to ask, but we can
do more of these um down theroad or whenever.
But I want to thank you for thetime to just come in and kind of
ask.
Oh, I want to ask one morequestion.
And you can like say, shut up,dude, and that's fine.
Will there ever be a time in thefuture where we do look at
locals being able to go home ona night-to-night basis?
(40:24):
Or is it more just we lose toomany of them if we do that?
SPEAKER_01 (40:28):
Like so, I I think that's a conversation to have,
and I've had those uhconversations with some
recruits.
I've had those conversationswith chiefs and sheriffs about
what does that look like.
Um, you know, and is it justabout distance or is it about
agency desire?
Because I think it's really hardto say, you know, if you live
within 20 miles here, you can gohome, but everybody else have to
(40:49):
stay.
You know, I think uh lodgingbecomes part of it.
If people don't have to stayhere, but they're from Sioux
City, well, where where are theystaying?
Right.
You know, I don't think peoplewant to pay for a hotel room uh
for 16 weeks, so that's part ofit, right?
And is it something that we openup um, you know, things that
I've thought about is maybe wehave uh a standards checklist
(41:12):
where once you meet all of thesestandards, uh then you would be
eligible to have the option uhto not have to stay here or
something like that.
Um but I think there's also theso yes, I think that's a
conversation that I've had.
Um again, a one size fits all isreally hard to navigate.
That's tough, you know, to tryto come up with what that could
(41:32):
or should look like.
Yeah.
Um, but the flip side is andwhat we try to focus on are the
positives and the reasons whythere's a lot of value to
residential academies.
Uh and the profession uh issmall.
It's a small circle, even acrossthe entire state.
And to get to know people andbuild relationships and the
value of networking uh andspending time and the challenges
(41:53):
that come with uh dealing withand interacting with and living
with people who aren't just likeyou uh is a lot of benefit to
public servants.
And so um, yeah, that's aconversation we continually
wrestle with and uh we we try toget all the value we can out of
uh how things are currently setup.
SPEAKER_05 (42:11):
Yeah, that's gotta be tough, man.
That's a lot to weigh.
And it really is.
Because then it's like you'regonna be unfair to some people.
But at the same time, like yousaid, I mean, and really your
guys' schedule is so full here,you don't really have time to go
home.
I mean, but if you drove homeanyway, if you drove 45 minutes
away by the time you got home,you'd be going to bed and
getting right back up the nextmorning.
So something about being able tostay here is kind of a safety
(42:32):
net to Yeah, it would have to bevery fluid uh because our
schedule changes.
SPEAKER_01 (42:36):
You know, we have things mapped out, and then you
know, uh the weather doesn'tcooperate or space or training
availability changes, and so wehave to pivot.
And so you might plan on goinghome or having a night out on
Wednesday night, and you know,that night is filled with
training now.
And I think the other thing wetry to do is we want to make
training realistic of whatpeople are getting into.
And the majority is probablyhalf of our folks are gonna work
(42:59):
evenings or overnights.
And so I think it's importantthat we do evening and nighttime
training as well.
And so some of our nights arefilled with training uh to be
reflective of what people aregonna face in the field when
they leave here.
SPEAKER_05 (43:11):
That's that's wise.
Well, thank you, Brady, andthank you to your team for
allowing us in.
I really appreciate it.
I love your guys' heart here.
Um please know we're an ally.
We are we are we are peopleperson, we are here to help the
responders and their families,and I love that you guys allow
us to come in and talk and thankyou for that.
But we're gonna close out thisepisode.
(43:32):
Um, I will have them on.
We'll see if that one of themwill stick around to do another
one, but we'll see.
But if not, we're gonna havethem on again down the road.
Um, it's a it's a greatrelationship we have, and I and
I truly enjoy it.
And I'm glad you guys got tohear the heart of not just Brady
but his team.
So thanks for tuning in, andwe'll see you guys next week.
Welcome back to another episode of the Shared
Voices podcast from the 1042Project.
We are so blessed to have theguests that we have here today.
I got Al Perez here.
He's uh as you guys know, we'vebeen doing um some nights out
here with the recruits.
We try to do once a week uh withthe schedule out here, it can be
kind of hectic, but what ablessing to be able to just kind
(00:22):
of come in and talk to some ofthe recruits and help equip them
for their career going into thisthis line of work is is more
than most people thought thatthey bit off.
And being able to be here withthem when they start their start
their journey and to have aplace to call home is pretty
powerful.
So I want to thank you, Al,because you were the first one
(00:44):
that kind of called me andinvited me in about three years
ago or so.
And I want to thank you forthat.
Um so we have Al and we haveChristy Trainer.
She's the attorney out here, andI've got some good questions for
her.
And then the man, the man, thedirector of the Iowa Law
Enforcement Academy is BradyCarney.
(01:06):
Brady, thanks for having us,buddy.
You bet.
Appreciate it.
Getting to know you over thelast three years or so has been
a blessing.
Um, I love that you're out here.
I love your leadership out here.
I love how much you care for ourfirst responders.
I get to see it every, you know,every week.
I love how much it's it's morethan just academics here.
It's more than just the physicalum getting these people
physically prepared.
(01:27):
It's about getting mentallyprepared.
And I think you are doing ayou're standing out above
everybody else.
Let me put it that way.
I don't want to, you know, otherI don't want to talk about any
other states or anything, but Ithink what you're doing here is
special.
I really do.
And I think the team you have isspecial.
So thank you for having us on.
(01:48):
No, thank you for being on.
And then Brady, I kind of wantto start with you.
So if somebody gets hired, a lotof our listeners, you know, they
get hired and they get told,okay, next step, you're getting
hired and you're going to thepolice academy, right?
And if you haven't seen thepolice academy movies from the
80s, you might not know how coolthe academy is.
How can you make those voices?
(02:10):
Oh, all right.
SPEAKER_03 (02:11):
This isn't Reno 9-11 or whatever that is.
SPEAKER_05 (02:15):
But it could be a scary thing.
