Wednesday, January 29, 2014

Help me, to help you, to help others.

Help me, to help you, to help others.

That was a phrase an old Sergeant of mine used to use tongue in check in regard to “touchy feely” artificial community oriented policing programs.

However, I sincerely feel a need to help.  Not only young men and women interested in entering the service of others, but future generations as a whole.

As big a deal as I am I can’t affect an entire generation single handed.

I need you to help me, to help others.

What do I mean by that?

Last blog I bemoaned the softness of the youth of America.  Since then I have come across a couple of articles that show I’m not the only one noticing this trend.
I have included a link and the text here:

Police departments across the country are struggling with staffing shortages as a result of a weak economy, hiring freezes, furloughs, layoffs, and cutbacks to salaries, benefits, and retirement incentives.
According to Police Chief Magazine, “Such difficulties spurred 7,272 applications to the Community Oriented Policing Services (COPS) Hiring Program, requesting $8.3 billion to support more than 39,000 sworn-officer positions. Altogether, both the supply of and demand for qualified officers are changing in a time of increasing attrition, expanding law enforcement responsibilities, and decreasing resources.” The problem is not new, either. The Anniston Star reported in December 2013:
Since the late 1990s the nation has seen a decrease in the number of people interested in becoming police officers. A 2006 article on police officer recruitment published in Police Chief Magazine said an estimated 80 percent of the nation's 17,000 law enforcement agencies had positions they could not fill. A separate report, Hiring and Keeping Police Officers, published in 2004 by the National Institute of Justice said 20 percent of agencies experienced officer weakness as a result of recruitment and fiscal problems.
One particular question being discussed by the National Tactical Officers Association (NTOA) at the annual National Shooting Sports Foundation’s SHOT Show in Las Vegas this year is how local law enforcement can recruit and retain quality individuals to their departments' SWAT teams. An NTOA seminar on this question was well attended by SWAT team officers from all over the country, from cities including Chicago, Santa Barbara, Washington D.C., and Palm Beach.
As baby-boomers in departments look toward retirement, issues surrounding differences among officers who grew up as Generation X-ers or Millennials appear to be surfacing. Veteran SWAT officers within the group of attendees say that too many new recruits look at SWAT as a “stepping stone” or “résumé builder” to other areas of law enforcement, so finding new recruits who are willing to stay on SWAT teams for the long haul is becoming more difficult.
“Instead of having 20 people staying there 20 years, you have people stay there five to seven years,” said Captain Ed Allen, NTOA Eastern Region Director and Instructor.
Additionally, new recruits are likely to be college graduates with a different mindset than their predecessors of 20 to 45 years ago. Attendees in the class gave their views on recruits in their early 20s who enter police departments with college degrees.
“What’s gone is police departments looking for the defenseman on the hockey team – the rough guy who can prepare to visit violence [on] a bad guy who would do us harm... [replaced by] the university graduate and all who comes with his entitled attitude,” said one officer.
Another claimed, “These new guys... come in that say, ‘I’m in here for just three to five years,’ and they check the box and they go on to do something else.”
“We got lawyers. We got Ph.Ds. We got everything but police officers. They can’t clear a corner. You tell them, 'Get out of the squad car and go clear the corner;' but they can recite to you a formula – you know, Starling’s law for cardiac help or something,” said one attendee.
He added, “But I think the worse thing we did was that we focused so much on law enforcement getting college degrees to move up that the type-A personalities out there in the streets kicking people’s asses and locking people up – well, they had to go to court. They didn’t have a lot of time to work on their master's.”
Allen reminded the class it was important for older officers to properly teach new recruits how they can improve on skill sets, discipline, and leadership as well as learn from recruits themselves, considering the technological skill set advantage young recruits have over their predecessors.
However, Allen does caution that some potential recruits may not have what it takes to break out of the stereotype of their generation and become law enforcement officers. Referencing the children of “helicopter parents,” Allen recounted a meeting he had with one young man.
“I got this kid who wants to be in law enforcement. He wants to go get his degree, but he wants to meet me first.” Allen continues, “So he comes to my office; and as he walks in the door, this shadow is right behind him – his mom. (the room laughs) He was about to get into the law profession. He’s a freshman in college and he wanted to come meet us – with his manager.”
Allen emphasized, however, that there are recruits who need to be told their weaknesses straight out but should also be reassured that others can work with them to eradicate such faults.
Daytona Beach law enforcement training specialist David Agata, who has more than 20 years of law enforcement background, agrees with the sentiment of the class attendees, telling Breitbart News that some new recruits in law enforcement today cannot even tell him why they want to be police officers.
Agata says that too many just “want to put the uniform on and work the street,” learning along the way. “And these kids say, 'Hey, why should I put a uniform on? I’m smart. I need to throttle back,'” he says.
“The challenge is we got a mindset that says, 'I don’t need to pay the price to get to where I need to go,' or they really don’t understand the job that they really have to do. Why? Because they haven’t done their homework,” Agata explains.
“Again, we have all this great technology, but I got a kid. He can probably text 250 words a minute, but can they write a report? Do they actually know what it is to educate? Can you tell me what your authority is? Can you tell me how to apply your authority? Can you tell me what levels of force would be applicable and proper while doing that? And then, what are we offering them?”
Other recruiting issues facing police departments are competition with the local fire departments, competition with nearby localities, and the privatization of law enforcement.

