The Toolbox Approach
If asked “What tool is the most important in your toolbox?” a general contractor would have difficulty selecting just one tool that is essential to building the structure. The general contractor often times chooses the best tool depending on the job, the environment, and the situation. It has been said that effective leaders, and general contractors or leaders at a construction site, adapt their style according to the circumstances. (Gunter, 2000) In law enforcement there is not a single leadership imperative that will produce a culture of high achievement; however, there are many that when used appropriately depending on the job, the environment and the situation will lead to higher achievement. Hammonds (2002) describes “The best way for any company -and its people- to respond to unpredictable challenges is by building an effective organization that expertly spots the unexpected when it crops up and then quickly adapts to meet the changed environment.” Similar to the tools in a general contractor’s toolbox a law enforcement leader must use leadership imperatives to craft and build a culture of higher achievement. When general contractors wish to shape the structure that they are building, they use shaping too
department to do is to make sure you do not express you dissatisfaction with something within the department to outsiders. Please come to me instead with any and all concerns and I will take the proper steps to address these issues and see that they are resolved.” An even more effective way of leading through example is through coaching. Two types of coaching are effective for law enforcement leaders those being: performance and cognitive coaching. These two types of coaching enable law enforcement leaders to shape a culture of high achievement “in a hands on” way. Performance coaching implies that the coach or leader is teaching a new skill. In this process the coach will explicitly tell the learner what to do, and then demonstrate what to do, next the coach will watch as the learner has a chance to practice the new skill, and finally the coach will give feedback based on the observation of what needs improvement or what was done well. A little differently cognitive coaching also is used by law enforcement leaders for the purpose of shaping a culture of higher achievement. Cognitive coaching involves 4 stages. The first stage is a planning stage where the coach uses strategies to have the planner: clarify goals, plan, anticipate or make decisions regarding strategies to use, and identify the learning focus. The second stage is the learning event and during this stage the coach and planner will monitor for success and effectiveness of strategies used. During the third stage the coach and planner dialogue to analyze the event, and finally during the fourth stage the coach mediates by having the planner construct the new learning and apply it for future events. An effective leader is a life time learner, a person willing to continue learning and cognitive coaching implies continuous learning.
Some topics in this essay:
Based FISH,
Sheriffs Department,
Short Greer,
,
Continuous Improvement,
Hoy Miskel,
Pareto Chart,
law enforcement,
Paul Christensen,
law enforcement leader,
enforcement leader,
culture achievement,
enforcement leaders,
law enforcement leaders,
organizational culture,
gripping tools,
positive attitude,
stage coach,
cognitive coaching,
measuring tools,
Management Grid,
cognitive model communication,
organization organizational culture,
tools law enforcement,
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Approximate Word count = 2485
Approximate Pages = 10 (250 words per page double spaced)
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