Lansing, MI Police Department’s Post

There is one week left to nominate a colleague for the International Association of Chiefs of Police (IACP) Officer of the Year Award. Reward and recognition are a critical part of leadership, and awards like this are an excellent way of recognizing your people for their accomplishments. #Lead #leadership #policechief #thinblueline #growth #leadingblue #police #leadershipdevelopment #thejob #lawenforcement #backtheblue #professionaldevelopment #corrections #sheriff #resiliency #statepolice #troopers #campuspolice #leaders

On February 14th I attended a training sponsored by REACH (Racial Equity Advancement & Collaborative Hub) at the Federal Reserve Bank of Boston, along with Chief Diversity, Equity & Inclusion Officer Jesse Edwards and several other Framingham representatives. Department heads, town managers, city councilors and HR representatives from over 10+ neighboring municipalities and organizations were present. Very powerful and insightful information was shared, such as "not putting your strategy before your objective" when conducting inclusionary work. As part of this training, I joined a committee on behalf of Framingham's HR department, to regularly attend these monthly meetings and discuss how information can be directly applied to our roles. More posts to come. One of the key points emphasized by REACH was that Racial Equity efforts (drawing a distinction from less quantifiable Diversity & Inclusion initiatives...as it was explained to us) should be fueled by a personal connection, relevancy and direct-impact to your work, regardless of one's self identified demographic. As we continue to celebrate Black History Month, I bring you not just Black History...but Black History relevant and impactful to Framingham. Please see this post highlighting our very own Chief Lester Baker, shared by the Massachusetts Association of Minority Law Enforcement Officers and re-shared by Deputy Chief Sean Riley! I challenge you to dis(un)cover the Black History relevant to your own places of employment, personal connections, and areas of influence. Comment this history below should you feel led to do so!

👉Did you ever meet a police officer who got into the job as a result of having a family member they looked up to? It's a common TV trope that often finds its way into reality. Police Lieutenant Clark Russell Amott is a different example of this trope...and one that is truly thought-provoking, too! His great-grandfather, R.L. Eddington, was a police officer from 1899 to 1936. Recently, Eddington's birthday happened and it made Lt. Amott think about the odd twist in the story. What's unique about this is that Lieutenant Amott did not know he was following in Eddington's footsteps until after he had signed up. 👀 It's interesting to wonder what got Eddington into the business, but if he's like Amott, he joined to make a difference. Somehow, we at Guardian Alliance agree that he wanted to make a change in the community. 🎯 We at Guardian Alliance love to see captivating stories about how police officers found their path. Lieutenant Amott's story offered us a fascinating look into police history and his own motivations too. Our organization does the legwork of helping police departments vet their potential candidates so that we can find more motivated, engaged, and dedicated officers like Lieutenant Amott. Now we've got some curiosity. Do you think that being a police officer could be a life that's "in your blood?" How did you choose your career in law enforcement? Tell us in the comments below. Scott Teerlink Yvette Zayas Gretchen Mcnees William R Fraass Randy Sorensen Robert Matson #guardianalliance #localgovernment #civicengagement #leadership