This next article, in my not so humble opinion is an example of the problem as opposed to a solution to it.

New demands changing the face of police hiring pools
Article by: SHANNON PRATHER , Star Tribune Updated: January 4, 2014 - 8:14 PM

More chiefs looking for four-year degrees, people skills and critical thinking.
Formerly in politics, Jackie Duchschere will soon put her bachelor’s degree and career skills to use with Columbia Heights Police.
Jackie Duchschere started her career in the unsparing world of politics after earning her bachelor’s degree. In her work at a state agency, her problem-solving and people skills were tested almost daily.

She’ll now plug those skills into her new job as a Columbia Heights police officer.

Being an officer these days is as much about brains as it is about brawn as more suburban police chiefs seek out job candidates with four-year degrees and previous professional experience, often in outside fields, including teaching, political science and corporate America.

Minnesota has long led the nation in peace officer standards; it’s the only state to require a two-year degree and licensing. Now, a four-year degree is becoming a more common standard for entry into departments including Columbia Heights, Edina and Burnsville. Many other departments require a four-year degree for promotion.

It’s not a rapid-fire change, but rather an evolution sped up by high unemployment that deepened the candidate pool and gave chiefs more choices. Officer pay and benefits can attract four-year candidates. Edina pays top-level officers $80,000; Columbia Heights pays nearly $75,000.

Nowadays, officers are expected to juggle a variety of tasks and that takes more education, chiefs said. Officers communicate with the public, solve problems, navigate different cultures, use computers, radios and other technology while on the move, and make split-second decisions about use of force with a variety of high-tech tools on their belt. And many of those decisions are recorded by squad car dashboard cameras, officer body cameras and even bystanders with smartphones.

Those higher community expectations and scrutiny are why Columbia Heights Police Chief Scott Nadeau said hiring officers with a four-year degree and some life experience is a top priority.

Still, there is healthy debate in law enforcement, with some chiefs favoring direct experience over pedigree.

Broad skills

Along with Duchschere, Nadeau recently hired a former schoolteacher with a master’s degree. He also has hired one officer who will finish his bachelor’s in business administration next year.

“Officers with education seem to do better with problem solving,” Nadeau said. “You need that breadth of knowledge. You need to know what is the difference between an immigrant and a refugee.”

That’s different from when Nadeau was hired, when chiefs literally sized candidates up, favoring those over 6 feet tall with broad shoulders.

In his inner-ring suburb of 20,000 made up of 16 percent foreign-born, officers are more likely to encounter a confused senior citizen than an armed gunman. During his career in Brooklyn Center and Columbia Heights, Nadeau says he has never had to discharge his gun, but he’s faced some rapid-fire questions from immigrant groups about racial profiling and from residents irked at efforts to stop jaywalking across Central Avenue.

The community problem-solving role for police warrants more education, Nadeau said.

“Officers need to fully understand the problem, provide a thoughtful analysis of alternatives, research best practices and assemble a plan that includes multiple stakeholders and leverages community resources to reduce or eliminate the problem,” he said.

A changing mold

Although her father is an Eden Prairie policeman, Jackie Duchschere says that for a long time “I just had the wrong idea of what you needed to be to be a police officer.” She is 5-foot-4 and describes herself as a bit of a “girlie” girl.

“Even though my dad isn’t this big macho guy, I was completely thinking about the physical aspects of it and I didn’t fit the mold.”

Duchschere, 26, has worked as a Columbia Heights community service officer part time to get her foot in the door. She starts her new job early this year pending background and health assessments.

“My biggest tool will be my ability to communicate with people — be smart and quick on my feet,” she said.

