One of the risks we identified in a highly-regulated organisation, and one in which a key role is by definition enforcement, is how to avoid becoming so driven by rigid bureaucratic policies, procedures, systems and practices that the people, organisation and those it aims to serve become lost , invisible , pathologised or dehumanised . This risk is amplified by pressures and stresses of working under constant political scrutiny, in the public-media spotlight and with limited resources to address an increasingly complex range of demands and relationships.

I was humbled by their expertise and willingness to learn. At the same time, I had an underlying sense, at times, of a group of committed individuals struggling to navigate and make headway in such a structured and complex environment. A solution will lay in developing shared-resourcefulness alongside resilience : enabling psychological safety; building trust between colleagues at different levels and in different teams; offering choice where decisions are negotiable; working collaboratively to create fresh synergies; enabling one-another to succeed.

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It was the first time I’d led a workshop for a UK regional police force this week, involving a diverse diagonal slice of participants ranging from inspector to community support officer, human resources to internal investigator. The focus was on leading and influencing change and transition, particularly in relation to trauma-informed practice (TIP) within the police force as a whole. The core elements of a TIP approach are: safety, trust, choice, collaboration and empowerment. At heart, it’s about humanising an organisational culture: putting people first.

‘When a flower doesn’t bloom, you fix the environment in which the flower grows, not the flower itself.’ (Alexander Den Heijer)