The New Jersey Police Chief Magazine | February 2024
Continued from previous page date on the latest trends in law enforcement ? How can you evaluate your team ’ s performance and policy compliance if you ’ re not receiving the same current training as they are ? Even if your position exempts you from certain training requirements , attend those sessions anyway . It ’ s vital to stay informed and knowledgeable .
4 . Facilitate learning and growth for everyone . Don ’ t overlook those who might success you . Ensure they also have opportunities to attend training and conferences . If you stay engaged and educated but don ’ t allow your staff the same opportunities , you ’ re doing them a disservice . I recommend sending your team to a variety of training courses and conferences , budget permitting . The more they learn , the better prepared they will be to take over when you leave .
5 . Avoid choosing your replacement . Many leaders identify capable individuals who could assume their role upon departure . However , it ’ s important not to play favorites . Often , the decision of who will take over your position isn ’ t yours to make . Provide everyone with equal opportunities to learn from you , attend training and be prepared for your departure . Some will seize this opportunity , and some won ’ t . your responsibility is to ensure that each team member has the same chance to succeed . The rest is in their hands .
Here ’ s a bonus tip , a little lagniappe from my New Orleans roots . “ Lagniappe ” means “ a little something extra ,” and it ’ s a term I cherish , along with “ y ’ all .” So , here ’ s number 6 : Remember , you can ’ t take it with you . The moment you walk out the door , titles like Chief or Captain become part of your past . I ’ ll no longer be Captain Lyons Hale ; I ’ ll just be Lyons . The title will belong to my successor . I won ’ t be a Retired Captain or Former Captain , just Lyons . And that ’ s enough because I can be Lyons better than anyone else . The same goes for you . Forget about the perks and titles ; what truly matters is the impact you ’ ve made on your team ’ s lives . That should be more valuable than any title or perk you ’ ve earned throughout your career .
By the way , if you were to ask me how much longer I have , my answer is that I ’ m not sure . But one think is certain : every day I ’ m here will be a day dedicated to my team .
Action items after reading this article After reading this article , here are questions and action items for police leaders :
Question : “ Am I still actively working to improve conditions for my team , and what motivated me to become a leader in the first place ?”
Action items : �� Revisit your career goals and the reasons you chose law enforcement leadership , perhaps through journaling or professional coaching . �� Initiate projects or policies that align with your original motivations , focusing on team welfare and community impact . �� Seek feedback from your team and peers to understand your current influence and areas for improvement .
Question : “ Have I effectively shared my accumulated insights , tips and tricks with my team to ensure they are well equipped for future challenges ?”
Action Items �� Organize regular training sessions or workshops where you can share your experiences and insights with the team . �� Implement a mentorship program within your department , pairing experiences officers with newer recruits . �� Document your knowledge in guides or manuals that can be easily accessed by team members even after your retirement .
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