In Edina, Chief Jeff Long said, “We are not just hiring people who want to drive fast and make arrests. We are hiring people who want to get out in the community and participate. We really focus on candidates who have prior life experience coming in.”

Some of Long’s recent hires include two Target corporate employees and a YMCA executive. Many of these professionals are taking pay cuts to go into policing, he said.

Long, who will become Lakeville’s police chief this month, said that hiring practices started to change about a decade ago but that there’s been a big push in the last five years. It’s easy to be selective. His department had 400 applicants for their last job opening.

Broadening role

More education also coincides with greater expectations for police from residents and city officials. Two years ago, for example, Edina police started overseeing the city’s community health department, which handles pool inspections and hoarding investigations, Long said.

“That is the trend in law enforcement. People have that expectation that it’s not just cops showing up. It’s an entry into the social services arena,” Long said. “We want to do more social work when we are on the street. We call an advocacy agency every time we go in on a suspected domestic abuse case.”

Even conventional police work takes more education.

“You used to do a photo lineup, get the guy ID’d and you were done,” Long said. “Now you need DNA, a forensic trail, video and accounting.”

Burnsville Police started requiring a four-year degree in 1969. They relaxed the policy briefly in the late 1980s because of a thin candidate pool, but Chief Eric Gieseke said he firmly enforces it today.

“The community wants a professional agency and they expect us to be highly trained and highly educated,” Gieseke said. “The job has become more complex. You introduce technology. The laws are ever-changing and expectations in the community have not declined.”

Gieseke said larger urban departments, which hire more officers, may not have the luxury of considering only candidates with four-year degrees.

The Minnesota Board of Peace Officer Standards and Training, or POST Board, licenses officers. Its executive director, Neil Melton, said the board doesn’t track the number of officers with two-year versus four-year degrees but said the trend in some departments is to hire and promote officers with more education.

Debate about what’s needed

There is a back-and-forth in the law enforcement community about what qualifications predict a good officer. Maple Grove Police Chief David Jess said he values education but doesn’t require a four-year degree.

“I like to leave it open because there are plenty of people with two-year degrees that are good police officers,” he said.

Jess said he’s found experience to be a better indicator of success than education alone. He favors a candidate who has worked as a reserve officer or in a smaller department. He recalls once interviewing a highly educated candidate with no law enforcement experience who said his goal was to become the department’s forensic psychologist — a position that doesn’t exist.

“There was a total disconnect with the type of work we do,” Jess said.

Once in the door, many officers with two-year degrees utilize the city’s tuition assistance program to earn their bachelor’s degree.

The Ramsey County Sheriff’s Office, which provides police services for several north suburbs, requires only a two-year degree, but a four-year one gives candidates an edge, said spokesman Randy Gustafson.

“We are held to a higher public scrutiny level. You need people who are able to meet that public demand and the demands of technology,” Gustafson said.

Gustafson said today’s squad cars are like “driving a high-tech computer.”

He also noted that, for the first time this past year, the sheriff’s department put its new hires through 40 weeks of training and department shadowing.

“It’s a lot of money and you want to make certain you have a really good candidate who makes it through. … You can always teach specific competencies. You can’t teach character.”
A thank you to Cody Larson for finding that article for me.  He is in that generation and seeking employment in Law Enforcement.  He more than anyone else reading this is directly effected by the challenges I'm describing.

So somehow a guy that failed at a career in retail has life experience that is worth more than someone who has always wanted to be a law enforcement officer and sought out the training and education to achieve that?

Ok enough of my bitching

Bemoaning the problem does nothing to solve it.

That same Sergeant that used to say help me, help you, to help others also used to say…
“Don’t come to me with a bitch, if you have a bitch come to me with a solution to it and we will see what we can do”

What would Batman do?

He would take a leap

LEAP is a leadership concept I learned back in the Fraternity days
Lead by
Precept (a general rule intended to regulate behavior or thought.)

If I am going to bitch about the softness of American youth, I (we – all of you who take the time to read this) had better set an example of being a hard charger.

These guys clearly have no solutions and have no right to bitch about a problem they are part of.

So step one lead by example.  Oh, you want an example of well, leading by example.  Allow me to dislocate my shoulder patting myself on the back.

SWAT PT Test 2013
Sit ups 61
Push ups 45
Dips 25
Body Weight Squats 56
250 lbs Leg Press 30
1 mile run in armor 9:45

I took 2nd place overall

SWAT PT Test 2014
Sit ups 69
Push ups 50
Dips 33
Body Weight Squats 65
250 lbs Leg Press 47
1 mile run in armor 7:58

Ok, ok big fucking deal besides shameless bragging what is the point of mentioning this?

