January 2017 - Issue I On Leading Diversity and Inclusion Diversity in Leadership Why We Run ...

64 Pages·2017·9.59 MB·English

January 2017 - Issue I
FEATURED IN THIS ISSUE:
On Leading Diversity and Inclusion
Page 4
Diversity in Leadership
Page 6 2017 Annual Executive
Training Conference
Why We Run From Ethics Registration Info
Page 29 Page 27
DID YOU
KNOW?
LifeLock partners
with Law Enforcement
LifeLock partners with FBI-LEEDA to present educational programs about identity
theft and fraud across the United States. Summits are open to all law enforcement
including: prosecutors, command level, investigative personnel and patrol officers.
Also open to financial industry investigators and analysts. Together, we have
educated over 13,000 individuals representing nearly 5,000 agencies.
FBI-LEEDA
CC0616
January 2017 - Issue I
2016-2017 Executive Board
Feature Articles:
PRESIDENT
4 | On Leading Diversity and Inclusion – Daniel T. Primozic, Ph. D., FBI-LEEDA
Paul Shastany, Chief
6 | Diversity in Leadership – Chris D. Lewis
Braintree Police Department
282 Union Street, Braintree, MA 02184 10 | In Search of a Mentor – David Allen, FBI-LEEDA
Telephone: [phone] | “We Regret to Inform You” – Kathryn Turman, FBI
Email: [email protected] 16 | Prepare for Retirement with a Five-Year Plan – Heidi Scott Giusto, Ph.D.
FIRST VICE PRESIDENT 18 | Today’s Society Is No Longer Turning To 911 To Report Crime –
Thomas Alber, Chief John G. Iannarelli, Fmr. FBI Special Agent
Garden City Police Department 20 | Why We Must Discuss Suicide – Larry Barton, Ph.D.
107 N. 3rd Street, P. O. Box 20, Garden City, MO 64747 22 | A Good Shooting Is Not A Justified Shooting – J. Eric Kowalczyk
Telephone: [phone]
24 | Your Department is Only as Strong as Your Weakest Supervisor –
Email: [email protected]
Eric Daigle, Esq.
SECOND VICE PRESIDENT 29 | Why We Run From Ethics – Mark Clark, FBI-LEEDA
John Horsman, Chief
Delaware Capitol Police Save the Date - May 8-10, 2017
150 MLK South, Dover, DE 19903
PAGE 27 | Join us for the 26th Annual Executive Training Conference
Telephone: [phone]
Hyatt Regency Jacksonville - Riverfront Hotel, Jacksonville, Florida
Email: [email protected]
Training Opportunities:
THIRD VICE PRESIDENT
Dominic Rizzi, Chief 30 | Three Steps to Trilogy
Yakima Police Department Supervisor Leadership Institute | Command Leadership Institute |
200 S. 3rd Street, Yakima, WA 98901 Executive Leadership Institute
Telephone: [phone] | Training Opportunities
Email: [email protected] 31 Internal Affairs Investigations | Media and Public Relations | Leadership Integrity
SERGEANT AT ARMS 32 Distance Learning Online Training: Phase I Basic Supervisory Liability
and Phase II Advanced Supervisory Liability
Joe Wellington, Chief
33 Distance Learning Ethics – Leadership Integrity
Gower Missouri Police Department
34 | Summits and Seminars
97 N. 4th Street, Gower, MO 64454
Identity Theft – LifeLock® | Drug Diversion Summits – Purdue Pharma®
Telephone: [phone]
E-mail: [email protected] 59 | Graduate Credit Programs: CAL U, University of Oklahoma, Husson University
60 | FBI-LEEDA POST Approvals by State
PAST PRESIDENT
David Boggs, Chief In This Issue:
Broken Arrow Police Department
2302 S. First Place, Broken Arrow, OK 74012 2 | President’s Message – President Paul Shastany
Telephone: [phone] 3 | The LEEDing Edge – Executive Director’s Report
Email: [email protected] 3 | FBI-LEEDA Mission
EXECUTIVE DIRECTOR 5 | FBI-LEEDA Executive Board
Charles “Skip” Robb 28 | Regional Representative Program Update
FBI-LEEDA, Inc. 35 | New Staff Announcements
5 Great Valley Parkway, Suite 125, Malvern, PA 19355 36 | FBI-LEEDA/LifeLock Scholarship Program
Telephone: [phone]
37 | Corporate Partnerships Directory
Email: [email protected]
40 | FBI-LEEDA Instructors
FBI LIAISON
41 | Training Graduates
Jacques Battiste, Supervisory Special Agent
54 | Welcome New Members
FBI Director’s Office of Partner Engagement (OPE)
935 Pennsylvania, Avenue, NW
Washington, D.C. 20535 The FBI–Law Enforcement Executive Development Association is a private, non-profit
Telephone: [phone] organization and is not part of the Federal Bureau of Investigation or acting on its behalf.