I I know when I got hired, I was20 years old.
Like a baby at that point.
And of course, at that point inmy life I didn't feel like it.
I'm superhero Dan, but lookingback, um so it could be
intimidating.
And there's so many of us thatcome here that are already
married, that may already havekids.
And I would say a majority ofjust people in general, we carry
(02:38):
a lot of trauma coming into theline of work.
And that un that untreatedtrauma from the past for me is a
lot of my childhood stuff.
Um, if we don't address thatbefore we get to the academy,
then that stuff's gonna lingerwith us.
And if we can learn to processour trauma from the past, as you
get into this line of work whereyou're exposed to trauma, you'll
(03:00):
then be able to process traumatrauma in a healthy way from the
beginning.
So many of us come into thisfield and we think we're just
supposed to know how to doeverything, how to be an
officer, how to be afirefighter, EMT.
Um but no person is meant to seeas much trauma as we do in the
first responder world, and wehave to start talking about it
(03:22):
because it's it's reallyaffecting our families.
And I love the fact that Bradyis proactive here.
So, Brady First of all, when didyou start at the academy?
Because I know you've you'rehere less than five years,
right?
SPEAKER_01 (03:34):
Correct.
Uh so prior to coming to theacademy, I spent about 16 years
with the Des Moines PoliceDepartment.
Uh, and then I came out to theacademy in March of 2023.
So approximately two and a halfyears now I've been at the
academy.
SPEAKER_04 (03:47):
Seems longer than that.
Yeah.
You've done a lot in a in ayou've done a lot in a hurry.
SPEAKER_01 (03:51):
Yeah, we've uh we've covered a lot of ground.
I think we've made a lot ofpositive changes.
There's always a big to-do list.
Uh we'll keep working on that.
But uh, I think we've come along way.
I think we have a tremendousstaff in place.
I think uh, as I mentioned,we've made a lot of positive
changes.
And, you know, uh we have aunique opportunity here where we
(04:11):
kind of operate in a 16-weekcycle, 16 weeks at a time.
Uh, and we try certain things,we try new things, uh, and some
of them work really well, andsome we need to continue to
adjust.
And so we use the downtime,which is usually one week, which
is uh very busy, filled withconversations, with ideas, with
improvements, and then uh we runyou know another 16-week cycle
(04:33):
and try to keep implementingthose changes and improvements
uh every single time we have atraining cycle here.
SPEAKER_05 (04:39):
I love that.
Because you're not just sayingthis is the system, we're
sticking to it.
You're saying, hey, I hey team,let's let's make this better if
we need to.
Let's figure out what's workingand not working.
Let's not keep doing things thataren't working and adjust it.
SPEAKER_01 (04:50):
So you're constantly adjusting the dial on the Yeah,
even within a 16-week cycle, uh,we might try something in week
two or three.
Uh and when we circle back tothat, uh we pivot.
We, you know, change that up alittle bit.
So we're constantly evolvinghere.
And I talked to uh the recruitsvery early on to tell them, you
know, I ask them what they'veheard about the academy coming
(05:11):
in here, and you know, that thatfeedback and what they've heard
is all across the board.
Uh, but we're also very openwith them that their experience
is gonna be a little bitdifferent than everybody else's
uh because we make continualchanges and there are little
things and nuances that aredifferent from even if they had
friends or coworkers who werehere the 16 weeks right before
(05:31):
them.
It's going to be a little bitdifferent.
And then depending on uhattitude, effort, friendships,
uh relationships that areestablished here, um each
experience can be a little bitdifferent.
Um a class takes on a life ofits own, and we have two classes
here together.
So each cycle takes on a littlebit of life of of its own.
(05:54):
And so every 16-week cycle, uh,the experience is a little bit
different.
SPEAKER_05 (05:58):
I noticed that each each class kind of has their own
personality, which I think iskind of neat.
SPEAKER_01 (06:03):
They do.
So in any 16-week trainingcycle, we have anywhere between
65 and 90 recruits here, and wesplit the the total number of
recruits into two classes, andeach class does take on a little
bit different of a personality.
Um you know, sometimes uh thepeople who are in each class
are, you know, one class mightbe comprised of those closest to
(06:24):
the Des Moines Metro, and theother class is from the rest of
the state or the eastern half ofthe state and the western half
of the state.
Um, you know, we have people whoare from 18 years old up to I
think 51 uh since I've beenhere, age 51, come through the
academy.
Uh we have prior military and wehave some folks who this is
their first job ever.
(06:46):
Um and so there's a lot to takeinto account.
Uh we have people who are singleand we have people with uh young
kids at home, grown kids athome.
Um so that there's a lot thatgoes into that mixing bowl or
melting pot, if you will, uh,for the persona of each class
that comes through here.
SPEAKER_05 (07:06):
That's amazing.
So it's not just you obviouslyyou have it, you have a team of
people, or these decisions thatare being moved, these fluid
decisions that are moved beingmoved, is that something that
you're pivoting on or somethingyou and your team meet on, or
how do you guys decide how tohow to pivot?
SPEAKER_01 (07:20):
Sure.
Uh so there's a lot ofconversations and consideration
that go into the changes.
Um, one, there's a network, um,it's called Iatalyst, the
International Association ofDirectors of Law Enforcement
Standards and Training, uh,which I'm a member of.
And they're a great organizationuh where academy directors and
other states talk about whatthey're doing and what works and
(07:43):
what doesn't work and changesthey've implemented.
And so they're a great soundingboard for model standards and
kind of what other people aredoing.
And so I take that informationand try to tailor it to what we
do here or what we need to dohere.
Um and our staff, you know,we've really tried to create an
environment where uh our staffcan bring ideas and bring things
(08:05):
forward.
And our instructional staff hascontact with the recruits on a
daily basis.
And so they're the ones who areproviding not only the training
and the instruction, but theyalso develop uh connections with
the recruits and they hearfeedback and they see things
that work or don't work, ormaybe things that we need to
make changes to.
