With lessons already learned, WHY does Bad Policing and Police Brutality continue to be a problem and what is the solution to make EVERYONE happy? The true victims in this ongoing problem are the general public and the law enforcement professional who honors the badge every day.
I have had numerous people ask my opinion regarding the killing of George Floyd in Minneapolis. Some told me they were wondering why I had not posted my thoughts about it on social media, given my law enforcement background human performance expertise.
The truth is, I needed to come to grips with my feelings and the cold hard fact that bad cops continue to tarnish a profession that certainly does not deserve to be tarnished.
To be honest, I’m furious about the current environment in our country and wanted to keep my emotions out of anything I post. I have had some tough conversations over the past week or so and have seen what it looks like when a person responds with raw emotions.
Like everyone else, over the past two weeks, I have watched the resulting chaos in our country and thought long and hard about this and similar past incidents and have decided to not only post my thoughts, but to write two blogs that facilitate discussion and possibly adds some solutions to the problem.
Why two blogs? Because who has the time to sit and read an eight- or ten- page document these days. If you’re like me, my attention span is not what it used to be.
Well, here we go.
MY THOUGHTS
Like everyone else in the world, I watched and reviewed the full-length VIDEO (countless times) of George Floyd’s unfortunate death. In all my years as a law enforcement officer and instructor, I have never seen such a blatant disregard for human life. It literally made me sick to my stomach. Mr. Floyd did not deserve to die, period.
Independent of the obvious poor arrest and control decisions made by the officers, what troubled me most was that the officers in the video displayed such a disconnected look on their faces. A look that lacked respect and empathy for Floyd and the innocent bystanders who attempted to intervene. I was truly amazed that “common sense” never came into play.
Sadly, I know that look, a look that law enforcement officers sometimes cannot avoid acquiring when subjected to years of stress due to the nature of their job, where they often work with difficult—even hostile—individuals and respond to and witness tragic events.
Why is this important to know? Because when “the look” is not addressed by the organization, the result can lead to a poor culture that contributes to alcohol abuse, domestic violence, suicide, and yes; overaggressive policing.
I have to be honest; the video and this past week’s events have been very hard for me to watch and deal with on many fronts. As well as the love I have for my family and friends, there is no bigger love in my heart than the love I have for my brothers and sisters in law enforcement.
In my opinion systemic racism in our police departments is a Myth. ALL law enforcement officers are not racist. They are heroes who do an outstanding job each and every day. The very heroes we have seen standing tall in riot gear under very challenging circumstances this past couple of weeks. I personally have been sickened to watch all they have had to endure, and yet marvel at their commitment to their profession and the people they have vowed to serve.
It is very sad to watch these heroes suffer for the mistakes of a FEW bad cops. Please know that nobody hates a dirty cop more than a good cop. It is imperative that our society finds the strength to protest in peace and stop acting out at the good cops who ensure their safety so that they can peacefully protest. The good cops pray for social justice alongside you, I am certain of that!
Let’s dive into the core issue and see if we can contribute to a solution.
THE CORE
The anger displayed through America’s streets over the past few weeks has been building over the years due to similar incidents occurring way too often. The core of the anger is about the obvious distrust that exists between police departments and too many communities relative to police brutality involving people of color, and the perceived failure as a country to fix what is described by some as a systemic problem.
The public is struggling to see progress in this area and needs to see what is being done to address this ongoing problem. I would bet that most of the US population has no idea a Task Force was created in 2014, and a study with recommendations was completed in 2015.
Let take a look at the study and its results.
IMPROVEMENT EFFORTS
On December 18, 2014, President Barack Obama signed an executive order establishing the Task Force on 21st Century Policing. The Task Force was created to strengthen community policing and trust among law enforcement officers and the communities they serve. In establishing the Task Force, the President spoke of the distrust that existed between police departments and many communities.
