If you were to ask a random sampling of police supervisors the question, "What is leadership?" you are likely to get a number of different answers. True leadership is a highly valuable commodity in today's law enforcement community and yet each day we hear examples of bad leadership destroying what used to be a fine law enforcement agency. Too often rank is mistaken for leadership. Leadership has nothing to do with rank, title or privilege. Leadership isn't about giving orders, dictating policies or impressing superiors. Leadership isn't necessarily the sum of one's experience, training or education. Leadership is developed in one's character, and can be applicable in any law enforcement position, from the new recruit up to the chief administrator.

When a lackadaisical administrator - this is especially true for a small department - fails to be a leader it will assuredly result in a downward spiral of morale and the loss of good officers who will choose to move into a better situation. When a department lacks leadership it opens itself up for the incompetent and corrupt to drop an anchor and plunder away. How is leadership defined?

The online Merriam-Webster Dictionary defines leadership as: "1.  The office or position of a leader; 2. Capacity to lead; 3. The act or an instance of leading."  With all due respect to Merriam-Webster, perhaps it can best be stated that the definition of leadership is the sum many things:  Responsibility, integrity, loyalty, respectability, honesty, competence, and an ability to motivate and inspire by example.

According to the sixth President of the United States, John Quincy Adams, "If your actions inspire others to dream more, learn more, do more and become more, you are a leader."  In other words, leadership is better defined by action, not position. In what ways can leadership affect a department? It's as different as north and south. Good leadership will foster a department's growth, efficiency and public image.

Bad leadership will see high turnover rates, decreasing public support and personnel who simply quit caring. An effective law enforcement leader should cultivate the exceptional abilities of each officer and nurture them in ways that spark professional development and reward excellence.  Leaders should capitalize on strengths and acknowledge achievements even if in the simplest of ways. A pat on the back and/or a "good job" statement can go far in keeping morale alive and well.

It is important that a good leader administer to his or her officers in a fair and meaningful way.  Inconsistencies in rewarding and disciplining will take a serious toll on every member of a department. Correcting an officer means making a proper assessment of the mistake or improper action and being reasonable in the consequences.

Fairness, accessibility and being honorable in every facet of the position must be the tenets practiced of anyone in a leadership position for departmental success. Short of that, an agency will suffer a black eye and exemplary officers will find another place to practice their profession.

Jack R. Gates is a police officer with the Forsyth (Missouri) Police Department,  a field training officer and instructor. He can be contacted at This e-mail address is being protected from spambots. You need JavaScript enabled to view it

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