How to Implement a Leadership Change in a Police Organization

Leadership changes in a police organization require extensive feedback.

Implementing a leadership change in a police organization involves more than a simple promotion. It symbolizes the department's position on whether changes of departmental policies and practices are necessary. Perceptions inside and outside of the organization play a significant role in those decisions. In that regard, soliciting feedback is essential before, during and after the leadership change. At the same time, other factors such as morale, competence and personality also must be taken into consideration.

Things You'll Need

• External feedback from political leaders and representatives of the community
• Internal feedback from the police organization
• Departmental selection committee

Instructions

1. Assess the current state of your police organization. For instance, if your department has come under scrutiny because of scandal, appointing a veteran insider as chief could be a media disaster, even if the officer has a good record. On the other hand, appointing a someone with little or no law enforcement experience could cause dissension among officers. In almost all cases, selecting new leadership involves a balancing act that may not dazzle, but proves satisfactory for both the community and law enforcement employees.

2. Form an internal selection committee to create a short list of recommended officers to lead the department. Depending on municipal and local law, the list might not be a binding document but it will give decision-makers valuable guidance as well as give the department a sense that its opinion matters. Assemble a selection committee with a combination of top brass, mid-career officers, and rookie policemen who represent a realistic cross-section of the department. Foster an environment at committee meetings that promotes the honest exchange of ideas.

3. Meet with community and political leaders to discuss the new leadership of the police organization. As with the internal committee, even if their top pick for chief is not chosen, they will at least have a sense that their voices have been heard. This openness will give them more faith in the leadership change.

4. Interview possible candidates for the leadership position. Keep in mind both internal and external input that you have solicited as well as current conditions and perceptions of the police organization. When interviewing a candidate, consider not just his or her record but the changes in police conduct and policy that the officer will implement.

5. After a candidate has been selected for the leadership position, his or her stand on departmental changes in policy and conduct should be stated clearly. This message should be communicated frequently as well as how the department will comply with the new rules.

References

• National Criminal Justice Reference Service: The Management of Change in Police Organizations
• Policing: Community Policing Checklist
• Search Schools: Change in Public Safety Organizations