William Bratton: Tipping Point Leadership

Integrity and honor, servanthood, mentorship, professionalism, positive attitude, reinforcement and accountability, and proactive communication is what Jack E. Enter P.h. D states is the seven laws of leadership in his book, “Challenging the Law Enforcement Organization; Proactive Leadership Strategies.” Enter indicates the purpose of this book is to develop leaders whom are abnormal and different from most. This book identifies poor and successful leadership traits based on Enter’s education, his personal experiences in law enforcement, teaching, and from his personal life.

Are the people placed in these roles fit as being a leader? Are they capable of leading in a large quality in the future? There has been research on the varied of different leadership styles with in law enforcement agencies. Other views on the research focus on leadership and how it effects organizational commitment. There is a need to push out research and create different models in order to redesign of law enforcement agencies. According to Patrick J. Hughes “Increasing Organizational Leadership Through the Police Promotional Process”, he explains the current process used in promoting ranks and the available leadership education for law enforcement agents. There are clear connections between leadership styles and how to proper assess a true

Toxic leadership, likely found in all agencies at some point, and the general awareness of toxic leaders with whom individual officers have worked, makes this a real problem for law enforcement agencies. Knowing the root and cause of this type of leadership helps develop understanding on the part of those that can effect a change in leadership within an agency. Comprehending the methods by which such environments develop and their negative impact on the agency as a whole - via individual officers’ experiences, opens the doors on hidden collusion that destroy morale.

This type of leader hopes to transform their community by encouraging their followers to adopt goals and behaviors that will be rewarded. These type of leaders challenge old values and beliefs to stimulate new ideas and reasons. I have chosen this theory, first, based on how she spoke throughout the interview. She was patience and understanding, willing to explain certain terms I was not knowledgeable of and emphasized how important she views her job and what it entitles. I can tell, as a woman in her position, that she is considerate of the each need of an officer, their abilities on the job and willing to give recommend to the officers. I have chosen this theory, secondly, based on her pay raise answer to the consultant question. It was not quoted earlier in the essay, but Officer Bird explained that bonuses gives officers an incentive to increase job performance. She stated that, at times, an officer loses motivation which affects their performance, as well as the performance of others. “If an officer is focusing on a job that doesn't need his/her attention, then the surrounding officers now have to take on his/her lacking responsibilities on top of their own. This can affect performance for their assigned job, meal time, longer work hours and interaction”(Bird). She spoke with confidence about the future of the NYPD

America’s justice system has come a long way. It is because of the great leadership of our forefathers that brought us this far. There are several traits a great leader must exhibit, and one is innovation. Innovative leaders specifically in America’s criminal justice history and their actions, created the modern justice system that lives on today. This paper will profile one of the great leaders in American law enforcement history. It examines the leadership qualities that made Chief August Vollmer an influential leader. This paper will also discuss several events from his life that showcase his innovative traits.

There are many theories about different aspects of leadership and the effectiveness of each in a criminal justice setting. Contemporary research brings into focus the behavioral approach and the contingency approach. The behavioral approach emphasizes the behavior of leaders while the contingency approach emphasizes situational variables that affect leadership.

Although the economic environment and social relationships have changed, police officers remain the centerpiece and foundation of civil law enforcement — but without community support and trust, they will never be capable of doing their job effectively. Public trust is the cornerstone of successful policing, the currency by which they are allowed to operate. One act of misconduct, perceived or otherwise, reflects wholly on the department and is one of the most substantial hurdles to overcome as an active stakeholder within the community, not an enemy of it. Strong leadership can steer the department through adverse periods of municipal distrust by fostering a culture from within that promotes openness, fairness, and high ethical standards. Creating buy-in from internal stakeholders establishes a strong foundation and promotes esprit de corps, upon which a very successful strategic communication and outreach campaign to external stakeholders (latent, expectant, and definitive) will thrive and ensure widespread support.

Two of the most widely accepted theories of leadership within the law enforcement community are transformational and transactional leadership which are defined as follows:

1. A single catastrophic event, often followed by civil liability litigation, leads to the chief of police being replaced (Swanson, 2012, pg. 650). This forces changes because it addresses a single incident and forces change. A good example of this would be the failure to adequately respond to an incident. This can be seen when an incident unarmed person is killed by the police. This can be a result of inadequate training or a trigger happy force. None the less the reason, the

There are many challenges facing the police executives in the 21st century, such as civil disorder and criminal prosecution of officers. In recent years there have been quite a few civil disorders. A civil disorder is a situation in which some citizens behave in a way that threatens the wellbeing of other citizens or the peace of a community (Cambridge Dictionaries, 2016). In the past seven years there has been a quite a few civil disorders in the United States, such as the 2016 Donald Trump Chicago rally protest, the 2014 protest in Ferguson, Missouri, and the protests in New York, New York and Berkeley California after a grand jury did not indict a police officer in the death of Eric Garner. Due to the causes of some of these protests, the public have a distrust and lack of confidence in the law and the legal system (Tyler, 2013). As a police executive, one would have to make decisions in hopes not only to not cause

With all of the temptation, attempts to fit into a subculture, and desire to please superiors, mentoring younger officers becomes extremely important. Mentoring can either allow corruption to spread, or it can be also be nipped in the bud. With these issues at hand, it is important that law enforcement agencies invest in upstanding supervisors and leaders in their departments because according to statistics, leaders have a significant impact in preventing corruption and therefore play a significant role in the agencies in which they serve. Therefore, it becomes imperative that effective leaders – who share the same goals – be in place to set the standard for subordinates to see and emulate (Martin 2011). However; while leaders certainly play a critical role in forming the future leaders and overall atmosphere of the organization, they alone cannot ensure that high levels

When discussing leadership within the law enforcement profession is it vital to take the human factors into consideration. There are multiple human factors that the law enforcement leaders must take note of, such as, family issues, financial issues, stress, health, and morale. These human factors that play an important role for law enforcement in general can impact morale, officer safety and the public perception. When addressing the human factors, “Law enforcement leaders should challenge themselves and their employees to increase safety margins by focusing on human factors. By doing so, they will improve proactive communication at their level of influence and develop an organizational culture that values safety and wellness” (Bone, D., Normore,

“Lack of leadership competency is often the most critical obstacle to successful police projects” (Yang, 2012, p. 535).

All organizations, especially law enforcement agencies, require leadership. Maintaining a dependable leadership structure is key to the success of any organization. The philosophy of the modern style of police leadership involves a leader who is strong, competitive and unreceptive to change. Police leadership is based from an autocratic style which is founded on integrity and courage, embracing teamwork, involvement and shared leadership (Cordner & Scarborough, 2010). This style of leadership works well in an emergency situation in which rapid decision making and strict control is needed. The negative aspect to this style of leadership is the inability of the organization to function with the absence of leadership.

On many instances there are a number of known leaders in the history of UK policing who have provide a motivational pedestal for the employees and the impacts of the same travelled a long way and kept the police department proud for times to come. The role of leadership is related to the motivation level of the organization.