Email: [email protected]
Neither the Association, its Executive Board, nor its representatives endorse or assure
the completeness or accuracy of information provided by outside sources contained in
FBI-LEEDA Insighter, a publication of FBI-LEEDA, Inc., this or any other FBI-LEEDA publication.
is published four times a year.
Managing Editor: Delanie Lynch FBI-LEEDA • 5 Great Valley Parkway, Suite 125, Malvern, PA 19355
Associate Editor: Lynn Weber
Art Director: Judith A. Grubb Tel: [phone] • Fax: [phone] www.fbileeda.org
www.fbileeda.org 1
President’s Letter
Greetings!
Our country is currently in a time where police-com-
munity relations is the focus of many conversations Paul Shastany
both within police departments and throughout the President, FBI-LEEDA
communities they serve. These issues reinforce the im-
portance of community partnerships and the need for
inclusion and diversity, both within police departments
As leaders, we are obligated to take an introspective
and throughout the community.
look at our management style and how it affects not
The importance of community partnerships are only the communities that we protect, but also our de-
stressed throughout our leadership courses, however, partment. We must understand the variety of cultures
we felt that a separate course on inclusion and diversity that exist within our workforce, whether it’s race, gen-
would be beneficial in helping law enforcement lead- der, age, social class, sexual orientation or other differ-
ers recognize the positive impact of having a culturally ences. Agencies seek out a workforce that mirrors the
competent department. As a result, we are excited to community they serve, and increasing diversity can be
begin our new course in 2017 titled Inclusive Leader- beneficial to the department and the community. Po-
ship Institute (ILI). lice officers are the face of local government and there-
The ILI course will focus on leading an inclusive cul- fore, it’s critical that our workforce reflects the diversity
ture within our law enforcement agencies. One goal for of the communities which we serve.
the course is to provide insights and tactics to lead and Understanding and interacting with diverse cultures
build organizations that are “culturally intelligent”. Stu- and beliefs should be a cornerstone in the structure of
dents will learn how diversity and inclusion efforts can any police department. As well, developing and main-
have a positive impact on organizational culture and taining an inclusive internal culture will empower of-
help build the trust of diverse communities. ficers to police the community with wisdom and integ-
Recent events suggest that the communication gap rity. Building a positive community relationship begins
between law enforcement agencies and the communi- with understanding the different cultures that we inter-
ties they serve grows wider. The negative relationship act with.
between officers and community members too often is FBI-LEEDA is committed to providing you with the
characterized as an adversarial one because of a lack in leadership tools you need to effectively serve your di-
understanding between diverse cultures. Thus, an en- verse communities. With that in mind, we are confident
vironment of distrust develops within the community that the Inclusive Leadership Institute, will provide you
and among law enforcement officers. In order to fix this with the skills necessary to become strong, competent,
problem, we must first focus on the internal culture of and inclusive leaders.
our organization and how we deal with inclusion and
diversity, alongside trying to understand the commu-
nity that we serve.
Paul Shastany
President, FBI-LEEDA
2 FBI-LEEDA Insighter | January 2017
The LEEDing Edge
Executive Director’s Report - November 2016
Charles Robb
Executive Director
FBI-LEEDA
As we begin the new calendar year, at FBI-LEEDA we FBI-LEEDA is addressing this critical topic and rec-
are looking at the opportunities that lay ahead as well ognizing the importance of diversity and inclusion in
as reflecting on our successes of the past year. our communities. President Shastany’s letter provides
I am happy to report the Association continues to more details on this important and timely course.
thrive and the demand for classes continues to grow. As The growth of FBI-LEEDA has led us to creating a new
this is written, we expect to end the year having present- version of the fbileeda.org website to better serve our
ed 208 brick and mortar classes and 14 online classes. members. This new website will allow agencies to effec-
We owe much of this success due to our exceptional in- tively manage both FBI-LEEDA membership as well as
structors. Our instructors are second to none and are education and event activities. We hope you are enjoy-
personally committed to providing the best leadership ing the new website!
education for today’s law enforcement officers. As always, we strive for excellence with our members,
We are working diligently to prepare for FBI-LEEDA’s in the selection of our exceptional instructors, and in
26th Annual Executive Conference that will be held in the classes we provide.
