PLE Strategic Leadership is a customized one-day or two-day training workshop that focuses on the unique challenges of mid and senior-level managers who work in law enforcement organizations. As with PLE Leadership 1, this workshop grew out of our work with the US Department of Homeland Security, The Federal Law Enforcement Training Center (FLETC), the FBI National Academy Association, and several law enforcement agencies at the municipal, county, and state levels across the United States.
“Every supervisor in law enforcement should attend this class.”
Kevin Thacker, Chief, Sandy City Police
Leadership in a law enforcement organization can be immensely fulfilling. Those who dedicate their professional lives to the protection and well-being of the public contribute in immeasurable ways. They save lives and preserve the resources and rights we cherish.
Leaders in law enforcement normally work in environments of elevated risk, high stress, and less margin for error. But that’s not all. Law enforcement organizations have to adapt to a rapidly changing environment based on a range of factors, including changes in technology, public policy, social patterns, resource allocation, and many others.
As a leader in law enforcement progresses to higher levels of responsibility, a second shift occurs. The leader moves from small-unit leadership to large-unit–or system–leadership. To be effective in this transition, the leader must expand his or her contribution from a tactical to a strategic focus. This requires a higher level of agility and a strong capacity for systems thinking. At the same time, the leader must develop even more emotional intelligence in order to engage, inspire, and mobilize large numbers of people. Finally, the more senior leader must be able to lead change based on adaptive challenges that confront the organization.
In consultation with our panel of experts, we have carefully researched the success and failure patterns of front-line and mid-level leaders in the various branches of law enforcement, and have designed this course to include the critical skills and behaviors that are essential to success.
Module 1: Strategic Time Management
Participants learn to identify the key differences between leadership and management as related and yet distinct disciplines. They assess the leadership/management ratio of their own jobs. They apply the 5 functions of leadership framework to their jobs in order to understand the full scope of their responsibilities. They identify and prioritize the preserving and disturbing aspects of their stewardship. They identify gaps in the leadership side of their personal development profile and create a personal plan to close those gaps
- Working in and on the Organization
- The Eisenhower Matrix
- 5 Strategic Strategies
- The Triage Tree
Module 2: Strategic Decision Making
Participants learn how to approach distinguish and approach decisions that are long-term and strategic compared to those that are short-term and tactical. They learn to identify and neutralize cognitive biases and other decision traps that might interfere with sound decision making. Finally, apply the 8-point decision path tool in order to bring rigor and structure to long-term strategic decision-making that would optimize the organization rather than sub-optimize a part of the organization.
- The Anatomy of Judgement
- Value, Cost and Risk
- 10 Decision Traps
Module 3: Strategic Thinking
Participants learn to apply a number of tools in order to think and act strategically. They identify shifts in their own role that move them from tactical to strategic work. They learn to apply a value, cost, risk framework to organizational decisions. They employ systems thinking in order to consider different chains of consequences based on alternative scenarios. Finally, they learn to evaluate customer touch points and increase or decrease the creation of value based on the nature of the relationship.
- The Deliberate Reduction of Alternatives
- Value Creation
- The Relationship Continuum
Module 4: Change Management
Participants learn to evaluate the three basic reasons for change: cost reduction, value enhancement, and compliance assurance. They apply a disruption curve tool in order to assess the likely disruption of a proposed organizational change. They learn how to build support for change at the individual and organizational levels through coaching and coalition building. They learn to create and implement accelerators to speed up change initiatives. Finally, they apply behaviors that will help them stay active and visible until change becomes rooted in the organization’s culture.
- Muscling and Smuggling
- The EPIC Stages of Change
- Opportunities, Threats and Crises
- Accelerators and Landmines
- The U-Curve of Personal Change
- Reversion to the Mean
Module 5: Talent Management
Participants learn to apply, evaluate and increase their self-awareness and emotional intelligence in order to create engage their people at the highest levels of performance and make decisions that are unimpaired with filtered or incomplete information.
- The 70-20-10 Model of Development
- Your Concept of Career
- Peak Engagement Experiences
- The 5 Stages of Contribution
- Talent review: 9 Box Assessment
- Your Resume of Failure
- Train onsite at your organization
- Host a public workshop in your area
- Attend a public workshop in your area
What You Receive
Each participant in the workshop will receive:
- Bound participant manual
- Bound personal development guide
- Coaching ready reference card
Please contact us directly for pricing information.
- Participants will be able to:
- Develop greater self-awareness and emotional intelligence to engage employees at higher levels of performance
- Detect deteriorating conversations that may be reversed and improved.
- Identify and close gaps in the leadership side of their personal development profile.
- Think and act more strategically by considering the value, cost, and risk, as well as the train of consequences, of a course of action.
- Adopt a framework for making long-term strategic decisions.
- Evaluate, prepare, implement, and consolidate organizational change initiatives from beginning to end.
This two-day workshop consists of five modules.