This is a very interesting article about what the Seattle Police Department’s Interim Chief is doing in order to address leadership issues within the agency. However, while her initial actions seems to be sound and necessary, true change takes time and to be successful it must become part of the agency’s culture. This especially true when it comes to how Law Enforcement agencies select their leaders. In order for the Seattle Police Department (or any Law Enforcement agency) to truly implement a change to their leadership style, you must have a strong department head who focuses on installing a leadership philosophy throughout the agency. This leadership philosophy must not only focus core, character based leadership traits (i.e. selflessness, active listening/open & honest communication, innovation, etc.) being practiced by everyone but also the identification, mentoring, and developing of those Officers who demonstrate strong leadership potential. As these Officers move their way up the ranks, they will most likely pass on the lessons they learned and mentorship they received to newer generations and character based leadership will be engrained in people and will continue spread throughout the organization for years to come. What is needed is a Chief that is willing to not only implement this leadership philosophy but to stay with the organization long enough to help the philosophy grow. However, with so many department’s hiring Chiefs from the outside and Chiefs only staying an average of approximately 3 years in the position, many programs fall apart or are pushed to the side for new programs or quick fixes. Stability, patience, and commitment are keys for a successful leadership philosophy change. #police #policeofficer #officers #officers #lawenforcement #sheriff #policechief #deputy #criminallaw #law #crime #criminials #copscountpolicematter #policematter #policingmatters #publicsafety #criminaljustice #cop #cops #policemen #backtheblue #publicsafety #accountability #criminals International Association of Chiefs of Police Police Executive Research Forum Major Cities Chiefs Association FBI National Academy Associates, Inc. (FBINAA) FBI National Academy California Police Chiefs Association California College and University Police Chiefs’ Association PORAC (Peace Officers Research Association of California) California Peace Officers' Association TEEX - Institute for Law Enforcement and Protective Services National Police Chiefs' Council National Policing Institute National Police Association National Sheriffs' Association California State Sheriffs Association Police1 American Police Beat Law Enforcement Today Southern Police Institute National Tactical Officers Association National Organization of Black Law Enforcement Executives (NOBLE) National Association of Women Law Enforcement Executives https://lnkd.in/g6vzHgtS

https://lnkd.in/e98c2rAu How Addressing Bias Can Benefit Police Departments Bias in policing has been a hot-button issue, highlighted by investigations like those into the Ferguson, Missouri police department. These investigations revealed systemic issues, such as over-policing of black populations and explicit racist communications within the department. Implicit bias training helps officers recognize and control their biases, leading to better decision-making in the field. This not only reduces unnecessary use of force but also protects officers. Addressing bias within police departments is not just about preventing negative outcomes; it’s about creating a more effective, trusted, and safer police force. By implementing comprehensive, science-based training tailored to various roles and tackling both implicit and explicit biases, police departments can enhance their legitimacy, improve community relations, and ensure better outcomes for everyone involved

Ryan Columbus emphasizes how courage underscores the bravery required not only in facing external challenges but also in confronting internal struggles and seeking help when needed. Addressing the mental health crisis faced by LEOs, he sheds light on an issue that often remains in the shadows due to stigma or misconceptions. Setting a compassionate tone, he focuses on breaking down barriers of mistrust, which are essential steps toward fostering a supportive work environment. By promoting openness and honesty, Chief Columbus encourages leaders to lead by example and create an atmosphere where LEOs feel comfortable expressing feelings and seeking assistance without fear of judgment or retribution. Establishing a Peer Support Unit and placing signs, such as "it's ok to not be ok" send a powerful message of solidarity and support. Initiatives not only raise awareness about mental health, but also demonstrate a commitment to creating a culture that values LEO well-being. Leading by example, Chief Columbus encourages others to prioritize their mental health and take proactive steps to ensure their well-being. Jason M. Palamara and I are grateful to Chief Columbus, who maintains, "Every leader in this profession will come across someone who is suffering in their agency, and how you handle that situation will be the tone you set for your agency. Trust me, everyone is watching. It takes time and effort to break down the barriers of mistrust in the ‘administration,’ but we must work at it.  Mistrust in the administration in this profession goes back decades; it isn’t personal. Work to break down this barrier by being open and honest. Create a Peer Support Unit. I’m amazed how many officers want to help their colleagues. We placed signs throughout our station that state, “its ok to not be ok.” I have spoken to officers about how some calls that I have been on have affected me and that therapy is helpful. We have implemented the ability to earn wellness days (up to 4 per year) and 90% have used them. This is voluntary and through their own therapist. To see so many officers using this program, it shows this is needed. I help people in my agency, some have worked out and some have not, but the people see we care because we have proven that. Let’s take care of people and be there for them when they need help as we would want them to be there for our community.  It’s easy to deem these big city problems, but it’s in every agency (page 121, Living Blue)." In conclusion, Chief Columbus's advice serves as a beacon for leaders in law enforcement and beyond, emphasizing the importance of courage, compassion, and self-care in fostering a supportive and healthy work environment. His words are a testament to his dedication to well-being of his officers and serve as a reminder of the profound impact that leadership can have on mental health and overall quality of life.  #vicarioustrauma #compassionfatigue #suicideprevention #lawenforcementtraining