Jacksonville, Florida from May 8-10, 2017. We are as- We anticipate another successful year at FBI-LEEDA
sembling an outstanding lineup of speakers for your and look forward to seeing you at the Jacksonville con-
education. We are expecting a record number of attend- ference.
ees this year, so register soon and book your room early.
All the best,
This year, we are excited to introduce the Inclusive
Leadership Institute, which will primarily focus on
diversity and inclusion within law enforcement. This
timely course will be beneficial in helping law enforce- Skip
ment leaders build collaborative teams that provide
service to diverse communities. I am very proud that
FBI-LEEDA Mission Statement
To advance the science and art of law enforcement leadership and
promote the exchange of information to improve law enforcement
management practices through training, education, and networking
among police professionals across the United States and beyond.
www.fbileeda.org 3
On Leading Diversity and Inclusion
— Daniel T. Primozic, Ph.D.
FBI-LEEDA
Last spring, FBI-LEEDA was honored to participate in ership development opportunities his wish was: “Don’t
two focus groups that were assembled to provide mate- treat me better than anyone else, but please don’t treat
rial for the development of our forthcoming curriculum: me worse.” Clearly, along with being seen as a dignified
the Inclusive Leadership Institute. While law enforce- human being, he was asking for a fair and equal shot
ment leaders are taking seriously their responsibility at moving up the organizational ladder: i.e., inclusion.
to expand their understanding of the diverse cultures This is merely an understandable expectation in our
of their external communities, critical and additional American democracy famous for documents and laws
unfamiliar concerns can arise from doing likewise in- assuring that his sentiments shall be seen as right and
ternally, within their own organizations. One of those honorable and that should, in fact, be honored.
concerns is the importance of their role as mentors for Another participant told of an outrageous situation
everyone on their watch who exhibits leadership poten- where a male officer, prior to becoming a transgender
tial, and not only for those who may look, act, and think patrol officer, was a valued, respected, and admired.
like themselves. However, after his transition to female, she was shunned
The focus groups assembled a cadre of law enforce- by her peers, and worse yet, she did not get necessary
ment experts and professionals, many of whom have backup when facing dangerous situations. Instead she
had who had personal experiences they were willing experienced “slow rolls” in response. Obviously, that
to share concerning how being excluded from the “ta- treatment is terribly dangerous, immoral, and unpro-
ble” of leadership mentoring had deep negative effects fessional. And because of that prejudice, she fully ex-
upon their careers, and their lives and motivation. We pects that she will be excluded from being seen worthy
all learned a great deal from those planning sessions of receiving the mentorship and career development re-
and we will share a few of the prominent things learned quired for becoming a leader in her current workplace.
there and also from the subsequent research that was Another participant was an officer of middle-eastern
done as we built the new curriculum. descent. Upon entering the profession he feared that,
For most of us, “diversity” is a familiar term. It marks unless he changed his name to
our differences in our thinking and attitudes about race, one more “western” and less
ethnicity, gender, national origin, age, and unfamiliar “ middle-eastern, he would ex-
... it is never
ideas and practices. By now it can be assumed that law perience both subtle and out-
enforcement leaders realize the value (both moral and right discrimination and back-
misguided for
practical) of understanding the many cultural groups lash because of his ancestry. He
both in the public that they swear to serve and also in- anyone to insist feared he would be excluded
ternally, within their law enforcement organizations. from the respect, dignity, and
But a lesson learned was that although it is never on the value and camaraderie that forges police
misguided for anyone to insist on the value and under- understanding officers into a real team. So, de-
standing of “diversity,” it seems that what human be- spite the importance that he and
ings want even more is “inclusion.” People, regardless of of “diversity,” it his family put on his traditional
their race, ethnicity, gender, age, sexual preference, and family name and heritage, he
ways of thinking, want an authentic “place at the table,” seems that what changed his name to one that
as contributing members of the decisions that set policy would not draw discrimina-
human beings
and rules shaping their workplace life. Our intrinsic hu- tory fire. Just think for a mo-
man dignity calls out for being valued, heard, and seen want even more is ment of the significance of that
as worthy members of our professions. ” sacrifice!
