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A friend and colleague of mine from Colorado, Dr. Lloyd Thomas, is a licensed psychologist, accomplished author, and life coach. He recently posted an article on Effective Family Leadership. The principles are so consistent with Police Dynamics and other principles of organizational leadership that I asked him for permission to include them on the Police Dynamics site, which he graciously granted. Since it is the day after Father’s Day, I thought it was particularly appropriate to post this new video today…
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Here is the complete text of Dr. Thomas’ article:
EFFECTIVE FAMILY LEADERSHIP
By Lloyd J. Thomas, Ph.D.
Whether you like it or not, when you become a parent you become the leader of your family. Children learn by observation and imitation. Parents are the “models” that children first observe and begin to imitate. You need to engage in the behavior you want your children to imitate and learn. As a parent, you become your children’s primary leader. It is a powerful and often difficult responsibility.
Most of us never learned the skills of effective leadership. In our culture, we have been regularly exposed to the notion that we should become “child-centered” or that “children should always come first.” If we make children the leaders of our families, our family structure will disintegrate. As parents, it is not our job to imitate our children. It is not our job to behave like children. It is not our job to be our children’s “best friend.” It is not our job to adapt to their behavior…it is their job to adapt to ours.
As parents, we need to become fully responsible leaders…responsible first for our own health and well being. Otherwise, we offer less than healthy leadership to our children. Teaching our children leadership and self-responsibility is only accomplished by becoming the best example of leadership and self-responsibility ourselves.
Here are ten time-honored principles of effective leadership. To become your children’s best leader, learn and practice these principles.
1. Your children are sometimes illogical, unreasonable, self-centered, disobedient, stubborn, and defiant. Love them anyway. (more…)
After my unsuccessful run for Congress, I finally got around to recording a new Police Dynamics training video. I based this one on a post by Dan Weigold on his blog Coach With Heart. I’ve been following Coach Weigold’s blog for a few years and we have sometimes “chatted” about principles of ethical leadership. And his recent post on Authentic Leadership is so consistent with the principles of Police Dynamics and the SHIELD Program teachings on Reflective Leadership that I asked him for permission to use it in this training session.
Coach Weigold identifies six components of authentic leadership (the components are his and the commentary mine)…
1. Compelling vision (does it inspire others, creating meaning)
The ability to impart vision is a key leadership skill that is often overlooked. A carefully crafted vision and mission statement, founded on the core values of an organization, are essential for inspiring others and setting expectations. For those of you interested in building a culture of character within your agency, I suggest you take this vision-crafting process one step further by identifying 10 essential character qualities that you consider absolutely critical for success and include them in your policy or standards manual.
2. Employee input and participation (leaders need to listen) (more…)
Barney Barnes
I’ve posted insights from my former Chief of Staff, Barney Barnes, before (we had the running joke that every Sheriff needs a Barney…). In his retirement, he has taken up his passion for writing, including an awesome book (that I highly recommend) called Born to Be a Warrior.
This past Memorial Day, Barney penned the following piece on the Warrior Code that I thought would be particularly fitting for the Police Dynamics site because it incorporates so much of the character-based principles necessary to be a great leader.
The Warrior Code
“The warrior code takes a soldier and makes him a knight. It connects the natural life of a fighter to the supernatural understanding of the warrior calling. His duties are transformed into holy sacrifices; his sense of self is reformed into the image of the servant in pursuit of valor. He becomes part of a fellowship, a noble tradition that flows thru him and carries him beyond the mediocre and the vain.” – Steven Mansfield, The Faith of the American Soldier
I have worn a warrior suit, of one form or another, most of my adult life–first as a navy pilot, then state guardsman and law enforcement official. Now at age 66 I can say, without reservation, that Steven Mansfield has uncovered a great truth. In fact, the truth of his statement transcends historical and cultural divides.
