A word from the author

  This side chapter is the first in a series of supplemental entries set outside the main narrative.

  These sessions are a way to explore some details about other characters that we can't see from the main character's perspective. They're structured, clinical conversations, so the format is more dialogue-heavy with minimal narration. I hope to use them to add depth, context, and sometimes a different angle on events you've already seen.

  Hope you enjoy the change of pace.

  Organization: The Marshals — Psychological Readiness Division

  Client: Jennifer Wilson — Probationary Marshal

  Therapist: Dr. Elias Renn, Clinical Psychologist

  Session: 1 (Mandatory Evaluation)

  Date: 17/10/3549

  Location: Behavioral Health Office, Level 19

  The office is sparse by design — neutral lighting, sound-dampened walls. A deliberate attempt to highlight the clandestine nature of the interactions that occurred in the room.

  The door opens precisely on time. Jen steps in, scans the room once, then sits without invitation.

  Dr. Renn: Marshal Wilson, welcome to my office.

  Jen: Uh-huh.

  He waits. No notes yet.

  Dr. Renn: Do you know why you're here?

  Jen: Because we aren't trusted to not go insane without supervision.

  Dr. Renn: Because it is assumed that stress affects everyone eventually.

  Jen: Same thing.

  The air holds. He lets it sit rather than countering.

  Dr. Renn: Ok, Ground rules. Attendance is mandatory. Participation is not forced. You can decline any question. I won't chase answers you refuse to give.

  Jen: That's new.

  Dr. Renn: Cooperation works better than interrogation.

  Jen: Good for you. I don't do confessionals.

  Dr. Renn: Understood.

  He finally opens his tablet but doesn't look at it.

  Dr. Renn: How well do you sleep?

  Jen: Fine.

  Dr. Renn: Your appetite?

  Jen: Normal.

  Dr. Renn: Any nightmares?

  Half-second pause. Barely noticeable.

  Jen: No.

  He nods once, but makes no note.

  Dr. Renn: How has your first week as a marshal been?

  Jen: Productive.

  Dr. Renn: That's an operational assessment. I meant personally.

  Jen: I don't separate those.

  Dr. Renn: Most people say that early on.

  Jen: Most people talk too much.

  Dr. Renn decides to shift approach — less exploratory, more observational.

  Dr. Renn: You're maintaining professional distance. That's fine. We can talk about your performance trends instead.

  A case of literary theft: this tale is not rightfully on Amazon; if you see it, report the violation.

  Jen: Sure.

  Dr. Renn: Your record shows strong consistency historically. Your first exercise, however, broke that pattern.

  Her expression becomes guarded.

  Jen: Already handled.

  Dr. Renn: I'm not conducting a review.

  Jen: Then don't bring it up.

  Dr. Renn: Your wellness indicators showed high stress levels around that time. That makes it relevant to your psychological profile.

  Jen: Or it means I wasn't up to par. It happens.

  Dr. Renn: Does it bother you this much?

  Jen: You're assuming it bothers me.

  Dr. Renn: Your posture changed the moment I mentioned it.

  She leans back deliberately, crossing one leg.

  Jen: There. Fixed it.

  He decides to move on.

  Dr. Renn: You've had therapists before.

  Jen: Unfortunately.

  Dr. Renn: What worked poorly?

  Jen: They tried to make meaning out of everything.

  Dr. Renn: You felt analyzed instead of listened to.

  Jen: I felt bored.

  Dr. Renn: Then I'll cut to the chase. I won't ask what happened during the exercise. I already know the official version. I'm interested in what lingered afterward.

  Jen: Nothing.

  Dr. Renn: Then why are your training hours significantly above the limits recommended by your training officer?

  He notes the lack of an outwardly reaction.

  Jen: Because improvement is part of the job.

  Dr. Renn: Overcorrection usually signals unfinished processing.

  Jen: Or discipline.

  Dr. Renn: Those aren't mutually exclusive.

  Jen: Doesn't matter.

  Dr. Renn: Fair. Let's change direction. Tell me how you feel about your squad mates.

  Jen: They are the best people I know.

  Dr. Renn: I assumed. You've known them a long time, haven't you?

  Jen: Yeah, eight years at the academy.

  Dr. Renn: That sort of continuity usually stabilizes recruits.

  Jen: We work well together.

  Dr. Renn: You trust them?

  Jen: With my life.

  Dr. Renn: That answer came quickly.

  Jen: Because it's true.

  Dr. Renn: Trust isn't the same as comfort.

  Jen's eyes narrow slightly.

  Jen: You always split hairs like this?

  Dr. Renn: Occupational hazard, don't give it too much thought. I noticed earlier that your leader is repeatedly mentioned in peer notes.

  Jen: Shocking.

  Dr. Renn: Described as someone you rely on heavily.

  Jen: He's good at his job.

  Dr. Renn: And personally?

  She hesitates.

  Jen: He's… dependable.

  Dr. Renn: That word choice sounds deliberate.

  Jen: I choose my words carefully in rooms like this.

  Dr. Renn: Sensible.

  An uncomfortable silence stretches. He doesn't push.

  After several seconds:

  Jen: He's practically my best friend. There. Happy?

  Dr. Renn: I wasn't unhappy before.

  Jen: Don't read into it.

  Dr. Renn: I won't.

  He actually doesn't.

  Dr. Renn: Was his reaction to your failure in the first exercise relevant to your feelings after?

  Jen: He's the captain. It's his job to evaluate our performances.

  Dr. Renn: That's not an answer.

  Jen: It's the only one you're getting.

  Another long pause.

  She exhales once, annoyed.

  Jen: …I don't like disappointing people I respect. That's normal. Don't make it psychological.

  Dr. Renn: I won't.

  She studies him, judging.

  Dr. Renn: Let me clarify my role. I'm not here to uncover secrets or reinterpret your past. I'm here to notice any patterns that might interfere with your operational judgment under prolonged stress.

  Jen: So you're maintenance.

  Dr. Renn: Preventative maintenance, yes.

  Jen: I can work with that.

  Dr. Renn: That's nice to hear. Moving on. After the exercise — did you feel angry, embarrassed, or frustrated?

  Jen: None of those.

  Dr. Renn: Then what?

  Long silence. She almost declines.

  Jen: …Annoyed.

  Dr. Renn: At?

  Jen: Circumstances.

  Dr. Renn: Not yourself?

  Jen: I said annoyed.

  He accepts the boundary.

  Dr. Renn: The first sessions are mostly calibration. You decide whether I waste your time.

  Jen: Jury's still out.

  Dr. Renn: Reasonable.

  Jen: You haven't crossed any lines yet, so you're ahead of the last guy.

  Dr. Renn: Low bar.

  Jen: Higher than you think.

  He makes a note of this.

  Dr. Renn: Anyway, that pretty much concludes the first session. I'm going to give you a bit of homework. After your training sessions, try make a note of your level of physical fatigue and mental focus. It's nothing too complicated.

  Jen: So just data collection.

  Dr. Renn: Exactly.

  Jen: Fine.

  Jen stands, already mentally leaving.

  Dr. Renn: One observation before you go.

  She pauses but doesn't turn fully.

  Dr. Renn: You're not defensive because you're hiding weakness. You're defensive because competence matters to you more than comfort.

  She stands at the door for a few moments then shrugs her shoulders.

  Jen: Whatever you say, sir.

  Dr. Renn: See you next time.

  She exits.

  Dr. Renn records a brief note only after the door shuts: "Initial presentation: controlled hostility, high discipline, strong boundary maintenance. Engagement possible through professional framing rather than emotional inquiry. Trust level: minimal."