Police Coaching Case Study: Confidence Isn’t Enough

Police Coaching Case Study: Confidence Isn't Enough

This post — Coaching Case Study: When Confidence Isn’t Enough — is about a common type of client I meet more often than you’d think: the candidate who believes they’re ready, but repeatedly resists the preparation process. On top of that, they're in denial as well.

Over the years, I’ve worked with a range of police and public safety candidates — from highly prepared to dangerously overconfident. I have noticed a common pattern with those who are not ready yet.

Whether you're applying with your OACP, for the OPP in Ontario, for the RCMP, on the West Coast using your ETHOS, for CBSA with your OTEE, or any other police service, please read this blog post to save years of time with your journey.

The Resistant Candidate Pattern

They show up without having done the work.
They want to argue the structure instead of meet it.
They believe life experience alone should be enough.
They think confidence can replace clarity.
They avoid self-reflection (sometimes proudly).

And yet — they still sign up for coaching. That tells me something.
Some part of them knows they’re not ready. Some part of them is reaching out for structure, even if they resist it once it arrives.
Often, it’s the subconscious part of them running the show — the part that’s unsure, afraid, or quietly sabotaging the process.

Strong-Willed Isn’t the Problem

This career path tends to attract strong-willed, high-energy individuals — and rightly so. The best officers are decisive, confident, and unafraid to speak up.

But those same traits can backfire in the prep stage, especially when they show up as defensiveness, inflexibility, or a belief that the rules should bend for them. Being opinionated is not a flaw — unless it gets in the way of growth.

This is why I'm sharing this blog post, Police Coaching Case Study: Confidence Isn't Enough, to help clients understand what's really needed to succeed.

Shifting the Conversation

In situations like this, I often find myself saying:

“Sometimes when we’re sabotaging our prep, it’s not laziness — it’s doubt. Are you sure this is what you really want?”

That question usually lands. Not always immediately. But often enough.

A frank discussion around what might be holding them back is often enough to shift the conversation effectively and get the client back on track.

The Traits of Strong Candidates

The strongest candidates aren’t always the most vocal.
They’re coachable. Curious. Willing to be uncomfortable.
They prepare because they respect the process — not because someone told them to.

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The Good News: Most Do Grow

The truth is, most candidates who begin with resistance eventually face their own patterns — and when they do, they change. They show up differently. They prepare fully. And many of them do go on to succeed — not because they were perfect, but because they were willing to grow. One of the primary traits police services are looking for is coachability.

Final Thought

If you’re serious about pursuing this path, show it.
Not with big talk — but with steady preparation.