And so I I think ourinstructional staff does a
(08:28):
tremendous job about uh bringingthose ideas forward uh and not
only things that work or don'twork, but ideas about how we can
continually make things better.
And so we talk about those.
We have staff meetings um, youknow, throughout the academy and
then just a lot of ongoingconversations, uh, whether it's
instructional techniques,conversations that we have, um,
(08:50):
you know, balancing nights outor challenges uh to navigating,
you know.
This this profession is reallydifficult.
Um, you know, and the reality issome people, given their
individual circumstances ormaybe just the time, it's not
right for them.
(09:11):
And so trying to get everybodyto a point where they're
competent and can be safe, uh,but also ensuring those who
aren't quite ready yet, um, thatthat can be a difficult balance.
SPEAKER_05 (09:21):
Yeah, that has to be.
Because then at the end of theday, you're in the people
business.
Correct.
Right.
You're in the people business.
SPEAKER_01 (09:27):
We are there to serve the public.
SPEAKER_05 (09:29):
Yeah.
So, you know, the so our the therecruits get hired, they come
here for 16 weeks.
And for some of you that mayknow or may not know, um, they
stay here Monday through Friday.
So it's not uh like the DesMoines Academy, they go home
every day, the Iowa LawEnforcement Academy, because it
covers the whole state.
We have officers coming in fromeverywhere.
They do stay here Monday throughFriday.
(09:49):
And sometimes that can be one ofthe hardest challenges it was
for me when I went through 25years ago, was being away from
the family, being away from yoursupport system, the ones, you
know, the ones you love most,the ones you you can rely on.
Um, when you're going throughhard times, well, you're at the
academy and and and it is funand and it is, you know, it's
not hard, but you sometimes youcan have hard times, so your
(10:11):
support system's taken away andit and it can be tough.
Um, we're always looking at waysto try to battle that, right?
Like, how can we help ourrecruits get through the academy
where their marriages arehealthy out, where their
friendships, you know, arehealthy, where their their
relationship with theirdepartment's healthy.
Um we want to be able to, whenthey come here, to have kind of
(10:32):
a pathway.
Because when you come here, forme anyway, it was big time
imposter syndrome.
Like you feel like you don'tbelong.
And you and I found out sincethen pretty much everybody that
comes through here feels likethat.
Um so when you get here, um,sometimes the people you meet
the meet at first, the ones youget to hang out with will
dictate how you go through theacademy, in my opinion.
(10:55):
Um, the people you choose tohang out with when you come to
the academy recruits, itmatters.
Um if your friends are are goingout and they're drinking or
doing anything on their nightsout, that um you know, you don't
want to be around.
Don't be around it.
You're here for 16 weeks, justput all that stuff aside for 16
weeks because um not justmyself, but Al and everybody
(11:19):
here at this table haveunfortunately had to deal with
um police officers that don'tmake it through.
That um things have happened,and that's pretty hard, Al.
Seeing that it's heart, it'sheart crushing, and we're not
here to judge the system, we'rehere to learn how to love the
people better and make this ahealthier way.
SPEAKER_03 (11:39):
Yeah, um, let me just say this first, and it
starts with great leadership.
I think you you said it best.
Having um Director Kearney, withthe long experience he's had,
he's walked these footstepswhere many of these young ones
are walking through.
Um and I often describe um whenI look at his leadership, he has
enough in his history, he's abit old school, holds a strong,
(12:02):
great standard, but then also heunderstands this new generation.
Gen Z just thinks very differentthan when you think about a
couple generations ago and howthey handled their trauma.
And so what makes, I think, andI appreciate him saying this,
we're always looking for betterways, um, new modalities, new
organizations.
And he's allowed myself, you,and others here to explore what
(12:25):
those possibilities are, yes,what those resources are.
Um he's never micromanaged, he'salways like, okay, let's try
this, let's try this.
And like he said, it's alwaysdifferent.
Um, every academy is different.
And you learn from the previousone, or a new organization steps
to the plate and offers that.
So I think um it really startswith having a director that
(12:46):
brings the best resources,individuals, and organizations
accessible.
Otherwise, we fail at it if wedidn't have the liberties to do
what we do here.
So that's a hats off to him uhin terms of just being able to
empower the team, just to offeras many modalities as as is
needed here.
SPEAKER_05 (13:04):
And again, we're not here to to powder Brady and and
and and lift him up.
We're not like but he truly isdoing an amazing job.
And that's why I wanted to comeand record here because I see
something different.
Um I see something different inyou than I see in a lot of
leaders.
SPEAKER_01 (13:19):
Well, I think you uh bring up some really good points
about the challenges that Ithink we have to try to
navigate.
Uh, and part of a big part ofthat is that we are a
residential academy and thatrecruits come here and they stay
here, they live here, uh, theycompletely invest themselves for
16 weeks.
Uh, and that's not lost on me ofwhat that means to their support
(13:41):
system.
It there is no other way aroundit than it's difficult to do.
Uh no other way.
You know, we have some peoplehere from Sioux City, Dubuque,
Keokuk, you know, Fremont Countyin Southwest Iowa.
We also have people who live 10minutes away, Johnston, Ankeny,
Oak City.
Uh and it's all the same.
(14:03):
They're away from theirfamilies, they're away from
their kids, they're away fromhome, they're away from their
support system, they're awayfrom what's comfortable to them,
uh, and they're here.
And so, you know, we talk aboutfrom day one, this is going to
be hard work.
It's going to be challenging.
There are going to be thingsthat are up to, you know, ups
and downs.
(14:24):
Um, but we also want them toconnect with each other and have
fun and ensure that this is avaluable uh experience for them.
And part of that is building newconnections, you know, finding
new people that maybe youotherwise wouldn't have talked
to or connected with.
Um, and then giving the tools inthe toolbox, tools on their tool
belt, which can becommunication, can be, you know,
(14:47):
de-escalation, can be firearms,can be use of force.