Attention MCOLES Licensed Police Officers! Did you know you can save over $15,000 on your undergraduate degree? Take advantage of prior learning credits and fast-track your way to success! Ready to take the next step? Contact us today to learn more about how you can make the most of your MCOLES license and achieve your academic goals. #MCOLES #PoliceOfficers #PriorLearningCredit #FireUpChips

It is a privilege to receive Sausalito Police Chief F. Scott Paulin’s (Ret.) endorsement for Leadership In Law Enforcement: 10 Key Traits And What Law Enforcement Agencies Can Do To Develop These In Future Leaders. Chief Paulin, a two time Meal of Valor recipient and selfless leader who has succeeded at all levels of law enforcement by concentrating on personnel development, honesty, and advancing department culture, provided the following words of praise for Leadership In Law Enforcement: “A principled centered leadership guide that is focused on putting people first. Perfect! A book for anyone wanting to know what behaviors and traits to enhance or develop to be a more effective organizational leader. This book will benefit new and seasoned leaders alike.” Leadership in Law Enforcement has also been endorsed by other notable leaders such as General David H. Petraeus, US Army (Ret.), former United States Capitol Police Chief Steven A. Sund, US Army First Sergeant Matt Eversmann (Ret.), San Francisco Police Department (SFPD) Deputy Chief Jim Dudley (Ret.), Southern Marin Fire District Chief Christian Tubbs, MS, MA, EFO, CFO, CFC, MIFireE, Federal Bureau of Investigation (FBI) Special Agent T.C. Fuller, M.Ed., Ed.D. (Ret.), US Army Sergeant First Class and Medal of Honor recipient Sammy L davis (Ret.), US Navy Admiral James Stavridis (Ret.), Police Executive Research Forum Executive Director Chuck Wexler, Las Vegas Metropolitan Police Department Lieutenant Randy Sutton (Ret.), and Liberty Lake Police Chief Damon Simmons PhD. Leadership in Law Enforcement can be purchased through https://lnkd.in/gfk7taFx or via Amazon. International Association of Chiefs of Police Major Cities Chiefs Association National Police Chiefs' Council National Policing Institute FBI National Academy Associates, Inc. (FBINAA) FBI National Academy National Police Association National Sheriffs' Association California Police Chiefs Association California College and University Police Chiefs’ Association California State Sheriffs Association California Peace Officers' Association PORAC (Peace Officers Research Association of California) National Organization of Black Law Enforcement Executives (NOBLE) National Tactical Officers Association TEEX - Institute for Law Enforcement and Protective Services National Association of Field Training Officers CALIFORNIA ASSOCIATION OF POLICE TRAINING OFFICERS CALIFORNIA ASSOCIATION OF TACTICAL OFFICERS Police1 #police #officer #policechief #sheriff #policedepartment #lawenforcement #training #leadership #leadershipdevelopment #lawenforcementtraining #policeofficer #copscountpolicematter #policingmatters #policing #cop #cops #deputy

This article is a few years old, but our new Policing in the US author Lorenzo Boyd makes a great point here and was the reason for his authoring his new textbook: “The problem is we treat a police academy kind of like we treat a military boot camp...We should treat it more like a classroom setting where we’re allowed to ask questions and use critical thinking skills.” Lorenzo, and his team of authors, are passionate about the police force and getting them outfitted to tackle the challenges facing the police today! If you're looking for a new text that teaches policing in a whole new way, check out Policing in the US: Past, Present, and Future. #Police #Cengage #CriminalJustice #CengageCriminalJustice

Check out Chief Jason Armstrong's article in Police Chief Magazine, "Lessons in Leadership". Good leadership is not just about getting an agency's workforce to follow you--it's about excellence in leadership, which can have a significant effect on the entire law enforcement organization and the communities they serve, from officer safety/wellness, to recruiting/retention to public trust and confidence in the police. Chief Armstrong exemplifies what it means to serve his agency and community as a Peace Officer, delivering policing that is effective, empathetic and just! More here: https://lnkd.in/gV2gpPsm