One of the most critical decisions in the management of city operations lies in the selection of a police chief. The choice often pivots on promoting someone internally or hiring an external candidate. My experience as both an internal and external police chief allows me to provide a nuanced perspective on this multifaceted issue.
Promoting an internal candidate to the position of police chief carries several advantages. Their familiarity with departmental protocols, key personnel, and the community they serve is an invaluable asset. This intimate understanding of the system allows them to navigate the intricate dynamics of law enforcement with relative ease. The sense of familiarity can also contribute to a more seamless transition.
However, promoting from within is not void of potential challenges. Existing personal relationships within the organization can blur the lines of objectivity and create potential conflicts of interest. There may also be a pressure to maintain the status quo, which could stifle innovation and hinder progress. Furthermore, remaining within the comfort zone can lead to complacency, an undesirable trait in a field that requires constant vigilance and adaptability.
Conversely, hiring an external police chief can offer unique benefits. An external candidate comes without preconceived notions and biases, likely to evaluate individuals and situations based on merit alone. Such impartiality can build trust among employees and the public. Additionally, an external police chief can bring a fresh perspective and innovative approaches to the organization.
Nevertheless, this path also comes with its own set of challenges. There might be resistance from senior management, particularly from those who were contenders for the position. Similarly, there might be resistance to change from the rank and file, who may be uncomfortable with new methods. Moreover, any changes, particularly those related to organizational culture, need to be implemented gradually and intentionally. It's not about turning a jetski or speedboat; it's more akin to turning an aircraft carrier 180 degrees.4
In addition, change should not be made to quickly make your mark as the new chief. Some things like uniforms and police car markings and paint schemes are the historical identity of the department and changing those things immediately for the sake of change alone can have ill effects on the external chiefs relationship with the department.
Having been a chief under both options, I find that being an external chief is more enjoyable and less stressful than being an internal chief. It enables the chief to share new ideas with the department and allows him to learn from his new department, providing growth opportunities for both.