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Bradley Lowery invites his loved ones ‘to say goodbye’

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Jermaine Defoe had paid an emotional visit to his best mate Bradley Lowery who wanted a party to say his goodbyes. 
Little smiler six-year-old Bradley Lowery organised a get together for his cousins, girlsfreind and poppy his girlfriend. 

During the party his favourite footballer drop by to say hello and share a few hugs. 

His family shared the pictures of the party on Bradley’s Facebook page.

They said they believe it is his way of saying goodbye to everyone he loves.

The post read: “Update on Brad is… He is very weak and finding breathing difficult but he is fighting it.

“He insisted on having a party and he invited his cousins and girlfriend Poppy yesterday.

“They all laid on the bed having cuddles, I think it was his way of saying his goodbyes.”

“His best friend Jermain came to visit and it was so heart-warming seeing how Bradley reacted.

Bradley has a rare childhood cancer be neuroblastoma and is in the final stages of the terminal illness.

His family say he is fighting it in his own way, and that they are doing the best to enjoy every moment they have left with him to make him as comfortable and as happy as possible.

Yesterday his mum Gemma told how the brave youngster was “very weak” but “still fighting on in true Bradley style.”

It was recently revealed that several fake Facebook pages have been set up in a bid to gain social media likes on Facebook in Bradley’s name with some linked to fake Just Giving pages 

Our thoughts are with Bradley’s family and friends. 

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Ed Sheeran rushed to hospital after being knocked off bike in London

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Ed Sheeran has been to rushed to hospital after being knocked off his bike in London.

It is believed the singer has suffered a broken arm after he collided with a car in the capital city.

Ed took to Instagram ‘I’ve had a bit of a bicycle accident and I’m currently waiting on some medical advice, which may affect some of my upcoming shows. Please stay tuned for further news. Ed x’

Ed shared this with a picture of his guitar arm in a plaster cast and his other arm in a sling.

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Justice

FOUND: 12 & 14 Year Olds found safe and well after extensive police search

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Thanks so much to everyone who helped share this article of two girls aged 12 and 14-year-old who went missing.

We’ll keep this article active for a number of days so those who are concerned about the girls can use it as a point of reference to come back and see they have been found.

We have removed all images and names of the girls to protect their identity and allow them to return home to an as normal as can be life. We would like to thank everyone who helped from the bottom of our hearts.

Police had become very concerned for the two girls who are aged 12 and 14, they had been missing for three days in total after they failed to return home

Police Scotland launched what they called an “extensive” police operation to find two missing girls who failed to return to their homes on Friday.

Thankfully Police Scotland found the girls and returned them back to their Renfrewshire home.

 

Missing People!

If you are thinking about running away from home please be aware help and support is out there for you.

Help and support is available simply call or text 116000 they will be able to help you free and confidential.

Anyone who is currently missing from home Missing people are here to help you whenever you are ready; they can listen, talk you through what help you need, pass a message for you and help you to be safe.

Call. Text. Anytime. Free. Confidential. 116000

They are also on hand to provide support for anyone who has been recently returned home having been missing.

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Leadership Grounded in Service Delivery by Steve Cooper

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We have teamed up with Steve Cooper Police Promotion coach to bring you free tools and resources to help with your Police Promotion prep, Steve Cooper is one of the leading police promotion coaches in the United Kingdom.

Thanks to Steve and his company Rank Success is able to offer Police Hour readers free promotion tools that other coaches would charge you for, thanks to our great relation with Steve we are able to offer you this advice, information and valuable police promotion information and advice absolutely free of charge for the Police Hour readers looking for Police Promotion.

The focus of this exclusive editorial feature written by Steve Cooper is the ‘7 Things interview boards also look for in promotion candidates’ is knowledge of the policing environment you aspire to lead in.  Here are the 7 key traits which police promotion boards inherently value:

  1. Good awareness and understanding of vision or mission
  2. Self-aware, understanding personal values and development areas
  3. Demonstrates awareness of the current policing context
  4. A response that goes beyond the theoretical
  5. Able to evidence leadership impact in & beyond your team
  6. Well-structured and considered responses
  7. Demonstrate strong leadership skills grounded in service delivery

Thing 7: Demonstrating Strong Leadership Skills, Grounded in Service Delivery

“Know what it is you are trying to accomplish and ensure others involved know the same.” – Patrick D. McGowan

All Bound for Mu Mu Land…

Leadership and Service Delivery are concepts featuring in all UK police promotion frameworks; the Competency and Values Framework (CVF), Police Promotion Framework (PPF) and the Metropolitan Leadership Framework (MLF). You can read a summary of CVF/PPF/MLF here, where you will learn they are not to be confused with the ‘Justified Ancients of Mu Mu Framework’ (KLF). I digress… These frameworks are key expectations of both Sergeant and Inspector roles.

