Running head: CHANGING CULTURE IMPLEMENTING POLICY 1

Changing Culture: Implementing a New Policy

James Kidd

University of San Diego

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Changing Culture: Implementing a New Policy

Changing the culture in a police organization may prove difficult. Police officers are

usually resistant to change. Some police officers resist out of fear, or the change may take them

out of their comfort zone. Whatever the reason, police departments must take steps to evolve

and to adapt their culture to meet the needs of their community.

The initial approach to change the culture in a police organization cannot be overstated.

Creating a positive culture is about developing a shared sensed of destiny and enrolling others in

those efforts so they can see their own interests as being aligned with the organization (Reynolds,

2013). In order to begin implementing a positive change, I would identify officers that are

respected and carry a heavy amount of influence within the department. Those officers are the

leaders without formal authority. Utilizing informal lines of communication I would be able to

gauge the perception of the officers, and possibly receive buy in to assist in promoting positive

change.

Currently my department is experiencing new policies in reference to the collection of

data in use of force incidents, investigations, and prosecutions. Many of the officers feel as

though they are being second guessed by administration. The key is to educate and provide a

collaborative process where the officers have input in the policies. For example, before the

implementation of the policy have a meeting with the supervisors of the department along with

the police departments union leaders to explain the reason for the policy, to educate them on the

research completed, and discuss the expectations for the officers and community. Then I would

provide a draft copy of the policy to a diverse cross section of the department allowing input and

discussion. The officers may not agree with the policy, but they will feel as though they had

opportunity to voice their opinion and be part of the process.

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The Presidents Task Force on 21st Century Policing has identified several issues on

police practices with one of the recommendations stating that law enforcement agencies should

have comprehensive policies on the use of force that include training, investigations,

prosecutions, data collection, and information sharing. These policies must be clear, concise, and

openly available for public inspection: (The Presidents Task Force On 21st Century Policing,

2015). At the same time that I am educating and empowering the department, I am meeting with

councilmen and community leaders to open lines of communication and answer questions in

regards to the transparency and expectations that the new policies provide.

Once the process is complete and the policy has been implemented, I will collaborate

with community members to develop oversight strategies. The community as a whole will have

access to our departments policies and procedures through our social media account.

Good leadership will ultimately be the key to success in creating and generating positive

cultural change within the police organization. Collaboration with the officers and the

community improves performance and creates a climate of trust. Developing a shared vision

while enlisting others to promote trust and transparency will aid in the success of the

implementation of the policy to the collection of data in use of force incidents, investigations,

and prosecutions.
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References:

Final report of the presidents task force on 21st century policing, (2015)

Kouzes, J./Posner, B. (2002). Leadership Challenge, 140-162

Reynolds, B. (2013) How to change the culture in your police department.

PoliceOne.Com from https://www.policeone.com/chiefs-sheriffs/articles/6969415-How-
to-change-culture-in-your-police-department/