The Task Force completed its study in May of 2015 and published an Executive Summary which provided the following six action items (identified as “Pillars”) for long term sustainable improvement:
- Pillar One – Building Trust and Legitimacy
- Pillar two – Policy and Oversight
- Pillar Three – Technology & Social Media
- Pillar Four – Community Policing & Crime Reduction
- Pillar Five – Training & Education
- Pillar Six – Officer Wellness & Safety
The Summary, which you can read by clicking HERE, concluded that members of the Task Force were convinced that the concrete recommendations contained in the summary would bring long term improvements to the ways in which law enforcement agencies interact with, and bring positive change to their communities.
As a subscriber to the Police Chief Magazine, I can personally tell you that the International Association of Chiefs of Police (IACP) has made the Six Pillars a priority throughout the past few years with themed articles on each topic. Moreover, their annual training conference is always structured so that the six pillars are addressed via breakout session training.
Well, here we are five years later, and a large portion of the population feels they have seen no positive change.
I believe we have seen positive change in certain areas of our country relative to police community relations. I know here in CT where I live, New Haven and Hartford have made it a priority over the years to improve relationships with the community. During the past two weeks there have been peaceful protests in both cities and violent acts against the “good cops” has been non-existent. Obviously, in those cities, the relationship building has worked.
Let’s dig deeper.
ACCOUNTABILITY TO THE PILLARS
Obviously, a lot of work went into the 21st Century Policing Report. If you look at its contents, I am sure you will agree that the recommended six pillars contain legitimate components to consider when attempting to change a culture.
I have many questions relative to the implementation of the report. My most pressing question is: Who has held the individual Police Chiefs in the USA accountable to the Six Pillars? Over the past five years, which Pillars have they made a priority, and more importantly, which Pillars have they neglected?
I believe the law enforcement profession is training from the outside in, rather than the inside out. The focus has been placed on community relations, rather than the officers and the organizational culture.
Going forward, I challenge you to keep this question and answer in your mind as you consider some of my thoughts:
Question: How do we change the world?
Answer: ONE PERSON AT A TIME
POINTING FINGERS IS NOT PROGRESS
While isolated social injustice mistakes continue to happen, years of data have revealed that 84 to 94 percent of the time mistakes are made, they can be directly attributed to process, programmatic, or organizational issues.
In my opinion, leaders, specifically Police Chiefs, must focus all their performance improvement efforts on organizational issues which directly affect the culture in which their employees work.
A huge problem in many police organizations continues to be that when mistakes occur, the ‘buck’ stops with the person who took (or didn’t take) the action. Police Chiefs often react with, “Who was responsible…who can we hold accountable?!”
For example, soon after the Floyd incident, Minneapolis Police Chief Medaria Arradondo reacted in a statement to the news media [See the video HERE ] by saying that all of the officers involved in the arrest of Floyd were “complicit” and that they should bear responsibility for his death – the usual “Who can we hold accountable?” question, without the acceptance of organizational responsibility.
In the environment in which we currently find ourselves, it is critical that each Chief NOT be reactive. Rather, we must be properly responsive when issues arise, and proactive at all times. In the Floyd situation, Chief Arradondo needs to ask himself WHY his officers were “complicit,” and determine if it is an organizational issue that needs to be addressed immediately through training and mentoring.
There is no debating that when people have legitimately done wrong, this should never be watered down or covered up, irrespective of position or title. However, ALL contributing factors must also be considered and addressed. It’s always easy to blame the officer on the ‘sharp end of the stick’ and just move on. We cannot ignore horizontal and vertical culpability as it often exists.
There is, without a doubt, the need for organizational accountability relative to the death of George Floyd (and those before him), and it begins with Chief Arradondo’s acceptance of responsibility for his work culture.
Let’s look at the red Flags as a Risk Manager.
RISK MANAGEMENT
In reviewing various reports about the City of Minneapolis statistics, civilians have filed 2,600 misconduct complaints against Minneapolis police officers over the past several years. Only 12 of them (0.46%) resulted in any discipline against the officer, with the most severe punishment being a one-week suspension.
It’s not just Minneapolis. Around the country, the percentage of civilian complaints that result in disciplinary action is astonishingly low. And the rate at which offending officers are severely disciplined, fired, or charged with a crime, is effectively zero.
