January 28, 2020

12 traits of effective police leaders

Posted on January 4, 2019 @ 13:39 by in EMS, FIRE, POLICE, Uncategorized

Althea Olson and Mike Wasilewski
Author: Althea Olson and Mike Wasilewski

The article, originally published June 2016, has been updated with current information.

For most law enforcement officers, being a cop is more than just a job, it is a lifestyle and an identity. The potential for law enforcement to be a deeply rewarding career is great and, for many officers, it is. Police officer testing is traditionally a keenly competitive process where literally hundreds of hopefuls can vie for each open spot on a highly sought after department.

Most applicants will never receive an offer but, for those who do, a front row seat to — and a starring role in — one of the greatest shows on earth awaits. The opportunity to do good directly and positively influence the quality of life in the small corner of the world under our protection, and tasting life in a way most people never will is gratifying and addicting. How many get to live out what is often a childhood dream?

So what happens then that so many law enforcement officers find themselves angry, burned out, and counting down to the first opportunity to grab their pension and bail? How is low morale and disillusionment so pervasive and universally understood among cops as to almost be expected? And why — when we’ve written about these very topics — do we receive more feedback from cops, through comments and email, verifying our points and recounting their own experiences? For far too many LEOs, something happens “between their hiring and retiring.”

Although some of the problem surely lies with what is seen on the street, a public perceived as unappreciative, and an unsupportive political culture, there is ample evidence that disillusionment with departmental administration and leadership is a powerful predictor of burnout and low morale among cops. Simply put, for a great many officers it is not so much the job that gets to them, but a psychologically harmful internal culture within their departments.

The Importance of Leadership

Effective leadership has the power to make or break a department and the best litmus test is to take a step back and look at those around you. Are you serving side-by-side with productive and motivated cops? When someone from the leadership hierarchy approaches, how do facial expressions and body language change? Do people become closed in body posture and more defensive in their words, or do they continue to smile and invite their supervisors into conversation? Is productivity contagious or is it a culture of resentment and pushback?

The beauty of effective leadership is once the skills are mastered a team can become a well-oiled machine. It literally functions without much supervision. When ineffective leadership skills are implemented, even just by one poor leader, the entire agency is infected with low morale, anger, low productivity until coerced, increased workers compensation claims, a higher risk of injuries, and abuse of sick time.

Our Leadership Challenge

For all of you who put on the badge every day, we want to challenge you to accept the Effective Leadership Challenge because you are all leaders in your communities 24 hours a day, whether on the job or at your child’s little league game. People look to you for guidance, safety, encouragement, and protection.

When you arrive to begin your watch, your coworkers depend on you to be an effective leader no matter your position within the agency, from patrol all the way up to chief. Everyone has the chance to lead daily whenever you are first to arrive on a call, confronted by a citizen angry with a decision you made, or when everything’s gone sideways and people look to you to make it right.

And for those of you in a designated supervisory role, examine your own behavior and attitudes against the traits of effective leaders that follow. View your efforts with a self-critical eye, with the goal of always improving and growing subordinates professionally and in their own leadership acumen.

According to Josh Maxwell in the book The 5 Levels of Leadership, “The bottom line is that an invitation to lead people is an invitation to make a difference. Good leadership changes individual’s lives. It forms teams. It builds organizations. It impacts communities. It has the potential to impact the world.”

Everyone reading this has the chance to step up and lead and our challenge to you is to do it effectively.

12 Traits of an Effective Leader

When studies are done on leadership, one thing holds true; effective leaders focus on developing a culture of rewards versus a culture of punishment. Here is how they do it:

    Live their values — Effective leaders have a strong moral compass and have defined their values. They have a code of ethics on how to treat others and their behaviors back up their words. Realize position does not define leadership — Leadership is not defined by a vertical position. Leaders who rely on their title or position to influence others just do not seem to work well with others. Leaders who lead by their hierarchal position do not lead well, according to Josh Maxwell, because they fail to acknowledge that leadership is about working with people. Set goals for interpersonal skill development — Personal development is ongoing, just like tactical skills, throughout our entire lives. Effective leaders see their personality strengths and talents and continually work on making them stronger. They also identify where they are not as strong and set achievable goals for improvement such as being slow to anger (less irritable) or listening more, instead of being defensive or treating others with contempt. Say “Thank You” often — Take the time to appreciate the strengths of others with an encouraging word or gesture. Of course, it is their responsibility and expected of them to do their job and do it well, but a word of acknowledgement and gratitude goes far. Admit their mistakes — Approach their mistakes with humility instead of justification and defensiveness. It allows the organization to move forward instead of being stuck on the blame and shame. Are mentors and coaches — They believe in duplicating themselves so that others can rise up to be better leaders themselves. High-level leaders encourage the people around them to soar to their highest potential; by doing this they minimize their necessity at the most basic operational level, freeing themselves to creatively move the organization forward. Accept influence — Look for opportunities to learn and grow from anyone instead of criticizing another person’s value or assuming they know it all. Hold people accountable — Are able to lead in tough situations and able to negotiate conflict with authority and decisiveness without degrading another person. Delegate to the expert in the room — Are able to hand over projects to the most qualified instead of letting their ego or political ambitions hurt the culture around them. A true leader knows how to follow first and then steps up to lead when there is a gap in knowledge or skill level. Vision cast goals — The ability to set goals for a team or an agency that are clear and concise and done in a way that generates momentum towards productivity. Most leaders approach goal setting as a dictator rather than a vision caster. A dictator generates resentment and low morale whereas a vision caster generates excitement and buy-in of the goals. Forgive — According to Robert Sutton, PhD, in Good Boss, Bad Boss, from the “Eleven Commandments for Wise Bosses”: “Do not hold grudges after losing an argument. Instead, help the victors implement their ideas with all your might.” Imagine how the police culture would be revolutionized if mistakes were learned from instead of held against someone for their career. A culture of forgiveness would heal a lot of angry cops. Are solution-oriented — Identifying the problem is easy. Finding the solution takes creativity and brain power. Effective leaders do not complain, instead they mull over the area that needs attention, involve others in brainstorming, and work it over until a feasible solution is found.

Conclusion True leadership is a lifestyle, not a position. Those who are effective know they are change agents and seek out to be “iron that sharpens iron.” To be an effective leader goes against human nature and definitely against standardized police culture for it takes humility, commitment, and a strong work ethic on personal development. So will you rise up and accept the challenge?

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