It also can be uh life skills,you know, um wellness,
resiliency, um, those sorts ofthings, helping build support
systems if they don't have onein place already.
You know, if someone um is youngand single and never had a job
before, uh not that they haven'tuh experienced challenges in
(15:12):
their life, but what they've hadto overcome might be very
different than someone who's hadmilitary experience has gone
through having a family orfinancially supporting other
people or separation or divorce.
And so it is really, really hardto do one size fits all
training.
Yeah.
Um, and so we try to provideoptions.
(15:34):
We try to provide resources uhin conjunction with very high
quality training.
Uh, and that takes a lot ofpeople, uh, like you folks and
what you're doing um to provideresources, outlets, and options
to people that can benefit themthroughout their journey.
And I think uh there's no betterplace to try to implement those
things than here when people arestarting.
SPEAKER_05 (15:55):
Yeah, and that's the difference you make, Brady, is
because I get phone calls fromyou saying, Hey, I met this
other organization, you shouldgive them a call.
You guys are you're like you youyou are not one who competes
with people, you're there tohelp complete each other.
Like, and that's how we are.
Like we can all help completeeach other.
And that's what that's what Ilove about this organization.
I love that that's what you'vedone from it.
Must have been from the day yougot here because it was shortly,
(16:17):
it was like three years.
It was so fast.
Like, wow, and it was time gone.
Like once you got hired, I thinkI was in here pretty quick and
we were having conversations andI was blown away.
I'm just gonna be honest.
Like, I didn't when I first camehere, I thought, oh man, I
wonder how this is gonna go.
I was, you know, I came throughin the I think Gene Shepherd
area, maybe I don't know, a longtime ago.
2000.
And and I don't know how it'dgo, but I came in here and I've
(16:38):
found somebody who's just aperson, someone who cares.
And I mean cares.
So why do you care so much?
Because you could real easilyjust factory these people, get
them in, get them out.
But you're in the hallwaystalking, you have a chaplain
here who's who's doing things.
You you are going the extramile.
Why do you care so much?
SPEAKER_01 (16:56):
Um, that's a that's a great question.
Uh, and I don't know that I havea great answer for it.
So I I don't know.
I've I've been there, I've doneit, I'm still there.
You know, I think um the valueand the importance of what we do
here at the academy uh torepresent the profession, to
(17:18):
build people uh going into theprofession to serve the public
is extremely important.
Um, you know, we talk about itas a staff a lot.
Um, you know, we're a smallagency, small staff, small
budget, uh, but the importanceof what we do uh is vast.
And I think everybody expects usto be really, really good at
(17:39):
what we do.
Yeah.
And we have that takes a lot ofwork.
Yeah.
That takes a lot of investment.
That takes a lot of really goodpeople here.
Um and I think it's a packagedeal.
You know, I think too much ofthe conversation has been about
me uh and not enough about thepeople that we have here as part
of the team.
You know, a big part of whatI've tried to do is get really,
(18:01):
really high quality people herewho are good at what they do uh
because they have such a bigimpact on day-to-day operations
uh and the profession as awhole.
And I, you know, I think we havea tremendous staff in place who
do a lot of really good work.
SPEAKER_05 (18:15):
And that's what good leadership is, right?
It's not about us being thegreatest at every level.
It's about, you know, being ableto lead and bring in the people
who are called to work in thosepositions and allow them a
healthy place to grow that.
And and I think that's prettycool.
SPEAKER_03 (18:30):
Um speaking of which, with that, with
directors, speaking ofhigh-quality people, um, I've
had some great conversationswith our attorney that's here
with us, Christy Trainer.
Um, and just from her eyes,being able to see what she sees,
and this is the other sidesometimes, the difficult side
that we're talking about.
Um and uh and so Christy, I justhave a couple of questions for
(18:54):
you, just if you want to chimein here.
Knowing um what we just talkedabout, some of the some of the
things that um our lawenforcement struggle with.
What are some of the things inyour space that oftentimes you
see that's difficult because ofthe role you you hold uh as an
attorney?
SPEAKER_00 (19:13):
I think that law enforcement officers are under a
lot of stress, right?
I think that they um do havevery difficult jobs and I think
there's a lot of pressure ontheir shoulders.
And that's one of the thingsthat I have the opportunity to
talk to recruits about whenthey're here, is that I think
they come here and they have bigbright eyes, and there's a lot
of pressure on their shoulders,and they do come with a little
(19:34):
bit of background um and alittle bit of baggage sometimes.
And they come into thisprofession um meaning to do a
lot of good in in the world andin their communities.
And I think that they havereally big hearts, and that's a
great thing.
And one of the opportunities Ihave um while they're here is to
talk to them about theirsuperhero capes.
And that's kind of how I put itto them.
SPEAKER_03 (19:55):
Let's hear it.
That's good.
SPEAKER_00 (19:56):
You're here and you've got a superhero cape and
it's tied really tight.
And one of the things I want totalk to you about while you're
here is how to keep that capetied really tight.
And these are the ethicalobligations and rules that you
have as a law enforcementofficer to keep that cape tied
on really tight.
And that's what I like to talkto them about.
Because one of the things thatwe teach our children is when
(20:20):
you're in danger and you feelunsafe, one of the first people
we teach our kids to run to iswho?
A police officer.
Right?
And if we want to teach our kidsto run to law enforcement
officers and police officerswhen they're in danger, right,
we want that superhero cape tiedon really super tight.
And that's one of the analogiesI like to make for them.
(20:40):
And when they've when they runinto the pressures that they run
into when they're out working,like, you know, I'm making a
stop and someone doesn't want aticket, and so they want to do
something to get out of thatticket.
How do you get away from thatpressure?
SPEAKER_02 (20:55):
Right.
SPEAKER_00 (20:55):
Or when I've had a really bad day on the job and
I've seen something terrible,awful that I can't bleach out of
my eyes.
So I won't want to go to the barand try to get rid of it that
way.
Yeah.
How do I get out of thatpressure?
Right.