A warrior code is necessary in our fallen world because of the presence of evil and the chaos and violence it produces. We become aware of this violence early on in the Genesis text. In chapter 4, we learn the details of a homicide in which Cain, in an outburst of anger, murders his brother Abel. This violence continues today often serving as the lead story on local, national, and international news reports from around the world. (more…)
“In selecting men for office, let principle be your guide. Regard not the particular sect or denomination of the candidate — look to his character.”
–Noah Webster, Letters to a Young Gentleman Commencing His Education, 1789
Well, the race for Congress didn’t turn out the way I had hoped (I came in 8th out of 16 in the primary!). But at least it got me back home and available for a new opportunity. So, now that I’m back in the states, at least on the short-term, I’ve got two things going on. First, I am available for live Police Dynamics conferences. If you’re interested, please send me a message via the “Contact Me” button on the left of your screen.
But an even more important announcement is that the Police Dynamics Institute has partnered with the International Academy of Public Safety (IAPS) and brought me on-board as the VP of Law Enforcement Training and Development. IAPS, and its sister company Readiness Network, are fully integrated Technology and e-Learning companies. Their iLEARN, iCOMMAND, and iSHIELD portals create an ecosystem that acts as the connective tissue for command and control with comprehensive learning and development tools that enhances readiness at all levels. Dr. Mitch Javidi, founder and CEO of IAPS, contacted me about a year ago while I was still overseas about incorporating some of the Police Dynamics training videos into iSHIELD (SHeriff’s Institute for Ethical Leadership Development). Since then, we have planned to partner together whenever I got back home.
Here’s the introductory video from our series on Reflective Leadership which will be available soon. And we plan to have the entire Police Dynamics program online in the near future.
There is much more to talk about in regards to IAPS and iSHIELD but I will leave it at that for now. Please contact me if you would like to learn more or to schedule a demonstration of the system.
Sheriff Ray
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As crazy as it sounds, it’s true! And it’s the reason I haven’t posted any training videos for the last couple of weeks. I am curtailing my mission in Afghanistan and starting my journey home tomorrow (Jan 20). There is a perfect storm of an opportunity back home to run in a special election for the First Congressional District in SC. That’s the seat vacated by Tim Scott when he was appointed by Governor Nikki Haley to fill the unexpired term of Senator Jim DeMint. This short video explains some of my reasons for running and the principles that I will apply to governmental decisions should I be elected. Most of you know that I support the Founder’s view of a Constitutionally limited republic.
There are a few things that my faithful Police Dynamics followers can do to help. First of all, go to the Charleston GOP website and vote for me in the straw poll. Right now, I lead the pack after only being listed as a candidate for the last 48 hours or so. But a comfortable margin would send a strong message that I am a serious contender for this seat.
Secondly, go to my campaign page on FaceBook and “like” it. You can also follow all of the campaign happenings as they unfold. Former Governor Mark Sanford is in the race so it promises to be interesting to say the least.
And of course I can always use encouragement, support, and prayers. If you live in the First District, I also want your vote!
This will be an all-out sprint to the primary on March 19, then the runoff and special general election in the weeks afterward. So it is unlikely that I will be able to give much attention to the Police Dynamics site until after all of this is over.
Let’s send a Sheriff to Congress…!
Sheriff Ray Nash
Candidate for First Congressional District
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IMPORTANT NOTE:
Scroll down to check out our Professional Development Series
In this last video from the Aventura Spa Palace in Riviera Maya, Mexico, we look at the four phases of Group Dynamics as they relate to the Relationship Diamond. The study of Group Dynamics has identified four distinct phases in the formulation of a working group. Interestingly, the phases fit very nicely in our Relationship Diamond model as we superimpose them over the dynagram.
The Four Phases of Group Dynamics and the Relationship Diamond
The first is the Form Stage and that has to do with structure. Most relationships start with some type of structure. From a law enforcement perspective, it could be a call for service, a traffic stop, a consensual encounter on the street, or a Crime Watch / Community meeting. During this phase, you will begin to establish your integrity, a key component of police ethics, in the eyes of the other party.
