From a book entitled Measure of a Leader: “Learning to lead is a function of deliberate practice.  You refine your techniques and skills by observing the  followers’ responses.   While you may pick up some pointers from the stories of others, you cannot simply imitate what they do.  This intentional search for the impact of your actions will set you apart from those who try to replicate the actions of other leaders.” Most leaders don’t really consider how their success is measured. It is not by their personal accomplishments, but instead their success is determined by how well their team performs which comes from a group of individuals functioning as a team. Unfortunately, most leaders confuse intent with impact. That is their intent was to have their followers do ABC, when in fact their followers didn’t receive their message that way and instead did XYZ, which turns out was inconsistent with organizational goals and values. And that is where some personnel problems begin…well intended sergeants, especially new ones, don’t want to be seen as micro-managers so they delegate responsibilities to officers that are ill-prepared for such responsibilities. Good intentions - bad results.

Many times in an effort to correct an employee’s unacceptable behavior, most leaders tend to deal with only the behaviors that are most apparent to them.  They never get to the root cause of the problem, so they end up going back and dealing with these behaviors and problems many times over creating great frustration for them, their followers, and others within their organization.  Sadly, in most cases, the leader never does correct the employee’s behavior, but instead the “problem employee” is transferred over and over again spreading their disease throughout the organization and frustrating all with whom they come in contact.  Every leader that has to supervise this person vocally criticizes the problem employee’s previous supervisor for failing to do their job.  Then the new supervisor ends up doing the same thing in that they also fail to change the employee’s behavior in a lasting manner.  The reason that most of them never correct the unacceptable behavior is because they do not really know how.  In this lesson, students are taught to use a leader thought process (LTP) model that will ensure that they are more deliberate in addressing performance issues with employees. Students are provided the tools they need to identify and address the real cause (root cause) for the unacceptable behavior. These are the major topics to be discussed throughout this lesson:

*Demonstrating how to use the Leader Thought Process (LTP).

*Identifying the Logical Chain of Events (LCE).

*Analyzing employee performance issues in order to determine the Root Cause of their problems.

*Discussing the various leadership theories that impact the outputs of employees.

*Learning to become more purposeful in matching leader solutions to address every Area of Interest (AOI’s).

*Evaluating and assessing the success of the leader solutions that were implemented.

TARGET AUDIENCE:  This one-day class involves a lot of student interaction and is recommended for every member of a police department – civilian and sworn.