I stay amazed with newly minted chiefs of police, heck I was one myself long time ago. Seems that we would learn from each other’s mistakes but it never seems to happen. Every new chief wants to leave their mark, fingerprints or impression of themselves on their new department. Big hint, it is not as if they do not know you are here already. The concept of ‘leaving your fingerprint’ on the department can be similar to a criminal leaving their latent prints. There is a distinct need for leaving a positive legacy, and not a trail of destruction. Having followed a couple of chiefs’ careers, there have been trails of new patches, new logos, uniforms and new everything. Words of warning, the department had a tradition before you arrived, do not destroy their past to create your image. Enhance or add but never destroy their past.
One of the critical areas that transitions new chiefs to unemployed chiefs is the budget. The only persons benefiting from your new image campaign are the vendors. Suggestion is to go through one full budget cycle before you get crafty with it. Your creating your legacy of financial responsibility is a solid foundation to build your career on, so pace yourself with ideas and maintain your career another year.
Creating a Positive Department
I do not care how shiny your badge and shoes are, the public’s perceptions are set by the officers who respond to them. If your officers are not professional in their eyes, you too are dull.
As a new leader, you should be create an atmosphere of success for all to thrive in. You should accept your responsibilities and never blame those below you. It is a team effort not a game of egos. Never blame others and especially your higher ups for staff will emulate you. If they act as you, they are being set-up for insubordination. Depends on how you look at it and who hears the anguish. Always remember, everyone is watching you at all times, no passes you are the leader.
Compliment your staff on their accomplishments. This creates an atmosphere of success. When personal excellence is recognized and celebrated throughout the entire department, we all win. How many times have you wished you had been complimented for your job well done? Compliments for a job well done are few and far between in most agencies. Take a moment and recall how you felt when you went unnoticed. Stop this now and acknowledge when a job is well done. Remember Chief, you have made to the top, now your job is make others successful.
Create an atmosphere of continuous learning. I despise the terms of minimum standards and mandatory training. I do not enjoy the idea that I have a minimally trained officer responding to a call. I want the best-trained officer representing my department. Make a point to read every day. Keep yourself abreast on all topics that are important to your success and department. Find a good article, and then share it. Unshared information is worthless if not utilized to its potential. Place your professional magazines about in break room and rest rooms for all to read.
Set goals
The way you create the future of the department is by ‘growing people’. Once again, building new state of art faculties are monuments to mediocracy if you do not invest in your most valuable assets – your personnel. You must achieve balance in all that you do. Yes, your infrastructure is important and sustains the mission. Nevertheless, you must remember, the newest, best technologically equipped police car cannot drive itself to a crime and investigate the case. This critical mission for providing human service for a victim is performed by your personnel, not the car. Your officers are the ones performing that critical face-to-face interaction with your customers. It is not all about what is state of the art, chrome and shiny - it is your people!
How you treat your employees is the most important defining role of a leader. You show me ill-tempered, non-performing cops; I will follow them to the station or precinct. The causation for their actions will be there, poor leadership begets poor performance and poor public relations. If you do not care, why should they care if you do not. Create a positive atmosphere that generates productivity and performance.
Your legacy
Do you create a situation whereby your name will not be forgotten? On the other hand, do you create an atmosphere where success is achieved through the professional growth of the department through its staff? Everyone will remember the person’s name that made a difference in his or her lives and careers. Of course, they will recall the one who was not positive, critical or bullied them. All will remember and exalt your praises if you were the good one. What better legacy can you leave than to create a learning atmosphere? You transformed a department to one where both the public and profession recognize for its professionalism.