The promotion board will of course have a marking guide and six or so questions for you, based on the rank competencies.  Adhering to the relevant competencies of the rank you aspire to in your verbal responses is a good strategy. This is almost always based on a sound understanding of your force promotion framework and aligning your own evidence to it.

So when it comes to service delivery, what indicators could a promotion panel consider when deciding whether to promote YOU instead of ‘A. N. Other’ candidate they may interview? This blog will take you through some of the human considerations of these supposedly ‘objective’ competencies.

Focus on Delivery

“Act as if what you do makes a difference. It does.” – William James

Who why what

A ‘focus on delivery’ (internally and externally) is one indicator of potential. In raising your awareness around this, it may be helpful as part of your wider preparation to think through and ask yourself the following questions:

  • Are you someone who consistently sees things through to completion, delivering against challenging deadlines? 
  • Do you go above and beyond what is expected to get the job done? 
  • Do you take opportunities? 
  • Do you step out of your comfort zone to try new ways of doing things? 

I suspect the answer to all of these is a resounding yes. In the interests of preparing yourself ahead of a promotion opportunity however, you might want to delve a little deeper by asking yourself these further structured questions against the ones outlined above:

  • When did I do this? (CONTEXT)
  • What did I do? (SPECIFICS)
  • How did I do it? (ALIGNED TO COMPETENCIES)
  • Say to yourself “So what?” (RESULT / OUTCOME)

Spending some time reflecting like this can help you think through and develop some considered responses. You will be delivering these responses, to help the board see and hear that you are a candidate who considers and understands wider aspects. Someone who understands the role.

The Role

“When we all play our part the world will run as designed. Do your part, do it now!” – Temitope Ibrahim

What do you know about the role of Sergeant/Inspector? Everything or nothing? In truth it’s likely to be somewhere in between. Clearly, the more you know and understand about it the better. But both the Sergeant and Inspector role have expectations and responsibilities around managing resources, e.g. time, money, people and equipment linked to how service is delivered or provided.

Ask yourself – When have I managed resources to deliver, improve or recover service? 

What did you do? How did you do it? Then say to yourself “So what?” 

That might sound a little blunt, but it’s a good way of holding yourself accountable in formulating your evidence; it’s of limited use offering examples without a result or outcome. By limited use of course, I mean scoring 2 or 3 rather than 4 or 5 (out of 5). Remember that ‘good, better, BEST‘ mantra??

Promotion to Inspector

Service Delivery – Internal

“Within the context of reducing budgets and changing demand, the police service can continue to provide service but it will have to be delivered in different ways. We are determined to be as innovative as possible in meeting these challenges.” – From Reshaping Policing for the Public.

It is the Sergeant who, based on job knowledge and experience, directs the daily work of their team. With this in mind, what is your responsibility to deliver service internally? You’ll be expected to impart shared values, standards and culture to those under your supervision and as an aspiring promotion candidate, you’ll have a good idea of the kind of working environment you want to foster for your team. One in which people feel supported and where they are free to innovate, thrive and excel. Why is this important?

To ascertain your focus around this, the board might want to hear about your leadership and how you will set, communicate and reinforce standards to ensure service delivery and promote ethical behaviour.

Service Delivery – External

“The police service is under unprecedented pressure, having to deal simultaneously with financial austerity and changing patterns of crime. The police need to better understand the changing nature of demand on their services.” – Rick Muir

The effective investigation of crime, alleviating anti-social behaviour in communities and keeping the public informed all drive and maintain public confidence.

As an Inspector your role will include delivering and implementing plans in addition to allocating and monitoring the quality and progress of work relating to these and other aspects of service delivery.

  • So what do you know about wider challenges the service faces, particularly relating to understanding and/or managing demand?
  • What is your force doing well at the moment?
  • What is not being done so well? Why?
  • How can things be done more effectively and/or efficiently?
  • What will you do as a new Inspector to help the organisation move forward?

Addressing some or all of the above points and questions will help to elevate your awareness and increase your focus around service delivery. The name of the game.

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