For obvious reasons, I cannot divulge which agency or specific names of officers that I work with. It wouldn’t make much of a difference anyway.
Leadership, both good and bad, isn’t isolated to just one department.
Or one profession.
Toxic leadership crosses all barriers, both professionally and personally.
The truly unique profession of law enforcement has allowed me a front row seat to what I call the good, the bad, and the ugly of both the scum of our society and the leaders of those who face it.
And I’m not just talking about the job itself.
I’m talking about leadership.
Now there have been a thousand articles written on this topic by high ranking officers, police chiefs, criminologists, and P.H.D’s. I’m thinking that, like me, after the first paragraph you are ready to claw your eyeballs out.
Okay, so that was more than one word.
I take leadership and its core principles seriously. I am not proclaiming to be an expert in the field of police leadership or the second coming of Vince Lombardi or Bill Belichick.
Men far greater than me have dissected and written at length on the topic. If you prefer a more scholarly or academic breakdown of the topic I understand.
But just like that old saying, “you know it when you see it”, great or poor leadership is easily recognized.
This article should be a reminder to all of us in a position of leadership, to know and recognize, with self awareness, when we slip or fall into one of these categories.
1. Not knowing or having done the job
This goes counter to what some managers will tell you. They will say that you don’t necessarily need to know the job of your subordinates.
And they would be exactly right.
But this article isn’t about being a toxic manager.
It’s about leadership. Specifically, leading cops on the street.
I, like most of you I’m sure, have had supervisors who have come in and tried to fake their way into gaining the respect of their underlings.
It usually doesn’t go well.
We have all witnessed a boss who has been paralyzed to action when making a decision out in the field.
When the sh#t hits the fan, do you want the boss who knows the job or a manager?
You want a leader.
Every single time.
There is nothing worse than having someone in a position of leadership who can’t make a decision.
This is usually a result of either only doing the job for a short time or having never done it all.
2. Being an asshole
I remember watching a documentary not long ago about the late Steve Jobs.
It delved into the history and rise of the tech giant. It also spoke of his leadership of the company that was at best not very pleasant.
The documentary did a skillful job of glorifying him in the way he would treat his employees.
“But Sarge, he was so brilliant and smart and changed the world….”
I guess when someone is dead their asshole ways become overlooked if they can make a good phone.
For some unknown reason, a few bosses think that being mean to their people is how you should be.
When I first came into police work, almost every supervisor I came into contact with was a king prick. And yes, the female bosses weren’t much better.
Not every supervisor I had operated in this manner but there were enough that made me determined not to be like them.
I have mentioned in several of my articles that I am a former Marine.
Most would think that, because of this experience, that I would be a complete hard ass when dealing with my officers.
But it is never in a demeaning or demoralizing way.
Most have a preconceived perception of the Marine Corps and it mostly comes from what they have seen on TV or the movies.
Not every interaction between a PFC and a Marine Platoon Sergeant is like the opening scene of Full Metal Jacket.
Most Marines in positions of leadership act more as mentors and coaches rather than hard asses.
Okay, there were a few who were your worst nightmare but most of them were afraid of getting fragged in the field so it was rare.
3. Not supporting your employees
Support means a lot of different things to different people. The support I am talking about is the kind that makes people feel like you care.
If you don’t care about your people then you should never consider yourself a leader.
“But Salty, I DO care about my people, I swear I do!”
Then show them you care with your actions.
I’m talking basic here.
Like asking them how they are feeling and show them you genuinely care about their well-being.
If they are having personal problems outside of work, listen. The hardest thing for bosses to do sometimes is listen.
And I’m not talking about doing the bare minimum for your people that HR says you have to do.
I’m talking about going that extra step, no matter how small, that shows that before anything, you care about them as a human being first.
Like checking on them at least once in 6 weeks after they have suffered a grade 3 sprain while playing basketball with their 11 year old son.
Or shoveling snow from the driveway of one of your injured officers even though they have 3 teenage boys.
That would be a good start.
You can find other ORIGINAL articles like this one and more at The Salty Sarge Facebook Page.