Sadly, even with all the improvement I took 2nd place again.  But to a different champion.

My efforts encouraged other to work hard.

Those results didn’t just happen.  They were the well, results (I should really buy a thesaurus) of consistently doing the “hard” things every day.

Sleeping in feels nice but not as nice as crushing my peers so I get up at 0400 to get my first work out of the day in.

The guys I work with see me doing this, my daughters (the youth of America) see me doing this.

Eating doughnuts for breakfast feels good, but not as good as crushing my peers so I mix some protein powder into some steal cut oats.

The guys I work with see me doing this, my daughters (the youth of America) see me doing this.
Then they see the results.  It isn’t being hard it is just being.  Physical culture is just culture.

A phrase I usually hate but makes my point is be the change you want to see.
Don’t preach.  Riding your friends, family, and co-workers to be more like you won’t work. 
Just be such an awesome you that those who know you would want to emulate you. 
If they ask for help in doing that, do whatever you can to positively encourage them

Step 1 lead by example
Challenge 1 – do the hard things every day that make you better at what you are passionate about.  Before bed ask yourself, what have I done today to be better than yesterday?  What have I done today to be the best there is at what I do

If the answer is nothing, change that tomorrow.

Step 2 Mentoring / Spread the message

This next chunk is going to be a brain dump of sorts for me.  Stuff that has been cooking in the noggin that I feel I have to get on paper.  Goals I am setting and action plans to achieve them.  It should also serve as personal accountability.  A few months down the road I (we) should be able to look back at this blog and have answers to the challenges and track my (our) progress.

Step 2 – Get ‘em young.
My daughters already embrace physical culture that is just life at our house.

How can I be a positive influence on more young people?

I’m not going to teach a kids class.  That is not my thing, and the subject matter that interests me most is not appropriate for most youth.

So I figure 16 years old is the youngest I want to teach
16-24 age demographic is in most need of the help I can offer.

How / where can I advertise my services?
From youngest to oldest.
  • Local (Near Dojo locations) High Schools
  • Local churches with youth groups
  • Local Police Explorer Programs
  • Local Tech Schools, Colleges, Universities that have Law Enforcement Programs
  • Military recruiters

Step 2 mentoring getting the word out to more people
Challenge 2 create a list of all the above mentioned locations.  Make contact with each.  Have professional advertising materials to leave with them.  Develop online distance learning programs for those who are interested but cannot travel to train with me.

Challenges to readers:
Hold me accountable, ask me about my progress.  I love winning, and I will not fail.  I never want to have to answer a challenge with negative results.  So help me walk the walk, please.

Reinventing the wheel.  If any of you reading this have done something similar, or have strategies for getting my foot in the door of those “youth markets” I mentioned please share what has worked for you.

Distance learning.  
Anyone reading this that is interested in a distance learning program for the violence dynamics semester training leave me a message in the comments.
Also, I have shared many of the hard things that I do every day here on this blog.  The last part of “the book”, the part that I am working on right now so I can finish it is the hard stuff.  Things you can do to have positive answers to the question – what did I do today to be better than I was yesterday?  So shameless plug buy the book when it comes out

Lastly, who have you influenced today?  Can you influence more?

Train hard, Train smart, Be Safe – Change the world (with your awesomeness)

Thursday, January 2, 2014

Outside the box thinking and addressing "softness"

Recently I was invited to a meeting of several Law Enforcement Defensive Tactics Instructors for a brain storming session.

A very cool opportunity.  I talk about this stuff with friends on the Internet.  I talk to my wife about it until she gives me that look that says please shut up I don’t care about any of this.  It is rare to have this conversation with local talent I can actually put my hands on.

The ball got rolling with the concept of catching up with fire arms training.  The days of standing still and target shooting at the range are gone.  Field experience has shown a need for training to change and progress has been made.

Movement, cover / concealment, reloads, many more “high speed” tactics have become common place.  Applicable skill sets have risen and officers are safer because of it.

What can we take from this and apply to defensive tactics?
Do we need to / can we change our thinking to how we approach teaching?
What should we be teaching?

With that the ball was tossed to me, “So Kasey not to put you on the spot or anything, but what do you think?”

And so started my diatribe which I will share to the best of my recollection with you here.