And those are maybe not the bestways to deal with those
pressures.
What other resources might wehave?
And that's where Chaplin Perezcomes in, right?
SPEAKER_03 (21:14):
Well, let me ask you this too.
And when we talk about resource,um, what would you say are some
of the predominant things you'reseeing?
Um, I know we've hadconversations around it.
Uh, when you've seen officersthat unfortunately um haven't
been able to manage or maybe areafraid to look for a resource or
search seek it out or trustissues.
What are some of the things Ithink you're seeing that are
(21:35):
patterned that are predominantin the struggle uh with first
responders in our region?
SPEAKER_00 (21:41):
A couple of our big issues are obviously um alcohol
issues.
SPEAKER_03 (21:44):
Oh, yeah.
SPEAKER_00 (21:45):
Um especially on the job or outside of the job that
weigh in on whether or not, youknow, they can continue to have
public trust, um, inappropriatecontact on the job um with
public citizens, um even aftercitizens they've given given
citations to.
Those are two of the big issuesthat we see.
SPEAKER_01 (22:08):
Yeah, I think I think um those two definitely
stand out.
Uh substance use predominantlyalcohol, um, whether it's as
Christy mentioned, uh off-dutyconduct or on-duty conduct.
Um, you know, alcohol has a biginfluence and um you know finds
its way into a lot of differentsituations within the within the
(22:30):
profession.
Um, you know, and that'ssomething we navigate here as
well.
You know, I think a lot of thesethings um we see on the front
end during the basic academyabout being a residential
academy when we grant Knights ofLiberty or Nights Out, you know,
uh a frequent place the recruitslike to go is somewhere where
(22:51):
they can consume alcohol.
You know, and uh we hear thestories, we hear the feedback
over the years, over theclasses, you know, they find
ways to try and get it in thebuilding as well.
And it just um, you know, uhwhether it's for common
conversations or just thatoutlet, uh, alcohol is a common
one, uh, not only in lawenforcement, but public servants
(23:12):
in general.
SPEAKER_05 (23:13):
Yeah, it's kind of just more widely accepted.
I mean, you can't go to the gasstation without standing to the
left, a stack of bottles ofalcohol.
I mean, they're everywhere yougo, is alcohol.
It's just accepted.
So therefore, when it comes tonumbing our pain, one of the
easiest things to do is drinkalcohol because people don't a
lot of times don't um put astigma on that, like ah, you're
just having a beer calming down.
But you know, if he's doingsomething worse than that.
(23:35):
And so it's so many of us run toalcohol because it's kind of
it's not only ingrained in lawenforcement, it's almost become
like a hey, the shift's over,let's go have a beer.
We had a really bad call today,let's go, let's go to Dave's
house and and play poker and getdrunk.
I mean, it just that's kind ofwhat happens.
SPEAKER_01 (23:52):
Yeah, and I think you incorporate uh the
challenges, the stressors, uh,the ongoing trauma, the critical
incidents that come up overtime, you know, and it just has
that compounding effect.
And um, you know, maybe what wasa drink or a couple trunk drinks
becomes more, and what was anight a week becomes a couple
nights a week.
And pretty soon, you know, it'seasy to stop and look around and
(24:14):
then holy cow, you know, we'rehaving a lot of drinks every
night.
Uh, and then that's impactinglife.
That's impacting uh performancein the profession.
And you know that uh just kindof continual erosion, you know,
and pretty soon uh you don'thave the support system and then
you've lost your family.
Uh and you know, then somethingbad happens um that impacts your
(24:36):
ability to be in the or remainin the profession.
Yeah.
And it's just um, you know, it'sI look at it as like continual
erosion, you know, and if youjust don't have the ability to
recognize where you're at or theresources or the support around
you, uh you rode long enough andpretty soon you don't have
anything.
Uh and that happens.
SPEAKER_05 (24:54):
And I don't mean I don't mean this to sound
heartless, listeners, so pleasedon't think that, but sometimes
when people come to the academy,they don't make it through the
academy.
But sometimes that's this is theBrady talking, this is me
talking.
So this is the academy talking,this is me.
Um sometimes it's a good thing.
Because if if you can't getthrough these 16 weeks at the
academy, it's gonna be prettytough to get through 12-hour
(25:17):
days, seven-day stretches,overtime, plus court, plus
dealing with your kids as ballgames, your wife, it can be
hard.
So not everybody that comes tothe academy makes it, but most
of them do.
We don't lose a lot of them, Idon't think.
Um but at the same time, it itcan sometimes be a good thing
because we want to weed some ofthat out.
But we can also see some ofthose issues and we can address
(25:39):
them and we can deal with themhere at the academy so that
doesn't carry on to theircareer.
SPEAKER_01 (25:43):
Yeah, I think you're absolutely right.
Uh we we do see those thingscome to light here, and we try
to address what we can.
Uh, and some are deal breakers,right?
Some so that's the reality ofit.
Some just are.
Uh, some people realize on theirown during their time here that
this just isn't for them.
And sometimes that's in week,you know, that's day two,
(26:04):
sometimes it's week two, andsometimes it's week 15.
Um, you know, again, all shapesand sizes, things look
differently.
And some people realize that ontheir own, and other times it's
through uh, you know, conduct oractivities or uh additional
training to what this professionlooks like.
Um, but I think you bring up areally good point.
(26:27):
It is not for everybody.
And I tell them that's okay.
Yeah, it is okay.
That is okay.
And maybe it's for them, justnot right now.
SPEAKER_05 (26:34):
Yeah, and thanks for trying.
SPEAKER_01 (26:35):
Like, what a bold move.
Absolutely.
Yeah, and it's just interestingthe conversations that happen.
Uh, some people uh will say, youknow, I thought I'd try it and
just see what happens, and thenI realized, oh man, this is a
lot different than what Ithought it would be.
Yeah.
Or I realize I need structure inmy daily life or my schedule, or
(26:56):
holidays and weekends,overnights.
