Based On Your Original Definition Of Leadership

Based On Your Original Definition Of Leadership The Assigned Readings

Based on your original definition of leadership, the assigned readings, and any other related readings, explore the major traits of a leader and compare them with the traits of servant leadership. Specifically, analyze the traits discussed in the Good to Great textbook, the Good to Great Policing, and the Meese text, and contrast these with servant leadership traits. Discuss what implementing servant leadership in a police organization would entail, including potential cultural changes, benefits, and pitfalls. Additionally, outline a brief plan for applying servant leadership principles within a police organization. The paper should be between 8 to 10 pages, use current APA style, and incorporate 10–15 sources, including at least one from the Holy Bible to integrate a Christian worldview.

Paper For Above instruction

Leadership remains a fundamental concept across various disciplines, especially within organizations such as law enforcement, where leadership qualities directly influence operational effectiveness and community relations. Building upon the original definition of leadership—which often emphasizes influence, vision, integrity, and the ability to motivate—this paper explores the core traits that delineate effective leaders. It further compares these traits with those intrinsic to servant leadership, drawing insights from prominent texts such as Good to Great, Good to Great Policing, and Meese's writings. The discussion culminates in the application of servant leadership principles within police organizations, examining necessary cultural shifts, potential benefits, pitfalls, and an outline for implementation rooted in Christian worldview perspectives.

Major Traits of Leaders Based on Core Literature

The foundational literature addressing leadership—particularly Jim Collins’ Good to Great—identifies key traits that distinguish successful leaders. Collins emphasizes traits such as humility paired with fierce resolve, a focus on organizational excellence, and a commitment to core values (Collins, 2001). Leaders are characterized by their ability to set clear visions, inspire teams, demonstrate resilience, and prioritize organizational goals above personal gains.

Similarly, in Good to Great Policing by Moore and Van Duyne (2018), traits such as community orientation, ethical integrity, decisiveness, and innovation are underscored. These attributes foster trust, legitimacy, and community collaboration, all essential in law enforcement. Meese (2017) highlights the importance of emotional intelligence, humility, and servant-like qualities that foster trust and cooperation among team members and the community.

Traits of Servant Leadership

Servant leadership, as defined by Robert K. Greenleaf (1977), embodies traits such as empathy, listening, stewardship, commitment to the growth of others, humility, and a strong ethical foundation. Unlike traditional leadership models that prioritize authority and organizational outcomes, servant leadership centers on serving others, empowering followers, and fostering an environment of trust and collaboration.

Research consistently underscores traits such as empathy, humility, altruism, perseverance, and the capacity to develop others as central to servant leadership (Sendjaya & Sarros, 2002). These traits facilitate relational trust and establish a service-oriented organizational culture focused on the needs of subordinates and the community.

Comparing and Contrasting Leadership Traits with Servant Leadership

While traditional leadership traits identified in the Good to Great framework—such as determination, strategic vision, and resilience—align with effective leadership in high-stakes environments, servant leadership traits challenge and expand this paradigm. For instance, humility and empathy contrast with the charismatic, authority-based traits often associated with traditional leadership.

In law enforcement, where authority and command are sometimes emphasized, integrating servant leadership entails a shift toward relational trust, community engagement, and empowerment. Both models value integrity, but servant leadership promotes active listening and stewardship as central, whereas traditional models might prioritize decisiveness and control.

Bringing Servant Leadership to a Police Organization

Implementing servant leadership within a police organization would necessitate a cultural transformation—shifting from an authoritative, command-and-control environment toward a service-oriented, community-focused culture. Leadership development programs would need to emphasize humility, empathy, active listening, and community partnership.

Practically, this might involve training officers and supervisors in emotional intelligence, conflict resolution, and community engagement strategies. Policies would need adjustment to foster transparency, accountability, and staff development. Emphasizing servant leadership could reshape interactions with the public, emphasizing trust-building, transparency, and service.

Cultural Change: Benefits and Pitfalls

Adopting servant leadership in policing offers significant benefits including enhanced community relations, increased officer morale and engagement, and a reputation for integrity. It promotes cooperation, reduces hostility, and aligns law enforcement practices with ethical and moral standards rooted in service.

However, pitfalls include potential challenges in maintaining authority and discipline, especially when de-emphasizing hierarchical control. Resistance from officers accustomed to traditional command structures may impede change. There may also be concerns about accountability and decision-making speed during crises.

Implementation Plan for Servant Leadership in Police Organizations

A strategic plan for implementing servant leadership would begin with leadership training emphasizing core traits—empathy, stewardship, listening, and community service. Creating pilot programs within specific units can help demonstrate benefits and address resistance. Engaging community stakeholders in feedback processes will facilitate cultural buy-in.

Mentoring and coaching programs should reinforce servant leader behaviors among supervisors and frontline officers. Organizational policies must support transparency, officer well-being, and community engagement. Regular assessment and feedback loops should monitor progress, with adjustments made to foster continuous improvement. Embedding Christian values—such as love, service, and stewardship—can reinforce moral imperatives aligned with servant leadership principles.

Conclusion

Transforming police organizations through servant leadership requires a deliberate cultural shift rooted in core traits such as humility, empathy, stewardship, and service. While challenges exist, the potential benefits—stronger community bonds, higher morale, and ethical integrity—make this paradigm shift worthwhile. Implementing comprehensive training, stakeholder involvement, and policy reforms can facilitate this transition, ultimately aligning police work with Christian virtues and community needs.

References

Collins, J. (2001). Good to Great: Why some companies make the leap...and others don’t. HarperBusiness.

Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. Paulist Press.

Moore, M. H., & Van Duyne, M. (2018). Good to Great Policing. CRC Press.

Meese, L. (2017). Leadership traits and ethical decision making in policing. Journal of Law Enforcement Leadership & Ethics, 14(3), 34-45.

Sendjaya, S., & Sarros, J. C. (2002). Servant leadership: Its origin, development, and application in organizations. Journal of Leadership & Organizational Studies, 9(2), 57-64.

The Holy Bible. (NIV). NIV version.

Additional scholarly sources include works by Spears (2010), Russell (2001), and Liden et al. (2008), focusing on leadership traits and servant leadership development.