Identity: Officer’s Struggle

Having been apart of the profession for quite some time now, the one general element remains paramount in each new officer. The idea and aspects of self-identification and how they would like their character, work ethic, and performance to be viewed. Everyone has a supervisor in this profession just like others, therefore the potential for oversight and impactful relationships can only go so far. At some point it is solely up to the officer to determine which direction they would like to go based on what they have experienced or been told by the infamous Field Training Officer. These rigorous programs have great benefits that are often overlooked but can also pose great downfalls if newly hired and inexperienced officers are not guided properly. A hint of free advice, the Field Training Program is not the time to decide of the officer is up to standards or not. Those things should be filtered out through the hiring process, which saves organizations from grief later. Also, it is not only about the badge and profession but a lifestyle that one must live based on respect, empathy, and discretion.

I have watched officers be hired fresh from the academy or even other agencies and have a tough time adjusting to what the profession is truly about. This being based off the environment of the department and how norms are entrenched. Every department has their own culture, so the landscape is not all the same at every department in case you were thinking that. New or lateral officers are not only trying to fit in but ultimately are not trying to mess up to the point of embarrassment or corrective action. They should be sponges trying to find that mentor to ask questions of, learn from without ridicule, and potentially emulate their career after. In the sense of the lateral hire with more experience they should be trying to wash away bad old habits while keeping an open mind to develop new habits. We all have had someone that impacted our career early on of midways through, who we have tried remained close to or mirrored our careers after. Anyone can bark orders, stick their chest out and proclaim to be the best. Along with telling people where to go and what to do, but it takes true leadership and patience to be able to show someone how to do things while not being afraid to be held accountable even in your ranking position. While having the acumen to admit you were wrong or do not know what or how to do something.

News flash: Positions of authority do NOT mean you know everything. As that brings about another element for new officers trying to develop an identity.

Shortcuts, there is always someone trying to shortcut some process because they think or feel that the real way of doing it is bizarre and meaningless. FTO’s please do not show trainees shortcuts as that teaches them nothing while creating a habit that can manifest into something bigger. Forcing administrators to question the ability of trainers along with processes or customs of completing work assignments.

Question: Are you providing the desired type of environment for officers to develop their identity?

Communication plays a huge part in developing an identity and if officers who complete their training program are lacking in this area it will show quickly as citizens will be able to identify it. The way officers talk to citizens regardless of them being in custody or not plays a dividend in the relationship that will come back around eventually. Sir Robert Peel expresses it best explaining how the community is one as officers and those who violate the law all the live under the same circumstances and must find a way to live together in harmony. That person whom an officer just used profanity toward, engaged in a physical altercation with, or simply treated with respect will spread that information. Officers develop identities through the community and their peers just as quickly. Therefore, officers try to be firm, fair, and consistent with everyone versus being bias, confrontation, and rude. Even in the worst situation when things have gone bad, the mere presence of the officer and way he/she reacts to those situations goes well beyond the years. Often things are rushed because officers feel they should show up on scenes arrest everyone or anyone for violating the law, show their authority to verbal interactions or force, and then mentally justify their actions. These very things are what have given law enforcement the global identity it has subtly earned in 2021. Every interaction is not a confrontation, but these elements should go beyond natural field training of learning the job. These are intangible elements that officers should be briefed on and FTO’s should be observant of to help grow the officer.

Throughout my career I have chosen to place myself mentally into the shoes of those we encounter even in bad situations while understanding tough decisions must be made. Respect is something that can be freely given without someone having to earn it through random acts. I choose to respect the indigent person just the same as I would the business owner. There is no rule or hidden formula that I have found or been told of that equates respect is generated through power and force or a badge and authority given by the State of Texas. Bad situations can be diffused by mutual respect and integrity the officer has earned amongst the community through his/her interactions. I believe officers around the country can attest to relationships building even through tough times with citizens has shown its potential in solving difficult cases that had grown cold. We need the community in which we are responsible for policing to help us in times of need to bring closure and help provide justice to those who cannot speak for themselves. Therefore, the develop of a police officer’s identity is critical and must be given oversight and attention to detail. The deliberate teachings and relationships both professional and personal that are developed along with the constant citizen interaction will help newly acquired officers tremendously. People speak about reform on major scales, which I not completely against, I just believe that we can start reforming our mindsets and cultures within the profession to create a better tomorrow today.