5 Leadership Traits of Top Law Enforcement Commanders

5 Leadership Traits of Top Law Enforcement Commanders5 Leadership Traits of Top Law Enforcement CommandersLaw enforcement jobs offer lots of opportunities to promote and advance your careerand to make a difference in leid only the lives of people in your communitybut in your department. Such a unique opportunity to lead calls for unique traits from leaders. Leadership Traits of Successful Law Enforcement Commanders Here are five leadership traits that the best law enforcement commanders all share imagination An effective leader should have an intelligent imagination for the unit. The leader understands where the group is and where it can be. A positive vision for the future of law enforcement will inform the direction of your workgroup and place it on a path toward sustained success for the entire organization. A successful commander understands the challenges your agency will face in both the near and distant futures. He must be able to realize the full potential that the comman d offers with regard to policing concepts, resource allocation, and information and data sharing, all in furtherance of enhancing the capabilities and effectiveness of the work unit and ensuring a safer environment for residents and visitors. The vision should include increased collaboration among other sections and commands within your department, as well as with internal and external stakeholders. It should also include more information sharing and training for members at every level to promote buy-in and maximize the chances of success in implementing effective strategies. Inspiration The law enforcement leader should not only be inspiredbut inspiring. It is not enough to merely have a vision, but they must be able to help others see their vision and desire to see it to fruition themselves. By inspiring others to take ownership of the leaders vision, the successful commander helps provide the means and the motivation for their members to excel, individually and as a cohesive unit . The inspirational leader must have the ability to communicate effectively, expressing empathy as well as clear expectations. Their members should know what the goals are for their unit and what parameters they must operate within to achieve those goals. Through regular communication with their members, they can better understand their concerns and help them better appreciate the vital role they play within the organization. They should serve as a motivator, encouraging the members of the unit to work toward excellence in the interest of public safety continually. Their intelligence and strength of character should serve as inspiration and example for their members to follow. Accountability To be truly effective, the police commander of must be accountable both to his superiors and the members he leads. An inspirational vision is nothing if it does not produce outcomes. The accountable leader should be expected to continually work toward the goal of maximizing outcomes with more ef ficient inputs. He seeks to understand what is expected of him entirely and works not only to meet but exceed those expectations. He takes complete responsibility for his units failures but makes sure to share his units successes, and his character is such that his motives arent questioned as he continually strives to do the right things for the right reasons. Accountability on the part of the leader, in turn, ensures accountability for his work groupand requires that the leader holds his members accountable for both their successes and shortcomings. Motivating through consequences- ideally positive but, whenever necessary, negative- fosters an environment of accountability for everyone and ensures sustained productivity and imparts meaning and purpose to work performed. Passion When a leader has a visible passion for their job, their enthusiasm fuels not only their own drivebut that of Their workgroup. To be successful, an effective leader must have a true passion for what the unit is about. The successful commander takes on the challenges of the job with gusto, sharing passion and enthusiasm with others so that they see and understand how important their role truly is. Passion for the job provides the energy and stamina necessary to lead others into the future effectively and promotes a desire for sustained excellence throughout the unit and, indeed, the department. Humility The most successful leaders realize that their accomplishments are not their own. If he is focused on seeking credit or praise for himself, he will lose the support and respect of the members whom he was entrusted to lead. Successful implementation of process improvements and best practices requires a team effort, and the best head coaches know it is their team, not themselves, who gets the win. The humble leader is a loyal leader, focused on making sure both his subordinates and superiors are credited with his successes so that the entire work unit is widely recognized as an effective a nd influential component of the agency. Tapping Into Your Potential as a Leader Perhaps the best articulation of behauptung leadership traits is found in a quote often attributed to President Ronald Reagan There are no limits to what you can accomplish, so long as you dont care who gets the credit. Within those words, you find the vision to see the endless possibilities your unit can achieve, the inspiration to want to reach them, the accountability for both success and failures, the passion for fueling the drive to excellence, and the humility to allow others to receive the credits and rewards for positive outcomes.