“inclusion.”
One of the participants of the focus groups, a gay male These participants and the
officer, said that when it came to mentoring and lead- many other members of mil-
4 FBI-LEEDA Insighter | January 2017
FBI-LEEDA
Inclusive
Leadership
Our newest class offering ... Institute
lennial, minority and LBGTQ communities who were of leaving a fine legacy for the agency, an enhanced
not present, are at time intentionally or unintentionally reputation among peers and the respect of colleagues,
excluded from being seen, heard, and valued as intrin- gaining a wide spectrum of perspectives from protégés
sically dignified human beings, and from being chosen fostering creativity, and the intrinsic rewards of “doing
for mentorship and leadership succession. the right thing.” In addition, it has been found that such
We had the opportunity to learn deeply and con- formal and fair mentoring programs can help to retain
cretely that people want fair and equitable treatment good employees and are good investments yielding high
that respects and even enhances their essential human morale for the entire agency.
dignity. Based on their own merits, they want an even Those important ideas and many others are discussed
chance to succeed or to fail as leaders of their peers. And and developed into concrete strategies for wise inclu-
from our subsequent research in building this new cur- sive leadership in our forthcoming Inclusive Leadership
riculum, we learned a few other important things. Institute. We are deeply indebted to the many coura-
We learned that we can expect positive outcomes geous people who have helped us develop this course.
from well-crafted inclusive mentorship and leadership And we look forward to sharing it with you soon.
programs: outcomes that can benefit mentees, the or-
ganization, and the mentors themselves. If performed Dr. Daniel Primozic, is an author, editor, national and international
speaker. He holds a Ph.D. in philosophy and over his long career, has
with integrity, well-designed and delivered mentoring
taught at many universities, as well as serving as Associate Director and
processes can give mentees an increased likelihood for Resident Ethics Scholar for ILEA. There he developed, coordinated, and
success in their leadership development, solid assis- taught courses in law enforcement ethics and leadership and contrib-
uted to research and publication in those fields. He is an author, editor,
tance in goal setting and charting career paths, encour-
national and international speaker, and FBI-LEEDA’s curriculum man-
agement and opportunities for future growth, help in ager and resident ethics expert.
avoiding pitfalls through real-life learning, an enhanced
feeling of worth and contribution to the organization,
and a boost in self-confidence and morale.
For the mentor, it can mean a personal sense of re-
ward for identifying developing talent, enhanced im-
provements for department policies and understand-
ing of contemporary police practices, the knowledge
2016-2017 FBI-LEEDA Executive Board
Pictured (l to r): Paul Shastany, Thomas Alber, John Horsman, Dominic Rizzi,
Joe Wellington, David Boggs, and Charles “Skip” Robb.
www.fbileeda.org 5
Diversity in Leadership
— Chris D. Lewis
“Strength lies in differences, not in similarities.” 1 chael Brown. Although there were many complex issues
―Stephen R. Covey surrounding that tragedy and the destructive protests
that followed, one of the most prominent factors in my
When I became a police officer in the 1978, I could look
analysis was that the police department was not at all
up through the supervisory and management chain in
reflective of the community it served, at all levels
the Ontario Provincial Police (OPP) all the way to the
Reportedly, two-thirds of Ferguson citizens were
top, and see myself. I was confident that I had a fair
black and over half were female, but only a handful of
chance for promotion if I worked hard as I could see no
officers were not white males. Those statistics are stag-
barriers. I am a white male. ALL uniformed NCOs and
gering. Would higher percentages of female and black
command officers in the entire department were also
officers have had a positive impact on public trust?
white males at that time.
Would more black and female supervisors have affect-
Can the police recruit of 2016 look up through the
ed the alleged mistreatment of black citizens by Fergu-
ranks of police officers and see supervisors and execu-
son police officers?
tives that look like them regardless of their gender, color,
I’m not trying to pick on the Ferguson PD and wish
sexual orientation, religion or culture?
them all the best in trying to restore relationships in that
The OPP didn’t hire female recruits until 1974, when
troubled community, but this was a glaring example of
it appointed its first fifteen female constables. Recruit
the need for a police department and its supervisory
classes to follow always had a few females in the mix
cadre to reflect the diversity of the community it serves.
but it took many years for the OPP to achieve its cur-
This diversity issue obviously varies from commu-
rent overall ratio of over twenty percent female sworn
nity to community and unfortunately Ferguson is but
members.
