I have grown exceptionally weary of hearing and reading about bad bosses. Not only in law enforcement (public sector) but the private sector as well. It is apparent that we all have our fair share of bad leadership. Commit yourself to scan the daily news and include the business news as well for this underling story theme. It seems to be rampant everywhere. The lack of leadership is being shown as a root cause for the demise of a business, organization or even a precinct.
Where does it begin? Do we position people into power before their time? Is there such a lack of commitment to become a supervisor that a warm body will do? Every police officer and deputy in this country has been a victim – not of a crime but of poor leadership. If you have ever worked in a stagnant office, it can be a crime.
Does power corrupt, is there a cloud that fogs their vision before them. I have seen commanders who have tarnished their shield/legacy with less than stellar ethical decision making. Where are they going array? It starts with little bad decisions which go unnoticed and become commonplace. The kid who kept going to the cookie jar and finally is caught. The jar is empty and crumbs on their face. Untethered decision making will become cancerous and seem to be the systemic cause.
To be a solid boss, one must have three elements in mind with every waking moment and decision process. I know I have written about this before. Others have written about this as well, it is in public forums everywhere that good leaders are good decision makers. They must weigh several elements out before making a decision. I refer to this as the three-prong test of sound decision making. All three must be weighed and present, it is not a best two out of three, all have to be there.
Is the decision legal? I know you find this humorous, will a police commander make an illegal decision, it has happened and will continue to happen. Granted, we have federal, state and local laws to review. Do not forget federal and state labor laws, safety laws and collective bargaining agreements (CBAs). All may not be applicable on every decision but complete your due diligence in legal reviews. You have solicitors and labor attorneys available to you – use them. Consult a trusted fellow chief regarding the matter over coffee. Trust your staff, let them contribute to the research.
Is it moral? Have you applied the ethics of your profession to the decision? Your office will have code of ethics, mission statements and core values/principles of the organization. Reread them sometime. You have weighed your personal ethics and professional standards on this matter. If it passes ‘the smell test’ and scrutiny tests of others, but if you are trying to ease or bend the results, start over. An old defense attorney once told me about his courtroom tactics. If you go before a jury if you keep hollering liar, thief, liar, thief, before the jury sooner or later they will believe it. The ethics test is different, it is not twelve persons, but the public who will judge you.
Is it balanced or fair? I continue to read of labor decisions that were not fair to one group/person. Yes, there are laws for protected classes in the workplace. I suggest that you review these as there are constant decisions being handed down. We must treat all citizens fairly as well, do we? In labor law, this could create a past practice which will haunt the future. We are sworn to protect all, not the select few. Without going into golden rules, just be fair to all. It works. There are several cases where I have heard the lame excuse of ‘I had nobody to talk to about this’. First, quit being a victim. You have trusted staff to bounce things off of. I see a trend where far too many who have been caught offer up excuses and play the victim card. They are either a hero or a victim. If you made it, then own it. Do not try to wiggle out of it by playing a poor me victim card, I do not want to hear it.
As I tell young supervisors, if you do not apply and address all three of these steps individually in your decision process, prepare for the next step. Then prepare a press statement, for you will eventually have to face public scrutiny for this flawed decision. When I lecture on this, I ask can you explain your decision to your priest or your mother. I use these two examples to make you think. Because, if they do not believe in you; then nobody else will either.
Bad bosses, yes, they are real and exist. It has become my observation that most start out with great intentions. Then some get caught early in the cookie jar of free passes. Then one day, there are no free passes and nobody to blame but you. My mentor chief once told me decisions are not made in the office, it is the sleepless night you are staring out the window. You have to make the call that day and you dissect it apart all night long. It is not the good decisions that give you a restless night thereafter, it is the bad ones.
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.
