February 2026 | The New Jersey Police Chief Magazine 17
As a law enforcement leader, you have chosen a highly challenging profession, one that takes a lifetime to master. While practical experience, realistic training, and formal education are indispensable for the development of first-class police leaders, so too is independent study. A program of independent reading keeps the mind fresh and enhances professionalism.
While I wish I could take credit for the above statement, it is in fact a( very slightly) edited restatement from the“ U. S. Army Chief of Staff’ s Professional Reading List.” i As I have written on many occasions, I do not hold myself out to be an expert on leadership. I have, however, done some deep reading from those who are experts in this area. I am, of course, well aware that you who are reading this have also spent much time and effort in the study of leading and leadership and are likely well versed in the literature focused on developing police leaders.
With the above in mind, I offer the following idiosyncratic, non-scientific, highly personal reading list on this topic for your consideration.
AMERICAN GENERALSHIP Character is Everything: The Art of Command By Edgar F. Puryear
A personal favorite, one of my‘ go-to’ books when asked for a recommended reading on the topic.
The book seeks to define and explain leadership as practiced by American generals from George Washington to Colin Powell. Through examples and anecdotes a reader is able to listen to, so to speak, these leaders discuss their own experiences. As Puryear writes in the book’ s Introduction, one of the purposes of the book“ is to determine how these leaders developed and obtained their insights on how to lead successfully.” A great and thought-provoking read.
A training request on the Chief’ s desk often triggers an immediate question:“ How much is this going to cost?” Yet responding too quickly, especially to deny the request, carries risks. Strong leaders understand the potential liability of refusing training, particularly when an employee has requested it multiple times, but how often do we pause to consider the unintended consequences and the feelings it may quietly set in motion?
Perception There is real value in taking a moment to reflect on how decisions will be perceived, not just by the individual making the request, but also by their peers, supervisors, and the agency. We all understand that training requires financial investment, yet the need for that investment can be interpreted in many ways and ultimately shapes the training culture of an organization. Because emotions powerfully influence behavior and engagement, acknowledging them is not only important but increasingly essential in today’ s workplace.
Many employers promote training as a key benefit to attract potential talent( Van Meter, 2023). Consequently, when training requests are denied, employees may feel that the implicit contract between the employer and employee has been broken. A 2022 law enforcement study found that officers routinely seek additional training to support their ongoing professional growth( Tomasini, 2022). It is natural, then, for both officers and supervisors to desire access to meaningful professional development opportunities. When those efforts are obstructed, leadership may inadvertently send the message that the employee is not worth the investment or that the employee’ s interests hold little value to the organization. Failing to recognize these dynamics can lead to declining morale, reduced motivation, and ultimately diminished professional performance.
Expectations vs. Reality Organizations generally hire individuals based on a particular set of skills, yet it can be counterproductive when they concentrate exclusively on those abilities and fail to recognize or cultivate broader potential( Goldberg, 2024). As the agency invests money, there is an expectation of the employee to provide a return on the investment. Whether that is through acquiring a skill, gaining a certification, or positively increasing future performance. Simultaneously, the individual is investing their time in the training attended, and there is also an expectation of a return..