15 Words and Phrases to Avoid During Salary Negotiations

15 Words and Phrases to Avoid During Salary Negotiations15 Words and Phrases to Avoid During Salary Negotiations2ensure you get the pay you deserve. After all, the right words can be powerful and signal your professionalism to a qualifikation employer. The wrong ones, on the other hand, can weaken your hand and possibly do some serious damage to your future earnings with the company.Arm yourself with this list of 15 words and paroles to avoid in salary negotiations- and bolster your chances for getting the salary you want1. Im sorry.Its hard to come up with a phrase that signals weakness during negotiations as much as Im sorry. Unfortunately, women sometimes tend to apologize for circumstances that arent their fault, or are beyond their control. Even though you may mean it as a way to seem open, avoid saying Im sorry in salary negotiations since you risk looking like you could back down easily.2. I needIn salary negotiations, rather than making it all about what you want, turn the ta bles and make the conversation about the employers needs instead. Focus on what you bring to the table, and what you have to offer a potential employer.3. No.As powerful as it is, the simple word no can come off as whiny and obstinate. It may even make a potential boss conclude that youre not a collaborator or a good team player. Just as you dont want to be too eager to say yes, be very sparing with using the word no- or avoid it altogether in salary negotiations.4. Ill take it.As happy (and frankly, relieved) as you may be to get a great job offer, dont accept anything right away If youre worried that your eagerness might get the best of you, do a practice interview where you have a chance to calmly consider the offer. Plus, you wont come across as desperate, either.5. I dont know.If youve done your research, youdoknow what you want. You should know what kind of job you want, which duties allow you to excel, and what your skills andrelevant career experience are worth in the job ma rketplace. After all, if you say, I dont know, an employer might not know if they really want to hire you.6. I want more.More can be a too-vague phrase that leads a job interviewer grasping for what it is youre seeking. More money? Then how much more? More workflexibility? In what way- flexible hours or an alternative schedule? Being as specific as you can in job negotiations can lead to happier conclusions for both parties. More might sound greedy, so be as specific about what it is youre really after.7. The least Id be willing to take isSalary negotiations are like high-stakes poker, so you dont want to reveal your hand right away. If you say the least amount youd accept for a salary, theres a good chance that will be what youre offered- and nothing more. Since you dont want to low-ball yourself, make sure any figures you mention are at the higher end of what you really would be willing to accept, rather than the lower end.8. Is that all?Whether youre using this phrase in referenc e to pay, or the power youll wield in a prospective job, try to avoid the appearance that youre grasping for more than the job may offer. While you may want as much as you can get, dont insult the employer by belittling the offer.9. The problem isIf youre raising potential problems before you even get in the door, you may look like a perpetually downbeat person who always sees the glass as half empty. Rather than talk about whats wrong, focus on whats right with a potential job, or what you can bring to the position to make it even better.10. Im actually looking forSay what? If you utter this phrase in an interview, the implication could be that while the current job or salary being offered is just OK, youd want something else if you had your druthers. If your intention is tonegotiate salary and benefitsthat meet your needs, precise language will increase your chances of getting what you want.11. I hate to ask, butIf you hate to ask a certain question in salary negotiations, here ar e two options dont ask it, or omit that conversation-stopping phrase and ask it directly. If the questions about money or flexible work options, simply ask your question directly or make it a statement. (Ive been a successful remote worker in the past, and believe I can be just as successful and productive in this job- as opposed to I hate to ask, but could I work remotely?) 12. My current salary isDepending on what stage of the interview process youre in, youll probably be asked what your current salary is if youre employed. Thing is, you never want to answer this question because it can kill any chances of negotiation in the future. You can politely and respectfully say that youd rather not disclose it. 13. Can we discuss it later?Unless youre an expert negotiator, negotiating makes most people feel uncomfortable. To avoid having to negotiate, you might say something like, Can we talk about salary later? but this isnt a good idea. If you dont address your salary negotiation right away, it can appear like youre afraid or embarrassed to do so. Plus, if you wait too long to negotiate, not only are you just putting off the inevitable, but you might not have the same ability to negotiate for what you truly want. 14. I wantSalary negotiations are all about what you want, right? Wrong. If you start rattling off a laundry list of things that you want from a potential employer, it can come across sounding selfish and greedy. Instead, show your prospective boss what you can bring to the table, and how your skills and education make you a top choice for the job. Prove what youre worth by showing what you can do- and youll have a salary that you want. 15. Yes.If you think saying yes is good during a negotiation, think again. Saying yes to an offer too soon can cut your chances of getting an even better salary. No matter what offer is presented to you, its up to you to negotiate so that you can show you know what youre worth, and also possibly make that dream salary even sweeterA few powerful phrases to consider in salary negotiationsIm very excited.- Shows enthusiasm and a high level of engagement.I hope- Connotes optimism.I might be willing to consider- Signals openness in the negotiation process.Thank you. - Speaks for itself.Wish you could talk through your job search and career questions with someone?REGISTER FOR CAREER COACHINGJennifer Parris contributed to this deutsche post dhl.This is a version of a post that was