Those are heavily weighted topics / questions – where to start?
Yes we need to and can change our basic approach.
For all intents and purposes we are teaching basically the same things and in relatively the same manner as we did in the 60’s when it was a prerequisite to be a 6 ft. 200 lb. male to be a police officer.  One size fit all because all cops were pretty much the same size.

Also many recruits had seen active duty or at least had a military background.  Even those that didn’t grew up in a very different culture.  They were some how involved in physical culture. The overwhelming majority played contact sports, and all had been in fist fights growing up.  That was just part of life back then.  The socialization of young men in America… then.

Things are very different now.  I’m sure every generation thinks the generation after them is “softer” than them.  Softer than they were at that age.

Hell, last night I watched “Stripes” which came out in ’81 and that was the premise for the whole movie.

But now we are training people who have never played a sport or been in a scrap their entire lives.
I am seeing a huge amount of candidates failing field training because they lack an intrinsic quality, a virtue once ascribed to the idea we called manliness.  They lack the ability to step up and take charge when the time calls for it.

So now we have a world where all sizes shapes creeds and genders are training to be police officers.  That is a good thing.  We also have a culture where violence has been demonized.

Now we need to not only teach how to judiciously use violence, but to introduce a generation to violence in the first place, and also teach them that it is natural and necessary.  That is a challenge.  One that can’t be accomplished with the 1960’s training model.

Where to start?  Here it would be easy to spout everyone should train in One on One Control Tactics or Chiron DT, or SPEAR or LOCKUP or [insert name here] but that is failed logic. 

If we are embracing outside the box revolutionary thinking we can’t just glam on to the next big training buzz word or fad.  We can’t switch systems every three years for the bigger better deal.  Truth is there is no superior system.  All have strengths and weakness, but there are only so many ways a body can be manipulated for the purposes of control.  The physical techniques no matter how you group them really haven’t changed over time.

We need to change from teaching a system like passing down a martial art to the next generation, to a tailored approach.  There are core skill sets every professional must have.  You just adjust how those skills are used so it's field applicable “just right” for the individual.

We are teaching the same things to the 6’02” 230lb Division One Defensive End as we are the 5’01’ 124 female who has never been in any type of physical altercation her entire life.

Big guy can easily control everybody in the room with a straight arm bar take down into cuffing.  Basic bread and butter defensive tactic found in all systems.

Here is Batman doing an arm bar take down

Big guy will be able to physically control people most of his career despite his training, not because of it.  Until he fads from his physical prime. Or he runs into someone bigger, stronger or just flat out committed to feeding him his liver (Then he may be in for a rude awakening)   

High 5’s good jobs, good grades.  He is rewarded for being able to do what the system teaches.  

Autosuggestion phrases - this system will work – backed by success in training gives him confidence in what he is learning.

Little gal works hard, can pull the technique against the other females in class.  She is as technically skilled as the big guy, but has trouble doing it to anyone else.

No high 5’s, at best good effort Sally.  She receives poor marks on her practical exams.

So what happens, her friends in class give her the technique.  She believes she can pull it in the field, when she has no actual competence in this area.  Or they don’t give it to her and she ingrains that she will lose anytime she has to go hands on with anyone.
Both are negative potentially catastrophic outcomes.

We can’t just teach her a system.  We have to teach her how to fight as the best her not a poor imitation of the big guy.

We need to teach her to work the system and how to adapt.

I said it is like big game hunting.  Everyone in this room is an experienced police officer and martial artist.  Yet none of us would box a lion.  We don’t fight lions we hunt them and use tactics and tools to safely put them down.  We don't high 5 a guy that got torn apart boxing a lion.  We generally think that guy is dumb. 

But we teach 5'01" women to try to take down division 1 defensive ends with a straight arm bar.  We high 5 them if they can do it and punish them if they can't instead of having them recognize that tactic is stupid for them and teaching them to transition to something that would work for them and giving them the skills to articulate that higher level of force.

This is the straight arm bar
This is what is for
This is what it feels like when it is working
This is what it feels like when it is not
If this ever feels like that (if it ever feels like work) switch to this.
In your case it might be transitioning to a weapon.
Practice that transition and articulating (Circumstances and Officer / Threat Factors) why you chose that force option.

That should get high fives!
If we are trying to get this generation to step up. We must instill ‘faith’
‘Faith’ being the willingness to do something you KNOW works.
For that to happen we have to teach them how to make things work for them, so that they have something their hind brain / lizard brain believes will work.

Then conversation then shifted to the “softness” of the generation of new recruits we are now instructing.