one example of the demographic disparity that exists
Over the years to come a few were promoted to Cor-
between a number of communities and their police in
poral, and slowly female police officers began to climb
North America.
through the ranks in minimal numbers. Then in 1998
Gwen Boniface was sworn in as the 11th Commis- Leaders play a pivotal role, and their impact is felt
sioner of the OPP. Despite that ground-breaking event in everything from strategic decision making to
organizational and community effectiveness and
in the OPP’s proud history, there were many difficult
ultimately financial performance. Diverse leaders
years for female officers seeking promotion along their
bring added benefits and unique capacities that,
career paths.
when realized, add significant value in both the
Diversity is so much more than gender. Usually gen-
public and private realm.3
der and color are the only traits that come to mind when
―The Conference Board of Canada
people hear the word diversity. As human beings we are
all unique in our individual characteristics – many of So how do we reach that goal?
them unseen. The University of Oregon describes that
Firstly, it’s impossible to promote candidates that re-
uniqueness as, “dimensions of race, ethnicity, gender,
flect the community when there are very few candidates
sexual orientation, socio-economic status, age, physi-
outside of white males within the organization from
cal abilities, religious beliefs, political beliefs, or other
which to promote. Having an organizational foundation
ideologies.”2
that properly reflects the community is crucial; there-
The diversity of the personnel of a police department fore attracting, hiring and retaining recruits of all back-
can have a tremendous impact on the public’s trust in grounds is a must.
them. We all watched the events unfold in Ferguson,
It is important that law enforcement executives inter-
Missouri in 2014 following the shooting of teenager Mi-
nally communicate the overall operational imperatives
6 FBI-LEEDA Insighter | January 2017
FBI-LEEDA
“
Diversity is so
much more than
gender. Usually
gender and color
are the only traits
that come to for the agency to be diverse in which enables them to work effectively cross cul-
terms that everyone will under- turally. Further, it refers to the ability to honor and
mind ... As stand. If employees think it is respect the beliefs, language, interpersonal styles
simply a government ordered and behaviors of individuals and families receiving
human beings
numbers exercise and not the services, as well as staff who are providing such
services.4
we are all unique right thing to do for the right
reasons – all for the betterment
in our individual We shouldn’t be promoting people that do not have
of the organization and the
that mindset. The downstream impacts of their atti-
community it serves, you will
characteristics tudes on their subordinate personnel will not be pro-
be starting out in a deficit situ-
ductive for the organizational psyche.
– many of them ation. Agency leaders must ef-
Promotional processes need to ensure fairness and an
” fectively communicate the link
unseen. absence of any systemic barriers or bias, which can be
of diversity to the department’s
difficult to identify without independent input from ex-
need for trusting relationships
perts outside the organization. Interview panels should
with the citizens they serve; flu-
properly represent community and organizational di-
ency in the various dialects spoken in the community;
versity. Transparent leadership developmental and
improving the ability to understand the perspectives of
mentoring practices must similarly be nondiscrimina-
people of various cultures; and that it is not a flavor of
tory and unbiased.
the month program.
Some organizations have deliberately promoted can-
No promotional process should be solely based on
didates that reflect specific diverse characteristics, in
knowledge of legislation, policy and management (as
order to meet unreasonable targets. A number of those
opposed to leadership) principles, as many are. In addi-
promotions were huge successes, and some not, but let’s
tion to having the ability to actually lead – regardless of
face it – we all know many white males that have been
color, gender or ethnicity, possessing “cultural compe-
promoted despite their complete lack of experience or
tencies” is critical for organizational health and success.
ability and have been train wrecks in leadership roles.
Cultural competence is defined as a set of values,
If qualified internal candidates are not competing
behaviors, attitudes, and practices within a system,
for promotion, it is worth investigating in an effort to
organization, program or among individuals and
eliminate any real or perceived barriers. However, de-
Continued on page 53
Are You Eligible for FBI-LEEDA
Life Membership?
Any active member who has been a dues paying member in good standing for a
period of not less than ten (10) years and is retired from public service may request
life membership by writing to the FBI-LEEDA President. Life members are exempt
from the payment of annual dues. Membership has its privileges:
- Line-of-Duty Death Benefit - Training
- Networking - Membership Directory
www.fbileeda.org 7
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8 FBI-LEEDA Insighter | January 2017