The New Jersey Police Chief Magazine | September 2024
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Extreme Ownership Another factor in attrition is the role of accountability . This tool is often brought up as we talk with leaders about managing performance issues . A common pitfall when it comes to attrition is that you can ’ t fire anyone because you ’ re already losing too many people . However , this mindset , if taken too far , and critical standards are allowed to slip , can create a toxic culture where high performers see low performance go unaddressed . This can create a toxic culture where high performers see low performance go unaddressed . This can create division within the team , frustration for those who see it , and extra work for the rock stars on your team . Now , instead of losing one or two low performers who were exited correctly , you may start to hemorrhage good officers and team members who don ’ t feel valued because of that decision . On the other end of the spectrum , you can ’ t lean too heavily on accountability immediately . Accountability should be the final tool employed when your other leadership tools have failed . Instead of constantly holding people accountable , you need to create a culture by which everyone holds themselves accountable , and that starts with you . You have to set the example and take Extreme Ownership of everything that impacts your mission . How do you get the team to take ownership ? You take ownership . That could mean taking ownership of a failure to provide adequate training or a failure to effectively communicate the expectations and the why . Whatever is happening on your team , as a leader in law enforcement , you contributed to it in some way , and if you can determine what that is and take ownership of it , you can implement a solution to get that problem solved .
Despite your best efforts , there will be top performers who choose to leave for another opportunity elsewhere . How you handle a person leaving also contributes greatly to your ability to retain others . Be transparent with your team about what happened . Debrief with the person who leaves to capture lessons learned and fix what you can to improve your organization . Share how you will take action on those points of feedback , and when the team sees you following through , you will have created another reason for officers to stick around because they will see that their leadership listens to them and is willing to adapt . Maintain relationships with those good performers who leave . They may be back one day , or you may encounter them in other organizations .
2 . Budget Constraints Another common complaint we hear is that budgets are always tight , and funding is often cut for law enforcement . This lack of resources can be extremely frustrating and limiting if you let it . There are many officers who throw up their hands and claim that there ’ s nothing they can do , but this is a victim mindset . Every leader in every organization in every industry has resource constraints . When you are resource-constrained as a leader , you can still look at this through the lens of leadership and find a solution . It may not be what you had envisioned , but where there ’ s a will , there ’ s a way .
Extreme Ownership First , take ownership . If you cast blame and point fingers , you only give away your ability to solve the problem . When you blame the city or point fingers at the tax base or policy as a reason you can ’ t do something , you are giving up control . That ’ s what Extreme Ownership gives you . It gives you control over seemingly impossible situations . When you start to think , “ How can I make this my fault ?” you will start to recognize how you can impact a situation . Build relationships with your government leaders and community . Capture the need for resources and the impact your department has on the community . Utilize social media to capture the great work your department is doing and share the message . There are always solutions to problems , even if they must be implemented over the long-term .
Innovate and Adapt This is another Mindset for Victory that we teach , and it addresses a common tendency all humans have to resist change . Change can be extremely difficult and intimidating . But change is always occurring , and sometimes , change is necessary to make things better . When you are restrained by the current budget , policy , or procedure , be open to change and willing to adapt . Creating the change you want might require changing a policy . You might be looking at a long-term campaign of months or even years to make that change happen , but if it is necessary , it will be worth it . You can also find creative ways to adapt and work within the parameters you ’ ve been given . Solicit input from other agencies , from all team members , and find ways to make things happen . Sometimes , your most junior , least experienced team member can offer a new perspective and ideas that help you solve previously unsolvable problems .
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