In the past certain assumptions were made.  Recruits had been in a fight before.  They know how to “scrap”.  It was part of growing up.

So you can start with a straight arm bar in training.  This is how cops go from scrapping into control / arresting.

That assumption no longer holds true.  These recruits have never been in a scrap.  They have never been in a contact sport.  Many have never been in any type of physical competition.  They played games where no score was kept so as not to hurt anyone’s self-esteem.  They all received participation trophies no matter how well or poorly they performed.

Now, when this generation comes across someone who doesn’t care about their feelings, who won’t do what they nicely ask them to do, or worse yet become confrontational when asked to do something – they freeze up like deer in head lights.

That raises the questions:
Do we need to teach “fighting” / “scrapping” first then add cop techniques?
How do we address the need for some type of sparring to administration?

How are we going to safely teach trainees what it is like to get hit?
How to hit?

In my opinion addressing these topics is one of the reasons Krav Maga has become so popular.  In its own way it starts with basic scraping, then specialization -Krav Maga for Law Enforcement for example.

I will attempt to answer those questions in my own way with a series of blogs this year.

I have an opportunity to teach Defensive Tactics Instructor School for a local University starting next year.  My goal is to have solid answers to those questions and the means not only to better this upcoming generation, but to teach others how to instruct them.

Prepare them for life’s ass kicks

Great conversation, good brainstorming and cool new professionals to play with.  That was a fun day.

A few weeks later I taught self-defense classes for a local high school.  That experience really drove home the need.  Just how important helping this generation …I guess the only way I can express this is “get their balls back” truly is.

Freshmen and sophomores mostly ranging in age from 15 – 18 years old.
Every class is supposed to start with a warm up / physical conditioning.  This consisted of 10 seconds of [insert exercise here].  Not how many say push ups can you do in 10 seconds but more like please do some push ups.

I would say that 80% of the class just laid on their stomachs and waited for the time to run out.  Same for sit ups, same for squats.

Then they had to run around a volley ball court for an entire 1 minute and 30 seconds.  I saw one kid shuffle three steps then clutch his side as if he just got done with a marathon.

No self-pride, no discipline

After I was introduced, I asked them – Does anyone here know why physical education was introduced into American schools?
No response – silence
70 some odd years ago it was thought the youth of America had to be prepared for combat in WWII.
I fear if you guys were around then I’d be wearing lederhosen and speaking German today.

They didn’t get it.  They don’t study history.  Or they just didn’t think I was funny (everyone reading this knows I am hilarious)
A couple of days of self-defense with me can’t undo 15-18 years of the socialization that has created the problem in the first place.

I sincerely hope myself, and others in similar positions can come up with solutions to help this generation get their balls back.

And I don’t mean in some macho bullshit sexist way.  In this context woman have balls too.  Balls is being able to take care of your business.  What Chesty would call being hard, or a hard charger.  Taking pride in yourself and doing everything you can to be the best at everything you do.  My sister Kay has balls.  Lise has balls.  They are feminine ladies, and they kick ass.  Having balls has nothing to do with sex (plumbing) much less gender.  Having balls is natural.  Don’t believe me?  Try to approach a bear cub and see how Momma responds.  If you live through it please write how Momma bear doesn’t have balls or can’t take care of her business on the comments section.  Assuming you still have arms left so you can type.

Why is this so important?

Marc MacYoung and I have been talking about this a lot recently.  When I told him I was going to turn some of our conversations into a blog he sank the point home with this:

Think holocaust

The pussy-ification boils down to this. People can learn to stand up. But the longer it's gone on, the deeper it's embedded, the more other options are forgotten... the more people will die before the survivors remember how to stand up.

That's the spur, that's the warning

There is a reason why the IDF and Mossad are so bad ass.  They have to be, and they are constantly reminded of the consequences of not being able to stand up.
Never again!

Stay tuned to this blog this year for ways to address these concerns in a series – Reintroducing Physical Culture to America

“Our Country won’t go on forever, if we stay soft as we are now.  There won’t be any AMERICA because some foreign soldiery will invade us and take our women and breed a harder race!”
-Lt. Gen. Lewis B. “Chesty” Puller USMC

In the past training reinforced previous experience (scrapping, communicating). Training was changed for higher safety assuming that background still existed (recruits knew how to “handle their business”).
That background no longer exists.  Training has to change to reflect that.

America needs to get her balls back.

Train Hard, Train Smart, Be Safe…..Be HARD!