Leadership within law enforcement is a critical aspect of municipal management and governmental operations. This is especially true when considering the hierarchical nature of law enforcement agencies. Leadership often falls on the shoulders of those in higher-ranking positions, such as sergeants, who are often expected to command and be listened to during critical incidents. However, having observed the inner workings of law enforcement for over 16 years, I've noticed a pattern of missed opportunities in leadership development, particularly in the area of relationship building and influence.
Many law enforcement agencies seem to operate on the assumption that leadership is a position rather than a skill that requires continuous development. Sergeants and other high-ranking officers often attain their positions through promotional tests, with little to no additional leadership training provided. This is a vast oversight, as merely holding a position does not inherently equip an individual with the tools necessary to lead effectively. It is akin to promoting someone to a chef without teaching them how to cook.
Leadership, as John Maxwell, a renowned leadership expert, argues in his numerous books, should be viewed as an opportunity for growth. It's about influence, rather than authority, and relies heavily on relationship development. This concept is equally applicable to law enforcement agencies. By focusing on building relationships and influencing others positively, leaders within law enforcement can create a more collaborative and productive work environment. This approach also enables subordinates to have their own opportunities to lead, fostering a sense of empowerment and responsibility.
Granted, this is easier said than done. Altering leadership styles within law enforcement agencies requires a significant cultural shift. It calls for a commitment to continuous learning and an openness to change. However, numerous studies have shown the benefits of such a leadership style. For instance, research has found that leadership that emphasizes relationship building and influence can lead to increased job satisfaction, higher levels of trust, and improved performance among employees.
Incorporating these leadership practices into law enforcement agencies begins with providing additional training to those in leadership positions. This training should focus on building emotional intelligence, enhancing communication skills, and emphasizing the importance of relationship building. Furthermore, it should also involve creating opportunities for subordinates to take on leadership roles, which can help cultivate future leaders within the organization.
It's also essential that these changes come from the top. If senior leadership within the agency does not support these changes, it's unlikely that they will be effectively implemented. Therefore, it's critical that those at the highest levels of the organization understand and champion the value of this leadership approach.
Leadership within law enforcement agencies should be more than just a position. It should be an opportunity for growth and influence, both for the individual in the leadership role and for those they are leading. By focusing on relationship building and providing opportunities for subordinates to lead, law enforcement agencies can create a more collaborative, effective, and satisfying work environment.
[1] Maxwell, John C. The 5 Levels of Leadership: Proven Steps to Maximize Your Potential. Center Street, 2011.
[2] Northouse, Peter G. Leadership: Theory and Practice. 7th ed. SAGE Publications, 2016.
[3] Yukl, Gary. Leadership in Organizations. 8th ed. Pearson, 2012.
[4] Bass, Bernard M., and Ronald E. Riggio. Transformational Leadership. 2nd ed. Psychology Press, 2006.
[5] Goleman, Daniel. Emotional Intelligence: Why It Can Matter More Than IQ. Bantam Books, 1995.