7 Traits That Make You a Great Candidate

7 Traits That Make You a Great Candidate7 Traits That Make You a Great CandidateThis post originally appeared on YouTern.I often get asked often what do you look for in a potential new hire or intern that doesnt have years and years of experience on their resume?Admittedly, my answer often depends on what were looking for most at that particular moment. However, these seven traits consistently come to mind, regardless of the role1. Willing to ignore job descriptionsIve been a big groupie of this trait since I reada post by Jeff Haden in Inc. The fact is that as companies are expected to do more with less, and expect the same from gruppe members, this is pure gold. To be the first to answer the all hands on deck call or just to jump in when others might really need your help is truly a good sign of an exceptional employee (regardless of workforce experience).However to ignore the job description before you get the job and the failure to adapt your cover letter, resume and interview exactly to the requirements of the job description means doom to your candidacy. Live and breathe the job description until you get the jobthen forget all about itYour job now is to demonstrate you are all in as a gruppe member.2. Infinitely coachableCoachability the art of being able to listen and then adapt to what youve learned is at the top of my list for new hires and one of the first characteristics I look for during the interview. Part of this highly sought after quality is the willingness to occasionally be wrong, andbe willing to learn from the mistakes made. Exceptional employees (and managers) are able to tischset ego aside, listen to other team members and mentors, and ultimately come up with the best solution for the challenge theyre facing.3. An entrepreneurial spiritTodays talent is driven by so much more entrepreneurial zeal than previous generations. Without being asked, they accept responsibility for process improvement. They take the extra step to make a cust omer happy. They solve problems the existing team might not have recognized. They approach their jobs in a wholly entrepreneurial fashion wherenothing gets in the way of finding a solution, or a better way. To compete well, an entry-level employee or intern must exhibit this trait to be considered a Top 5 candidate.4. Can articulate what makes them uniqueThe working world and the chair on the other side of the interview desk is far too populated with me-too clones (cloned personalities, cloned clothing, cloned levels of effort) seemingly afraid to be a little different. Dont be afraid to show a little personality and some youthful exuberance.Be unique, tell a good story about why you care about life and your work and have a little fun5. Passionate about life and workExceptional employees simply dont allow themselves (or just havent been around long enough, perhaps) to become jaded by personalities, office politics and problems. They retain their passion for the project, the comp any mission and their team members. Most important, no matter what else is happening around them, they genuinely care about the customer experience. From the first interview on,they understand that passion is infectious(and so is negativity).6. A competitive natureExceptional employees detest losing. They will innovate until their eyes go blurry, create solutions well outside the proverbial box and work the hours necessary to win. Not with the win at all costs mindset, of course and not without keeping other qualities mentioned here in mind. But through self-motivation and humble confidence, they understand that going through the motions while pretending to be busy just isnt an option.The best new employees put themselves in a position to compete well every day.7. High emotional intelligenceEmotional Intelligence(EQ) is a term most often used in business by HR and talent managers. Effectively, a person with high EQ is capable of processing emotions both theirs and those of the ot her members of their team in a productive manner. Whats important here is that new employees young employees, specifically arent yet expected to lead by example with high EQ. Those who do and are able to show this quality during the interview process oftenbecome epic employees.Having two or more of these seven skills and/or attitudes puts you well ahead of most job seekers competing for the same job or internship as you. Having four or more makes you, from my perspective, a candidate worth pursuing right nowHow many do you have? And what is your plan for adding even more to your value proposition?CEO and Founder of YouTern, Mark Babbitt is a serial mentor who has been quoted in the Wall Street Journal, Mashable and Forbes regarding job search, career development, internships and higher educations role in preparing emerging talent for the workforce. A keynote speaker and blogger, Marks contributions include Huffington Post, Bloomberg News, Switch and Shift, and Under30CEO.