Built for Those Who Serve.
The MAYDAY Model™ is a recognition, response, and implementation framework designed to help people notice meaningful change, respond appropriately, connect individuals with support, and strengthen the systems that should work when someone says, “I need help.”
Recognize the Person.
Strengthen the Response.
The mission of The MAYDAY Model™ is to equip individuals, peers, supervisors, leaders, organizations, and families with memorable language for recognizing potential signs of behavioral and emotional distress and responding with intentional connection and appropriate action.
The work extends beyond awareness. MAYDAY also helps organizations examine whether leadership expectations, response pathways, resource connections, and follow-up practices are clear enough to function when someone actually asks for help.
Nicholle Brock
Retired Paramedic Fire Captain | Author | Speaker | Trainer | Creator of The MAYDAY Model™ | Firefighter Nation Contributor
After more than two decades in public safety, Nicholle Brock saw firsthand how easily the people trained to respond to everyone else's emergencies can learn to hide their own. The MAYDAY Model™ grew from that reality and from a belief that public-safety professionals need a framework that feels familiar, practical, and usable in real life.
Her work focuses on helping individuals and organizations recognize behavioral and emotional distress earlier, respond more effectively, and build practical systems that connect awareness to action. Through keynote presentations, professional development, leadership training, organizational implementation, and published writing, Brock challenges organizations to move beyond simply telling people to seek help toward ensuring people know what happens when someone actually says, “I need help.”
Publications: Brock is a contributor to Firefighter Nation and has received contributor acceptance from CRACKYL Magazine. CRACKYL publication details will be added as they are confirmed.
From Awareness to Action and Implementation.
Recognition
Notice meaningful changes, patterns, language, withdrawal, altered coping, anxiety, and loss of purpose before dismissing them as “just a bad day.”
Response
Move from concern to action with a memorable sequence for monitoring, acknowledging, yielding, directing, activating support, and staying connected.
Implementation
Help organizations align leadership expectations, resource pathways, reinforcement tools, and follow-up so training becomes usable practice rather than a one-time event.