Community Policing
“Level 5 Leader”: This is a leader who is “fanatically driven, infected with incurable need to produce results”. According to Collins’ research, the Level 5 executives in 11 companies led the companies to success through their ambition which was directed first and foremost to the company and its success rather than personal renown. A Level 5 leader gives credit to others or good luck when things go wrong and “look in the mirror” when things go bad. With regard to police unions, Level 5 leadership involves more “legislative” types of skills rather than “executive skills”. Legislative leadership is based on “persuasion, political currency, and shared interests in creating conditions for the right decisions to happen” (Collins, 2005).
“Having the right people in the right seats on the bus”: According to Collins’ (2005) research in the 11 successful companies, the executives who initiated the transformations from good to great first got the right people on the bus and then figured out the direction of driving it. A great leader assembles his team before deciding where to go. In law enforcement agencies, it is more difficult getting people on and off the bus. Though it is difficult to fire people and buy talent in policing, most people drawn to policing usually have strong commitment, passion and internal motivation.
“Moments of Truth”: Collins (2005) points out that it is worthless to confront brutal reality if the willingness to face the facts is not coupled with unwavering faith that one is in the right direction and will succeed. Collins suggests that it is important for a company to create a climate in which the truth is heard and valued. Such a climate can be created through leading with questions rather than answers, engaging in dialogue and debate rather than coercion and constructing “autopsies” of mistakes without blame.
Reference
Collins, J. C. (2005). Good to great and the social sectors. Harper Audio.
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