The Next Chief of Police Needs the Rank and File

The Los Angeles Police Department has talent. There are skilled people throughout its ranks. So there is no reason why the next chief of police shouldn’t come from its own.

All of us in law enforcement know that we don’t accomplish anything alone. Enforcing the law is a vast responsibility, but it gets done to various degrees depending on the support we get, both internally and from the community. We seem to have great backing from the people of this town. We have tried and continue to strive to include the community in improving the environment in which they live. However, to do the same inside the department is going to take some work.

No police chief has ever been able to totally achieve what is expected by all segments of this city. However, no one will ever get close without the complete support of his staff, including the rank and file. A chief has to be able to adapt to the political and demographic changes, as well as to the never-ending struggles of others to have a voice inside our bureaucracy.

The dynamics are much more intense than most can imagine. Police departments are driven not only by the voice of authority but also by people who can harness the talent that abounds. The same connection that must be made with the numerous multi-business, residential, ethnic, political, labor and law enforcement communities must be made in the multilevel LAPD. The same diverse voices are present on a smaller scale, but they are just as intense.

The elusive ideals that everyone wants to see in the department, such as morale, honor and pride, will require a chief who has the credibility, respect and trust to generate momentum. That person has to be a manager and a leader; the two roles are different, and the police chief must be both.

At the top end, support for the chief must be total and complete. There can be no wavering or anticipation of failure to give another a chance at the brass ring.

To fulfill the department’s agenda requires everyone’s total commitment and selfless participation in the process. Management expects police officers to be loyal and give their all; the same must be true for management. The concentration must be on the betterment of the organization and not self. There must be communication with officers, sergeants, lieutenants, detectives and civilians, in addition to the command staff. The chief is a major figure and a key individual, but the value of that role is the ability to recognize the enormous talent available and mobilize it. The chief must convey the ability to listen and act on this wide array of input. If the chief fails to recognize this, don’t expect to reach those lofty goals that people look for us to meet.

Without a manager-leader (with a very strong emphasis on the leader because we have many managers) who can inspire department members to give their all, then we’re in for some hard times and a loss of the public’s esteem. Such people do exist within this department and I firmly believe that this Police Commission can find them.

We can’t afford to squander this valuable time and opportunity. To do so will result in the Los Angeles Police Department losing a prominent leadership role in this city and within the law enforcement community. This won’t be tolerated by us or the people.