You Have Been Appointed By The Chief Of Police To Represent

You Have Been Appointed By the Chief Of Police To Represent the Police

You have been appointed by the chief of police to represent the police department in communicating with a newly formed civilian police oversight board. The board members have no law enforcement experience and are vocal about defunding or eliminating the police department. They are concerned with the lack of information from the department when a use of force incident occurs. Using the IMPACT model, detail each of the six steps to establish communication with the board, address their concerns, and emphasize the importance of law enforcement to the community. The chief and administration are committed to implementing policy and training changes, including de-escalation, crisis intervention, and body cameras for officers. Part of your mission is to communicate these changes effectively while building trust and transparency.

Paper For Above instruction

The relationship between law enforcement agencies and civilian oversight boards has become increasingly complex, especially in communities where trust has been strained and transparency is demanded. The conflict primarily arises from differing perceptions: the police seek to maintain order and safety, while oversight boards, often populated by citizens with limited law enforcement experience, aim for accountability and reform, sometimes calling for defunding or abolishing departments. This divergence leads to tensions, miscommunications, and a lack of mutual trust. To effectively address this conflict, it is essential to utilize strategic communication frameworks—one of which is the IMPACT model. This model guides law enforcement representatives in managing emotions, stories, behaviors, rapport, responses, and perspectives, facilitating constructive dialogue and cooperation with the oversight board.

Understanding the conflict begins with recognizing the core concerns: the oversight board is driven by a desire for transparency, accountability, and community safety, often feeling excluded from critical information about use of force incidents. Conversely, law enforcement may view certain disclosures as sensitive or subject to operational security considerations. The conflict intensifies when trust erodes, and both sides perceive the other as uncooperative or dismissive. Addressing these issues requires a deliberate, empathetic approach centered on communication and relationship-building—principally through the six steps of the IMPACT model.

1. Identify and Manage Emotions

The first step involves acknowledging and managing emotions, both within oneself and in others. Recognizing that oversight board members may be frustrated, distrustful, or fearful, and that officers or department leaders might feel defensive or misunderstood, is crucial. By validating their feelings—such as stating, “I understand that transparency is important to you and that recent incidents have caused concern”—the department demonstrates empathy and creates a foundation for trust. Managing emotional responses ensures that dialogue remains respectful and productive, preventing escalation of tensions.

2. Master the Story

In this step, the focus is on understanding and clarifying the narratives held by both parties. Police departments often perceive themselves as community protectors operating under challenging circumstances, while oversight boards may see the police as opaque or unaccountable. To bridge this gap, the department must articulate its perspective clearly—highlighting efforts like new policies on de-escalation, crisis intervention, and transparency initiatives such as body cameras. Conversely, acknowledging the board's concerns about transparency and accountability helps in shaping a shared understanding. Effectively mastering both stories promotes empathy and reduces misunderstandings.

3. Promote Positive Behavior

Encouraging constructive actions involves setting a standard for respectful communication, openness, and collaborative problem-solving. The department can demonstrate this by proactively sharing information about policy changes, facilitating regular meetings, and listening to the board's suggestions. Initiatives such as joint community engagement events foster positive interactions and reinforce the department’s commitment to reform and transparency. Promoting positive behavior builds trust and aligns goals toward community safety and accountability.

4. Achieve Rapport

Building rapport lays the groundwork for effective communication and long-term collaboration. Consistent, honest, and empathetic interactions help establish mutual respect. The department should schedule regular, structured dialogues with the oversight board, demonstrating a genuine interest in their concerns and collaboratively developing solutions. For example, the department might invite board members to observe training sessions or review use of force protocols, fostering transparency and shared understanding. Establishing rapport encourages ongoing dialogue and partnership.

5. Control Your Response

Staying composed and professional, even when discussions become difficult, is vital. It involves actively listening, avoiding defensiveness, and using calm, respectful language. During disagreements, the department should emphasize shared objectives—such as community safety and fair policing—rather than contentious issues. This control helps de-escalate potential conflicts and models adult, respectful communication, which can influence the behavior of oversight members and set a tone of cooperation.

6. Take Perspective

Finally, adopting the perspective of the oversight board and community members is essential for meaningful engagement. This entails understanding their fears, experiences, and expectations. By expressing empathy and seeking to understand their viewpoints, the department can tailor its communication and policies accordingly. Such perspective-taking is crucial when explaining new policies—like body cameras and de-escalation training—showing that these measures are rooted in community well-being and accountability. This enhances mutual respect and trust.

In addition to applying the IMPACT model, the department can incorporate several initiatives to resolve conflicts and promote transparency. First, establishing a dedicated transparency platform—an online portal where the public and oversight board can access reports, policies, and incident summaries—would improve information flow. Second, implementing community policing strategies that involve residents in decision-making fosters trust and shared responsibility. Third, offering ongoing training in cultural competency, communication, and de-escalation techniques ensures officers are prepared to serve diverse communities effectively and ethically.

Conclusively, employing the IMPACT model facilitates effective communication, foster trust, and align police actions with community expectations. The department’s commitment to transparency—exemplified through policy reforms, community engagement, and open dialogue—serves as the cornerstone of de-escalating conflict with the oversight board. These efforts, coupled with tangible initiatives like transparency portals and community policing, create an environment where mutual understanding and collaboration thrive, ultimately enhancing community safety and police accountability.

References

• Burger, J. M. (2015). The psychology of compliance and obedience. Routledge.
• Cordner, G. (2014). Community policing. In G. Cordner & S. Biebel (Eds.), Police administration (8th ed., pp. 287–316). Routledge.
• Klinger, D. A. (2019). Police legitimacy and community perceptions. Journal of Crime and Justice, 42(2), 271-291.
• Miller, L., & Jang, S. (2012). Transparency and accountability in policing. Police Quarterly, 15(4), 488-505.
• Skogan, W. G., & Frydl, K. (Eds.). (2004). Fairness and effectiveness in policing: The evidence. National Academies Press.