Encouraging leadership in a criminal justice workforce is more than just saying “hi” or “good morning.” It starts with creating an environment where everyone feels inspired to step up to the plate and become leaders in their chosen profession. The building blocks of this environment begin with frontline supervisors. Supervisors must thrive in an open communication environment. In any profession, communication is key. When employees feel comfortable sharing their ideas and concerns, they are more likely to be encouraged to take on or apply for leadership roles.
Here are some tips of the trade that have worked for me over the years.
1. Create opportunities
Create opportunities for growth, such as regular department meetings or unit brainstorming sessions where everyone can voice their thoughts and concerns about issues affecting the job or department. Helping officers understand that their input is valued is priceless.
2. Foster teamwork
In every team sport, each player has a role, but it’s teamwork that leads to the victory circle. Networking and team activities among officers are excellent building blocks. When officers work together on department duties, they learn from each other and build trust. These shared experiences help develop long-lasting leadership skills that benefit both the employee and the department.
3. Offer growth opportunities
With guidance and training, any officer can develop into a leader. Every officer in your department would appreciate an opportunity to advance. Offering training and development programs can be a powerful motivator in the competitive world of criminal justice. When officers acquire new skills, their confidence levels skyrocket.
Encouraging officers to come up with solutions can spark their leadership abilities.
4. Recognize achievements
Recognition works like a spotlight in a theater — it makes officers feel appreciated and valued. Celebrate both big and small accomplishments. A simple “great job” or a shout-out works wonders and can dramatically improve officer productivity. Posting accomplishments on social media is an excellent way to recognize an officer’s advancements and achievements, giving them a sense of accomplishment that others can see and celebrate.
5. Promote problem-solving skills
Every department faces challenges from time to time. Encouraging officers to come up with solutions can spark their leadership abilities. It’s like teaching someone to fish rather than handing them a fish. Creating an environment where problem-solving is a part of everyday work culture serves as on-the-job training for new frontline supervisors. This approach not only develops critical thinking skills but also teaches officers how to lead through tough, everyday situations.
6. Build trust and empower employees
Trust is the foundation of any strong department. When officers feel trusted, they are more likely to take on challenges, lead and innovate. Reinforcing this value is essential. Take the time to let officers know how much you value their skills. Nothing is more motivating to an officer than hearing a supervisor say, “You’re an amazing officer, and your work is on point. I can’t wait for you to become a supervisor.”
Leadership isn’t just about directing others; it’s about setting an example.
7. Lead by example
Leadership isn’t just about directing others; it’s about setting an example. Showing your department what good leadership looks like is critical. Sharing your own experiences, including the challenges you’ve faced and how you overcame them, provides the hope and determination officers are constantly seeking. Leadership is akin to the master-apprentice relationship: a master teaches through observation and inspiration, providing the apprentice with a focus point and a goal — to become even better.
One last thought
Encouraging leadership in the workforce is a journey, not a destination. With open communication, collaboration, growth opportunities and trust, any department can create an atmosphere where officers reach their maximum potential. Always remember that as a leader, your actions and words can inspire or discourage — so choose them wisely.
And always remember: “We are each other’s greatest teachers.”
Bonus content: Continue the discussion
Here are 7 questions to ask yourself after reading this article:
- Am I fostering open communication in my team, or do officers hesitate to share ideas and concerns with me?
- Have I created enough opportunities for growth and collaboration, such as regular meetings or brainstorming sessions?
- Do I actively recognize and celebrate my team’s achievements, both big and small?
- Am I empowering officers to develop problem-solving skills, or do I tend to provide all the answers myself?
- Do my actions demonstrate trust in my team, and have I communicated my confidence in their abilities?
- Am I leading by example, sharing my own challenges and successes to inspire others?
- What concrete steps have I taken to build a culture of leadership within my department?
References
1. Stone K. (Oct. 15, 2022.) Effective Strategies on How to Develop Leaders in the Workplace. Engagedly.
2. Norris E. 9 Practical Tips for Developing Leaders at Every Level. Marlee Fingerprint for Success.
3. Gouldsberry M. (June 16, 2023.) Leadership Accountability: Why It Matters and How to Fuel It. BetterWorks.
