“I still believe that law enforcement is a calling as well as a career or profession. I believe that the work law enforcement people, both officers and other specialists, are called upon to do is a ministry of sorts for the good of society, in general and particularly for those who are vulnerable and innocent.” Terry Mangan (Mangan, T., 2005)
Chief Mangan’s approach to organizational change to community policing was always based on the idea of serving others. In researching his life, I discovered that he served in many capacities during his lifetime (he passed away in 2014); first as a clergyman, then later as a police officer and as a Director of Public Safety in California, a Chief of Police in two cities in Washington state, one of them …show more content…
(case study)
In making these changes to the department’s overall culture, he ensured involvement of members of all levels of his police force in order to identify natural leaders from all ranks. He listened to their recommendations and allowed everyone an equal opportunity to speak without fear of repercussion.
He took this to the next level by developing a strategic planning committee to draft a values statement (this became “Service Pride and Dedication”). With the input from everyone in his department, they were able to design a new patrol manual to provide direction and purpose and to encourage innovation at all levels. (case study)
Chief Mangan was successful, as all great leaders are, because he was open to ideas, he identified innovators in the department and gave them authority to design new programs, regardless of their rank.
According to an article that described his legacy, he “sought to put Spokane at the forefront of advances in law enforcement, including improved technology and crime analysis” (Prager, 2014) and hired minority and women recruits to make the department more indicative of the community it
Chief Mangan’s approach to organizational change to community policing was always based on the idea of serving others. In researching his life, I discovered that he served in many capacities during his lifetime (he passed away in 2014); first as a clergyman, then later as a police officer and as a Director of Public Safety in California, a Chief of Police in two cities in Washington state, one of them …show more content…
(case study)
In making these changes to the department’s overall culture, he ensured involvement of members of all levels of his police force in order to identify natural leaders from all ranks. He listened to their recommendations and allowed everyone an equal opportunity to speak without fear of repercussion.
He took this to the next level by developing a strategic planning committee to draft a values statement (this became “Service Pride and Dedication”). With the input from everyone in his department, they were able to design a new patrol manual to provide direction and purpose and to encourage innovation at all levels. (case study)
Chief Mangan was successful, as all great leaders are, because he was open to ideas, he identified innovators in the department and gave them authority to design new programs, regardless of their rank.
According to an article that described his legacy, he “sought to put Spokane at the forefront of advances in law enforcement, including improved technology and crime analysis” (Prager, 2014) and hired minority and women recruits to make the department more indicative of the community it