The Traits of a Leader: A Comparison of Traditional Leadership and Servant Leadership in a Police Organization
Introduction
Leadership plays a crucial role in shaping the success and effectiveness of any organization, including police departments. Traditional leadership theories have long emphasized traits such as decisiveness, assertiveness, and charisma. However, in recent years, the concept of servant leadership has gained attention as an alternative approach. This research paper will compare and contrast the major traits of a leader outlined in various readings with the traits of servant leadership. It will also explore the implications of implementing servant leadership in a police organization, including the need for cultural change, the potential benefits, pitfalls, and provide a brief plan for implementing this change.
Traits of a Leader: Traditional Leadership
According to Wexler, Wycoff, and Fischer (2000), Collins (2001), and Meese and Ortmeier (2017), traditional leadership traits include decisiveness, assertiveness, self-confidence, and charisma. Leaders with these traits are typically focused on achieving goals, making decisions, and exerting authority to ensure compliance. They may have a top-down approach to management, where their authority is unquestioned and subordinates are expected to follow orders without question.
Traits of Servant Leadership
Servant leadership, on the other hand, emphasizes a different set of traits. According to Greenleaf (1970), servant leaders prioritize the needs of others above their own. They exhibit empathy, humility, integrity, and a strong commitment to serving others. Servant leaders actively listen to their subordinates, facilitate their personal growth and development, and empower them to reach their full potential. They focus on building relationships and creating a supportive environment that fosters collaboration and teamwork.
Bringing Servant Leadership to a Police Organization
Bringing the notion of servant leadership to a police organization would require a significant shift in leadership philosophy and practice. Instead of focusing solely on achieving goals and exerting authority, police leaders would need to adopt a more people-centered approach. They would need to prioritize the well-being and development of their officers, fostering an environment that encourages open communication, trust, and collaboration.
Cultural Change
Implementing servant leadership in a police organization would undoubtedly require a cultural change. The existing hierarchical structure and authoritative culture may need to be transformed into one that values empathy, humility, and collaboration. This shift may face resistance from those accustomed to traditional leadership styles. Therefore, cultural change efforts would need to be accompanied by training programs, workshops, and ongoing communication to help officers understand the benefits and rationale behind the new approach.
Benefits and Pitfalls of Servant Leadership in a Police Organization
The benefits of implementing servant leadership in a police organization are significant. By focusing on the well-being and growth of officers, servant leaders can enhance job satisfaction, motivation, and overall morale. This can lead to improved performance, better community relations, and increased public trust. Additionally, servant leaders are more likely to foster an ethical climate within the organization, promoting integrity and professionalism.
However, there are potential pitfalls to consider. Servant leadership may be perceived as weak or ineffective by some officers who are accustomed to traditional authoritative leadership styles. Additionally, the shift towards servant leadership may require more time for decision-making as leaders seek input from subordinates. Maintaining a balance between being supportive and ensuring accountability may also pose challenges.
Implementation Plan for Servant Leadership in a Police Organization
To implement servant leadership in a police organization, the following steps can be taken:
Assessment: Conduct an assessment of the current organizational culture, leadership practices, and employee satisfaction levels.
Training and Development: Provide training programs on servant leadership principles and practices for both current leaders and future recruits.
Communication: Communicate the vision and benefits of servant leadership to all members of the organization.
Empowerment: Encourage officers to share their ideas, perspectives, and concerns through regular feedback sessions.
Supportive Environment: Create structures that support collaboration, teamwork, and open communication.
Recognition: Recognize and reward behaviors that embody servant leadership principles.
Evaluation: Continuously monitor and evaluate the impact of servant leadership on officer satisfaction, performance, and community relations.
Conclusion
Traditional leadership traits have long been emphasized in police organizations. However, the concept of servant leadership offers an alternative approach that prioritizes the needs of others over personal gain. Implementing servant leadership in a police organization would require a shift in culture and leadership philosophy. While it may face challenges and resistance initially, adopting servant leadership principles can lead to improved officer well-being, enhanced performance, stronger community relations, and increased public trust. With careful planning, training programs, and ongoing support, police organizations can embrace servant leadership and create a more effective and compassionate work environment for their officers.