Um, people figure out that theydon't like all the the risk that
come with the job.
And that's okay.
That is completely okay.
SPEAKER_05 (27:07):
Yeah, we love them.
We'll we'll pray for you as yougo.
Like, that's great.
That doesn't mean you're a weakperson.
That doesn't mean that you're alesser anything.
Correct.
Like you're trying out a newfield that you've never tried.
Just like anything.
If I go, I went and tried tosell cars after law enforcement.
I did it for a year.
I didn't like it.
I got out of it.
And I think that's okay.
SPEAKER_01 (27:26):
That is part of what we're here for as a basic
academy is to help peopleunderstand those things.
Yeah.
Some people get here and they'rekind of um, you know, almost
ho-hum, and then they love it.
They completely buy in.
They they go through thetraining, uh, they see things at
work, and they just areabsolutely all in.
And and that's the other side ofit.
That's outstanding.
(27:46):
Yeah.
And and then the people whorealize, eh, I tried it and this
isn't for me.
All of that is okay.
SPEAKER_05 (27:52):
Yep.
You're not, but you're not gonnabe shamed out of here, you're
not gonna be laughed at.
Like, no, like thank you forgiving that opportunity.
But Alan Christie, I wonder whathappens when we take somebody we
don't know and we apply pressureto them.
It's like a fruit.
When you apply pressure, youkind of see what's inside of it.
So sometimes here at theAcademy, you're gonna be under
pressure.
And and I think that's when westart to people start to reveal
(28:14):
themselves or they start torealize the pressure and the
weight of the job.
Um, so sometimes when peoplecome here, it's just they
haven't been under this muchpressure to be to expose some of
this stuff in their past.
Um, what do you guys see when itcomes to that?
When somebody comes here, Chris,you um we all put on a face when
we come here.
I'm sure you all know that.
We put on the biggest face forall of you guys, uh, because
(28:35):
we're all squared away andperfect.
But then when we come here, youguys you start to see us under
pressure.
We're staying here day afterday.
We have tests, we have thesethings, and people start to
crack.
So when we start applyingpressure to people, um what
generally happens with that?
And what am I trying to go withthat, Al?
Help me with that.
SPEAKER_03 (28:54):
Well, you know, I was thinking this.
SPEAKER_05 (28:56):
Because sometimes we just don't know what we have in
us until we have pressure on us.
SPEAKER_03 (29:00):
Well, um, and like director was saying a little bit
earlier, um, there isn't aone-size-fits-all.
Um, this academy moves quickly,unlike a department that has
peer support and has familiarbuilding trust here every 16
weeks with different faces, thattakes time as well, but it moves
quickly.
Yeah.
Um and we, you know, director,uh, right off the cuff, the
(29:21):
beginning of the academy willaddress those issues head on to
be mindful of the blind spotsand issue.
And that's always goodproactively coming in because
that face is on and everybodydoesn't know everybody.
It's like high school orcollege, your first day.
Uh, but eventually those thingscome to surface.
And, you know, obviously, um,having done this several times,
um, director, assistantdirector, and much of the staff
(29:44):
are are well aware that you knowthey're available to to help and
talk to as well.
I'm not the only person here.
Um and uh, but again, um we'renot gonna see, as you said
earlier, in 16 weeks, you cansuppress things like for
instance, we Had students herewho've lost a loved one or lost
a family or lost someone dear.
Well, we know the five second,well, it depends on what model
(30:06):
you're looking at.
If you're looking at afive-point or seven-point grief
cycle, um, the biggest concern Ihave oftentimes is our
environment moves, it hasexpectations, and they may not
always they have to almost shelfone of those processes until
they're able to fully deal withit here and stay focused.
And as the director said, it'sone of the sacrifices and hard
(30:27):
expectations of the job becausewe can't grieve like everybody.
You know, law enforcement,unfortunately, oftentimes are
not able to handle a grief, andwe think time heals all wounds,
but then ultimately angersurfaces later.
I know director has seen it whenwe've seen our own fall, when
we've seen others fall in.
It's a really hard thing to do.
And I think in this profession,and again, I I'm not the expert
(30:50):
to speak to this, but eventuallyyou learn how, like public
public figures that recognize II've got to compartmentalize and
focus on what my responsibilityis, and then deal with something
later, but making sure we haveour people.
Um yeah, I mean, um the thebiggest thing for you and I, and
I'm curious with this, Christy,because this has been going
(31:12):
through my mind, and I think youand I are in the redemption
business.
What brings balance in what weyou and I do is like, you know,
there are many times I've satwith director, and there's been
a situation that's been here.
And my heart is I speak fromheart first before sometimes
head and knowing those things.
And so it's been a reallyhelpful way to help me process.
(31:34):
Uh uh director has helped mekind of process like, okay, hey,
it's good to have heart, but wealso have to think about you
know the implications and whatthis could happen and these
different things.
And so always when I think aboutan officer that may be
struggling or a recruit, um,it's not just feeling sorry for
wrong actions.
There are consequences andthings.
(31:54):
You and I in the redemptionbusiness um try to focus on that
sometimes.
Christy, I have a currentquestion I wanted to ask you.
SPEAKER_05 (32:02):
Knowing you I got a whole podcast to ask her
questions.
Yeah, but keep going with it.
SPEAKER_03 (32:06):
I'm telling you.
Um because we are in that space,there's listeners listening to
this and say, okay, I blew it.
I blew it, I'm out of it, I knowthis is what I'm supposed to do.
What do you how does one getback?
Because we you have peoplecoming to you.
I've had people coming, okay, Iwant to get back in, and like,
oh no, it doesn't work that way,but two months later, three
(32:28):
months later, you're not hoppingback in here that quick.
But what is what happens whenyou see the redemption process
when we see some of that kind ofstuff happen?
SPEAKER_00 (32:37):
Well, it depends on where it started from, right?
Yeah.
And it's there's not always aquick answer or a quick fix.
But I would say the biggest stepis owning your behavior.
