Leadership fail

[Frank Smith]

Jocko,

I work for a premiere law enforcement agency.   There has recently been a lack of leadership and I was curious as to what you think we could do to pull out of the pit of despair.  I serve on the Special Response Team which consists of 8 operators with an additional two supervisors.  About a year ago the agency decided to expand and make us a full time contingency running QRF for the street.  We were going to lots of calls and supporting our street troops.  We had two teams (4 man) and were running lots of operations consisting of search warrants and barricaded individuals.  My supervisor was given lots of leeway and he would decide which operations we would take or turn down.  Eventually the command staff advised they wanted to be called out to all our operations.  Then they began to knit pick how things were done.  Then after one operation that went quickly and they were not in the loop, they decided to consolidate us to one team and give strict restrictions on how we would be called out.  Today we do not have many operations if any at all, and most of our training is half hearted and lacking.  Our team feels there is no mission and communication is lacking.  The supervisors seem to be non-existent and not really engaged.  It seems command has taken away our spirit with their new regulations.  There are many of issues in addition that this has brought on...

What can we do or what can I do to get things turned around?

Frank

[mynewunit]

In Professional sports they say winning fixes everything. I am sure some of these problems aren't new, but when you are sitting on ice, you have more time to ponder the little friction points.

So, how do you get moving again? You need to become the tool that they want to use. If they need communication you have to give them communication. Listen to the Andy Stumpf talk about the font on powerpoint slides causing missions to be delayed or scrapped. Human factors are as real as environmental ones. You will have to overcome all of them.
Andy Stumpf Thread

I would create the opportunity that they want where it helps them have input and learn. Have the agency brass come and observe your training. Have them participate. Make the training as unpredictable for the the trainees as the observers. Make briefings part of the training. Make communication with higher ups part of drills.

One thing I have passively noticed is that local law enforcement is getting very good at close quarters operations. Especially in a shock and awe kind of way. It might be valuable to have a de-escalating methodology. Something like a Judas goat. If you had something that "looked better on television" that was well trained, repeatable, scrutinized by your team and leadership, and with an agreed upon means to change from low intensity to high intensity, that might be the new toy that they would want to play with. I would even film it on your phone and see how it "plays". Feel free to say: "Some guy on the internet, who obviously never crashed a door, is trying to get SWAT teams to develop kinder and gentler techniques. We should probably get started on that before some Fed in a starched collar makes us".

To do something like this will take a champion. A champion is the cheerleader, the spokesperson, and the idea man. You let everyone else find their role, have ideas, try new things, write the rules, procedures. You encourage them, keep them on task, set expectations, and be the path of communication.

Training with no purpose is monotonous. Split into 2 teams and compete. Maybe you can partner with the local college. See if the drama club or the legal department wants to participate or watch. I am full of bad ideas.

[Frank Smith]

Thanks for the feedback. I appreciate it and you bring up several good points. I do think if we involve them in our training more it would help and I like the idea of making training somewhat competitive. Thanks again