The second is the Storm Stage. When you start to open up channels of communication, the relationship can get very stormy. And the more diverse the two groups, the stormier the seas. But you must be willing to weather the storm, just don’t get stuck there.
The third is the Norm Stage. It is here that the group begins to establish their roles and responsibilities as well as lines of accountability.
The final stage is the Perform Stage. This is where the work actually gets done. Resist the temptation to jump around the bases prematurely. So many groups stall out at first base or try to jump from first to third. You can’t do that in a baseball game and you shouldn’t try to do it in a relationship either. In this stage, you will employ strategic problem-solving methodologies to accomplish your community / coactive policing goals — such as establishing peaceful and safe neighborhoods, and stable and successful families.
Building working relationships between law enforcement and the community is a tricky business. But understanding the process so that you don’t get frustrated is a key step forward.
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For over a year (off and on), I have been working on preparing these professional development resources for those of you interested in taking your understanding of the character-based principles of Police Dynamics to the next level. For a limited time, if you purchase either the Basic Training Package or the Professional Development Package for the already discounted price of $47, you will have the opportunity to purchase the other package for only $27…
The 10-DVD Premium Package is intended for a departmental purchase but it can be reviewed for 30 days risk free:
Please contact me for more information about the Premium Package…
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Third Base in the Relationship Diamond is establishing a Partnership. But it requires mutual accountability.
Think about the Crime Watch organizations that you have been affiliated with in your law enforcement career. How many of them last past the first few meetings? Yet there are some Crime Watch groups that have been successful long term. Those are the ones that have learned to build accountability into the community policing philosophy. Mutual accountability involves us (the police) giving the citizens permission to hold us accountable. But it also requires them to give us permission to hold them accountable, a critical step in the Coactive Policing model.
Remember that accountability is the last component of the Trust Formula and must come last in the process, after establishing your integrity and opening the channels of communication and understanding. We are so quick to point the finger of accountability at others before we have invested time and effort into building the relationship first. After a trust-based stakeholdership has been established with the community, then and only then should accountability be introduced. Otherwise, the relationship will not be strong enough to withstand the stresses that are about to be placed on it, especially if we are working to “demolish” a criminal stronghold where trust of law enforcement tends to be low.
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Recorded at the beautiful Aventura Spa Palace in Riviera Maya, Mexico, we look at the next step in the Relationship Diamond – building a stakeholder interest.
As Sir Robert Peel said, “The police are the public and the public are the police.” But your citizens don’t necessarily see it that way. They view crime as a police problem, not a community problem, which sets them up for unrealistic expectations. Which brings us to the maxim for this dynamic:
Your community does NOT understand you. But they think they do…
That’s why open and honest communications are so important. Let me illustrate this principle with a humorous example that I have used over and over again in community settings. Imagine that you are a citizen living in a criminal stronghold. You are frustrated with the police, but know only what you have learned from TV shows, movies, and conversations with others. You watch an officer pull up in front of your house, get out of his car, and then do what all of us do when we get out of the car. He pulls his gunbelt up. Now, that is a very innocent adjustment of some uncomfortable police gear that means absolutely nothing to the officer. But it sends an entirely different message to the citizen.
Set up the example the next time you are speaking to a community group and ask them what they can already tell you about this officer and his attitude based on nothing more than their observance of his body language. Know what the citizens will say? “He’s arrogant. He’s got a bad attitude. He’s looking for trouble.” None of those things are true. But do you think the citizen’s preconceived notion about this officer and his attitude will have any impact on the contact that’s about to take place?
And the first question out of the citizen’s mouth is, “What’s the problem, officer?” Now, out of all the things that the citizen could think to ask, why do they ask this question? Because the only time you’ve EVER been there in the past, there was always a problem! This is due to the limitations of Reactive Policing.
To overcome these types of conflicts, we must initiate open and honest communications with the citizens, and in so doing, develop a stakeholder relationship where they begin to view crime as a community problem that demands a coactive, community response.
