Value Added Leadership Deputy Chief Rod Covey. Port of Seattle Police Department. the nation's finest port police…. Morning’s focus. Discussion about the most important issues facing law enforcement organizations Discussion about leadership – what it is and what it isn’t
Port of Seattle Police Department
the nation's finest port police…
“Teaching the artful application of the science of leadership.”
VISION: A statewide law enforcement community that is committed to the lifelong study and practice of effective leadership.
MISSION: To provide training and education on modern behavioral science and leadership theories that can be used by law enforcement leaders to increase their credibility with their followers and their effectiveness within their organizations.
Leadership is essential to every business undertaking, and yet the failure rate for leaders in America’s businesses is in the staggering range of 50-60% (Hogan et al, 1994).
Measure of a Leader, by Aubrey Daniels and James Daniels
KNOW IT! - easy
UNDERSTAND IT! - harder
APPLY IT! – hardest
“Unfortunately, in our desire to address the immediate needs of our agencies and communities, we sometimes fail to plan for the future leadership needs of our departments and our noble profession. This is a critical oversight, because we must realize that our success as police chiefs will be judged not only by what we accomplish today but also by how we prepare our agencies to confront the challenges of the future.”
Mary Ann Viverette, President, IACP
“Authority and credible leadership aren’t the same thing. Doing something willingly because you respect and trust someone is very different than doing something because they have the authority to give you an order. Leadership isn’t about position; it’s about behavior .” (emphasis added )
Kouzes and Posner, Leadership Challenge Online:
FAQs on the Leadership Challenge
followers & leaders
The Organizational Leadership Task
‘Closing the Gap’
Learning to lead is a function of deliberate practice. You refine your techniques and skills by observing the followers’responses. While you may pick up some pointers from the stories of others, you cannot simply imitate what they do. This intentional searchfor the impact of your actions will set you apart from those who try to replicate the actions of other leaders.
How did these people get to be like this in terms
Who made them like this?
Did they come to your agency this way?
The process of influencing human behavior to achieve organizational goals that serve the public, while developing individuals, teams and the organization for future service.
Identify a Problem
Fix the Problem
& Find Someone to
On to the next Problem
Identify What Is Happening
Account for What Is Happening
Formulate Leader Actions
Identify Areas of Interest
Analyze & Explain
Apply Leader Strategy
Select Leader Strategy
Logical Chain of Events
Identify Root Cause
Using Theories and Experiences
Step IV Evaluate & Assess
Comprises the actual output or results of an individual or group as measured against its intended outputs (or goals) and objectives.
The contentment one feels when one has fulfilled a desire, need, or expectation.
Anything that provides direction, intensity, and persistence to behavior. Many factors influence motivation. Some factors are within the person, such as needs, while others are supplied by the leader or the work itself.
Involves two fundamental assumptions:
Motivated performance is the result of conscious choice, and
Employees will decide to apply effort to those tasks that they find attractive and that they believe they can perform.” (Porter, Bigley, Steers, 2003)
E x I x V = M
Motivational theory that assumes people value fairness in how they are treated in comparison with others.
Pay - Bonus - Benefits
Security - Recognition
Interest - Satisfaction
Time - Effort - Ability
Reliability - Loyalty
Tolerance - Flexibility
Integrity - Commitment
Can be UNDERREWARD or OVERREWARD
Reference Source InputsThe Comparison Ratio
Reference Source Outcomes
Restore the perception of fairness
Putting it all together…