SPEAKER_02 (32:47):
Yeah.
SPEAKER_00 (32:48):
Right?
You've got to own that behaviorand you've got to you've got to
take responsibility for thatbehavior regardless of what it
was.
Um and I would say that's alwaysgoing to be the first step.
And this isn't a situation whereyou can fake it till you make
it.
Right?
You've got to truly own it andtake responsibility for it, and
you've got to mean that.
(33:09):
And I would always say thatactions speak louder than words
when it comes to um past badconduct.
And you've got to be able to,especially if you're in a
situation where the council'sbeen involved and your
certification is on the line orthere's been some sort of
sanction with respect to yourcertification, I think we're
(33:31):
talking about having to show byactions specifically to the
council that you mean what yousay, right?
SPEAKER_05 (33:39):
Yeah, we're pretty good at blowing smoke up your
butts.
Yeah.
Yeah, when we need to.
Yeah.
SPEAKER_00 (33:43):
I think I think it's your actions.
Yeah.
SPEAKER_05 (33:46):
It's the fruits.
Yeah.
The fruits of the lifestyle,right?
Are they making changes?
Because we are really good, uhespecially as men.
Um to not to struggle with that.
Um, I lost my train of thoughtthere, but that's okay.
I do that a lot.
But before we close this out,let's uh I really want to end
because I want this to be a thisis positive.
(34:07):
I want this to end on a verypositive note.
Like if you're coming to theacademy, first of all, be
pumped, be excited, welcome tothe the career, what a journey.
No, you're not alone.
And I know it can be sometimesscary and overwhelming, but um,
no, we're here.
There, we're here for you.
Our ambassadors are if you havequestions about the academy
coming in.
If if you and your wife or youand you and your spouse want to
(34:29):
talk and sit down with one ofour ambassadors or myself to
kind of talk about what it'slike to go the academ go through
the academy, have a healthymarriage through it, have a
healthy relationship, um, reachout to us.
We would love to sit down andhave a conversation with you.
Um, we don't have all theanswers.
We may not always be right, butwe promise we'll be real.
Um, but reach out to us becauseyou've never gone through this,
(34:49):
so give yourself some grace.
Um, as the spouse at home,you've never gone through your
spouse being away for 16 weeksand starting in this new line of
work, and there's a lot ofchanges.
Give yourself some grace.
You're going through a lot, andyou weren't meant to carry this
alone.
Um, you weren't you weren'tmeant to to to chainsaw your way
(35:09):
through the timber to getthrough there.
Um it's not that.
The path's been laid, uh reachout.
We have a whole group of peoplethat want to walk alongside you,
help you, um, to where you don'thave to reinvent the wheel on
try to have a on having ahealthy um first responder
career.
Um, so reach out to us.
This this academy thing is a lotof fun.
Um, they do get um, so you'rehere for 16 weeks, but Brady,
(35:33):
you did they do get nights out,um, depending on on certain
factors, but they do get nightsout a few weeks into the
academy.
Is that correct?
SPEAKER_01 (35:41):
Correct.
Uh we determine as a staff andultimately uh I make the
decision when they get nightsout.
And sometimes that varies byclass or varies by training
cycle.
Um, you know, it's somethingthat we like to give.
We know it provides them anoutlet, we know it lets them get
away, but there's also uhexpectations and standards that
need to be met on a regularbasis uh to earn that liberty.
(36:04):
Uh and we talk about it nightsout are earned.
Yeah.
Um, and so there are benchmarksthat have to be met individually
and and as a group, uh, and thenwe allow for that to happen.
And I I think uh it's a goodthing.
I really wrestle with thatbecause I know um, you know, the
outlet and the connections uhthat can be made uh when those
things happen.
We just have to ensure thateverybody's in a good place
(36:25):
first.
SPEAKER_05 (36:25):
Okay.
So if you're if you're a spouseand your spouse is coming here,
how can they stay connected totheir spouse while they're at
the academy?
Do you guys allow video calls?
Do these can they zoom eachother?
Are there certain hours?
Like how how do you how can wehelp foster that?
SPEAKER_01 (36:38):
So typically the training day uh is from 7:30 to
roughly five.
Um most of the time the recruitsare dismissed from training to
eat dinner around five o'clock.
Uh, and if there is notscheduled nighttime training,
evening or nighttime training,then most of the time their
their evening is on their own.
Okay.
Now they're here on Camp Dodgeor at the academy.
(37:00):
Uh, but some people can visitthe base.
They obviously have uh, youknow, we're not taking their
cell phones away or, you know,they have the ability to
communicate, they can videocall, um, those sorts of things
in the evening.
I think uh one of the thingswe've really tried to improve
for just awareness, um, not onlyto the community but to
families, uh, follow our socialmedia pages uh where we're
(37:21):
providing regular updates uhwith what's going on here at the
academy, and that's a great wayfor uh people to stay in touch
as well.
SPEAKER_05 (37:27):
I love those updates, by the way.
I look at every one of them asso much fun.
SPEAKER_01 (37:31):
Yeah, that's been exciting.
Uh, I think the most I like thepepper spray ones.
Uh everybody does, uh, exceptfor the recruits in the moment.
Uh but typically they enjoy thefootage afterwards as well.
SPEAKER_05 (37:42):
Can a spouse come and be the one who sprays the
other spouse with the pepperspray or no?
SPEAKER_01 (37:47):
You know, I'll I'll leave that to the next director.
That's enough for it.
SPEAKER_05 (37:53):
That's great.
So, yeah, once you're here, youget a couple nights out.
You know, this campus, thiscampus is very big.
The building is and in CampDodge.
There's a gym here.
Um they can go down and there'splaces here, what are they
called?
A PX?
I forget what it's called.
SPEAKER_01 (38:06):
Yeah, we have uh a gym here in the building.
Then there's the wellness centeruh in Camp Dodge.
Uh General Osborne and his staffare great uh to allow the
recruits to use that facility onan ongoing basis, even outside
training.
