Going back to my childhood roots, I would have to attend our church’s annual “revival”. Whether I wanted to go or not, I was hauled along my parents to get my mind right. The concept of this annual event was to reinvigorate and revitalize all the congregates. Maybe even inspire some to join the church or others to cease their wayward heathen actions. After visiting a few recent police agencies, I see their need of some departmental revivals, especially by their leadership. Can I get an amen?
When we review police staffing today and read recruiting ads, all I hear is that we are offering a big sign-on bonus! Our starting salaries are higher, so you want to work here -right? Everyone seems to be offering big bucks to sign on. Has anyone stopped to ask – why is your staffing at an all-time low? Why are there more cops leaving than joining? There seems to be some questions that beckon for answers.
Lack of will by leadership seems to be a regular symptom. I can understand that you are weary of the job and all of the related stressors. Recently, I was speaking with an assistant chief of a larger metropolitan department. He ended nearly every statement with “290 days”. He was counting down and did not seem to care about some issues we were discussing. He lacked the will or internal drive to face a problem, just trying to hang on to get out. So for the remainder of his employment, he is allowing his department to further fester into apostacy. To rekindle ones’ inner drive or motivation that has been lost sends out a bad message to all in his command. Leaderships lack of will can destroy a department, no big sign-on bonus will cure this.
Protection of comfortable and normal seems to be yet another malady of leadership. Once they have become comfortable with the daily routine and assignment, nothing will change. They will defend this existence as the good life for them and few about them. When you take on a new assignment or project, most are thrust into an uncomfortable realm. There is the fear of failure or rejection. We all want to succeed in our professional life. But if you have been comfortable for a long time, it is harder to get up and take on a new challenge. Most love the routine of life, nothing much to do except the expected, required tasks.
Resistance to change is still fact of life. Although in my eyes, law enforcement is one of constant change and we seem to handle whatever is thrown at us. An annual example is when the state passed the ‘new laws’ for enforcement. We have had laws on the books for years, so every year that is an update. Cops moan and groan but accept them and go forth. In the past decade look at the recent changes that have become common place now. Unmanned aerial vehicles (UAVs or drones) are now commonplace in our police toolboxes. Body-worn cameras are another technological tool that many said would never happen. Handguns with optics is evolving as well. So, when a police leader tells me that they are resistant to change. I will ask them, did you ride a horse today, while carrying your six-shooter strapped on your hip? No communication such as cell phones, workstations or no P25 band radios? Every police officer, no matter which generation they hail from has seen, accepted and embraced change.
How to revive our lost leaders is a great question. When someone tells me they are contemplating leaving the vocation, I have one question. “What made you take the job in the first place?” I want to know what propelled you into taking a career path that requires vast training to enter, then continual training for a career that is fraught with perils. What made you fall out of love with the job? If they can be honest and tell me, maybe we can salvage them. Every time we have a veteran officer walk out with their experience and institutional knowledge, we all lose.
When we replace one officer, examine the financial impact on the overall budget. A department must now recruit, test, complete backgrounds and equip them to attend a lengthy academy and be field trained. It takes nearly two years before most become a stand-alone, solo officer. Who loses here? The department, the officers working next to you and the citizens. Yes, the citizens deserve quality policing and when you let a quality officer walk, its impacts are the pebble in a pond, the waves will crash on the shore soon.
Leaders, please look at yourselves closely before you “retire on the job”. Your lackluster performance is seen by all, you are not fooling anyone by taking the low road. Younger officers and supervisors under your command know what you are doing. By you becoming an uninspired leader you set the temperature for the department or your section. Why should we produce when you don’t?
How do you want to be remembered when you do leave? What would be your moniker or your epitaph? The day you retire may be the main focus, but your legacy will follow you to the grave. If you get bored in retirement and want to seek a parttime employment elsewhere, what would your old department say about you?
It is important for leaders to remain engaged and energetic while on the job, do not retire before that date of departure. Continue to pass on your insights and share lessons learned. Your department will not advance into the future if you take the secrets of success with you, share them. Share your visions of what a positive future for the department looks like with your upcoming stars. Give them your best advice for them to become successful. In the months to come, you will watch the news and think to yourself that you taught those officers. You will still have departmental pride in knowing you left your positive mark.
William L. Harvey | Chief
William L. "Bill" Harvey is a U.S. Army Military Police Corps veteran. He has a BA in criminology from St. Leo University and is a graduate of the Southern Police Institute of the University of Louisville (103rd AOC). Harvey served for over 23 years with the Savannah (GA) Police Department in field operations, investigations and completed his career as the director of training. Served as the chief of police of the Lebanon City Police Dept (PA) for over seven years and then ten years as Chief of Police for the Ephrata Police Dept (PA). In retirement he continues to publish for professional periodicals and train.