Uh PX, which is a you know amilitary installation version of
a convenience store.
Yeah.
Other recruits can go there.
Uh and then yeah, when we grantthe nights out, then the the
(38:28):
recruits get to go off the baseuh to their destination of
choice.
SPEAKER_05 (38:32):
Okay.
And on those nights the spousescan come too.
SPEAKER_01 (38:34):
Absolutely.
SPEAKER_05 (38:34):
Even if you live in Sioux City, if you want to come
see your spouse, um on thosenights out, you and I mean we
encourage that.
Correct.
Like on your nights out, Iencourage, I know Al does.
We encourage if you have familyclose by, go see your family or
have them come see you.
Honestly, it's better to go seethem because you get out of
here.
SPEAKER_01 (38:49):
Yeah, and we've had uh all sorts of things.
You know, people uh recruitswill go as a group to top golf
or go bowling or go out to eat.
Uh we've had some classes whererecruits who live locally, the
class will go over to therecruit's house uh on their
nights out for dinner or playbackyard games.
Uh again, each cycle in eachclass kind of takes on a life of
its own uh to develop you knowwhat they want to do uh for
(39:12):
connections and camaraderie.
SPEAKER_05 (39:14):
Okay, so I'm here and every night at Brady's
house, we're gonna have a get toget Nomskity back.
SPEAKER_03 (39:19):
Scratch that.
SPEAKER_05 (39:21):
But yeah, it's it's not it's not a prison here.
It's just you just gotta behere.
And that's the hardest part forme was just being here.
And what's funny is it feelslike it takes forever, but once
you're out of here, it's it'sit's a sense of pride and it's a
sense of freedom.
And you know that it's just aone-time thing.
You just gotta do it one time inyour career.
(39:42):
You're and you'll get throughit.
And if you this academy, you itis whatever you make of it.
It is totally up to you how youmake it.
Um they yes, it's not up, it'sit's not the staff, it's not
it's not anybody else, it's upto the first responder who comes
through here to be accountableand to show up and get through
this.
And and I know it can be hard,that's why you don't have to do
(40:03):
it alone.
Um so thank you guys.
I've got like a thousand otherthings I want to ask, but we can
do more of these um down theroad or whenever.
But I want to thank you for thetime to just come in and kind of
ask.
Oh, I want to ask one morequestion.
And you can like say, shut up,dude, and that's fine.
Will there ever be a time in thefuture where we do look at
locals being able to go home ona night-to-night basis?
(40:24):
Or is it more just we lose toomany of them if we do that?
SPEAKER_01 (40:28):
Like so, I I think that's a conversation to have,
and I've had those uhconversations with some
recruits.
I've had those conversationswith chiefs and sheriffs about
what does that look like.
Um, you know, and is it justabout distance or is it about
agency desire?
Because I think it's really hardto say, you know, if you live
within 20 miles here, you can gohome, but everybody else have to
(40:49):
stay.
You know, I think uh lodgingbecomes part of it.
If people don't have to stayhere, but they're from Sioux
City, well, where where are theystaying?
Right.
You know, I don't think peoplewant to pay for a hotel room uh
for 16 weeks, so that's part ofit, right?
And is it something that we openup um, you know, things that
I've thought about is maybe wehave uh a standards checklist
(41:12):
where once you meet all of thesestandards, uh then you would be
eligible to have the option uhto not have to stay here or
something like that.
Um but I think there's also theso yes, I think that's a
conversation that I've had.
Um again, a one size fits all isreally hard to navigate.
That's tough, you know, to tryto come up with what that could
(41:32):
or should look like.
Yeah.
Um, but the flip side is andwhat we try to focus on are the
positives and the reasons whythere's a lot of value to
residential academies.
Uh and the profession uh issmall.
It's a small circle, even acrossthe entire state.
And to get to know people andbuild relationships and the
value of networking uh andspending time and the challenges
(41:53):
that come with uh dealing withand interacting with and living
with people who aren't just likeyou uh is a lot of benefit to
public servants.
And so um, yeah, that's aconversation we continually
wrestle with and uh we we try toget all the value we can out of
uh how things are currently setup.
SPEAKER_05 (42:11):
Yeah, that's gotta be tough, man.
That's a lot to weigh.
And it really is.
Because then it's like you'regonna be unfair to some people.
But at the same time, like yousaid, I mean, and really your
guys' schedule is so full here,you don't really have time to go
home.
I mean, but if you drove homeanyway, if you drove 45 minutes
away by the time you got home,you'd be going to bed and
getting right back up the nextmorning.
So something about being able tostay here is kind of a safety
(42:32):
net to Yeah, it would have to bevery fluid uh because our
schedule changes.
SPEAKER_01 (42:36):
You know, we have things mapped out, and then you
know, uh the weather doesn'tcooperate or space or training
availability changes, and so wehave to pivot.
And so you might plan on goinghome or having a night out on
Wednesday night, and you know,that night is filled with
training now.
And I think the other thing wetry to do is we want to make
training realistic of whatpeople are getting into.
And the majority is probablyhalf of our folks are gonna work
(42:59):
evenings or overnights.
And so I think it's importantthat we do evening and nighttime
training as well.
And so some of our nights arefilled with training uh to be
reflective of what people aregonna face in the field when
they leave here.
SPEAKER_05 (43:11):
That's that's wise.
Well, thank you, Brady, andthank you to your team for
allowing us in.
I really appreciate it.
I love your guys' heart here.
Um please know we're an ally.
We are we are we are peopleperson, we are here to help the
responders and their families,and I love that you guys allow
us to come in and talk and thankyou for that.
But we're gonna close out thisepisode.
(43:32):
Um, I will have them on.
We'll see if that one of themwill stick around to do another
one, but we'll see.
But if not, we're gonna havethem on again down the road.
Um, it's a it's a greatrelationship we have, and I and
I truly enjoy it.
And I'm glad you guys got tohear the heart of not just Brady
but his team.
So thanks for tuning in, andwe'll see you guys next week.
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