In looking at the officers involved in the Floyd incident, red flags appeared to be ignored relative to performance. Derek Chauvin, the officer charged with murdering Floyd, reportedly had 17 complaints filed against him during his tenure with the department. He was only reprimanded once – in 2007.
In addition, Tou Thao, the officer who stood by as Chauvin kept his knee pinned on Floyd’s neck, had six complaints filed against him. None of those complaints resulted in disciplinary action.
To be fair, most police officers who actually do their job correctly still have the potential to be accused of a bogus complaint against them. I, and those I have worked with and led, have had our share of bogus complaints against us as well. However, 17+ complaints about one person is a number that should have been more scrutinized.
As a review of what I mentioned in the CORE section of this blog: When apathy sets in, and “the look” is not addressed by agency culture, the result can lead to a poor culture that contributes to overaggressive policing, not systemic racism.
In Part 2 of this Blog we will look at a fast, simple, and easy solution to organizational change.
A solution that will lead the law enforcement profession back to its rightful spot in this world at the top of the mountain.
Wishing you all a safe journey through these challenging times!
Bob
About Bob
Well said my friend.
Thanks Penny
This is a wonderful blog! I am happy to share!
Thanks Sheila!
Hey Bob,
Very good use of human performance tools in your examples, however i have a little bit of a spin on this theory. While clearly you are the expert in Law Enforcement most of what we refer to in HPI has to do with mistakes. Not sure I follow someones intent to harm another, or lose control when they need to maintain it the most. Maybe we could discuss sometime because this is the time for discussion that how change happens.
To me Howard it is all about the culture. We can gladly discuss this when I see you again. Look for Blog 2 it may give you your answer.
Bob,
You were one of my instructors at the DEA Academy in 2002 and I have great respect for you and the training you provided.
I absolutely agree with the your observations in this blog. I also believe that the quality of the applicant pool may be a factor as well.
I’ve also always wondered if there is a better way to handle assignments for new officers coming out of the academy for big city Police Departments. Most are being assigned directly into the busiest and most violent districts on night shifts on day one. I can tell you from first hand experience as I’m sure you can relate, it was like being thrown into the fire.. Is that the best approach?
Great Blog!
Pat
I remember you! Hello Pat hope you’re well. Thank You for the compliment, much appreciated. Hiring issues are absolutely a factor. Way back when I would catch grief for being too hard on recruits. My theory always was that we should challenge them and weed them out before they get to the street. Problem is there is a silo between the training academy and HQ HR. HR is all about getting them on the job and coming down negatively on the academy SAC if someone quit or resigned. I can write an entire blog on this. Thanks for the idea. There are two schools of thought on small office vs big office and they both make valid points. Personally, I went to the Atlanta DPO vs the Bridgeport RO where I was hired and was glad I did. I was assigned to the Atlanta MET where we did deals everyday. Meaning, I gained more experience in the bigger office than I would have in an RO, where deals were done at most once per week. To me, the FTA is huge in the process, which again, can be another blog. Some FTA’s can be very unengaged and end up sending the wrong message to a newbie. Great questions Pat, feel free to contact me directly if I can help you in anyway. Be safe my friend.
Very balanced point of view . Indeed it is the systematic fault which needs to be addressed here.
With social media we do see, false allegations however each allegation needs to be addressed on it’s own merit to correct systematic fault. Fact that none of the allegation resulted in correction seems to have caused loss in public trust.
So very true Vinah. Check out blog two as my solution may interest you
Root cause analysis ends up in reaching a ” Acceptable root cause “,which may be far distant from the reality
Thats why attacking the culture is so important Sejo. Check out Blog 2 for the solution.
My personal opinion is that the system is at fault.
Faulting an individual who is trained in “certain SOPs” is a miscarriage of justice.
No matter how well trained a person may be, if the SOPs are bad, leading to unnecessary deaths, then those SOPs need to be addressed. The Police Officer is not a RoboCop designed to apply appropriate pressure while monitoring the critical parameters — disabling without killing.
Additionally the system should be subject to scrutiny as a GOD like feeling, a human weakness manifests when apparently unbridled authority is bestowed!
You so correct Cypriano! Check out Blog 2, you will enjoy it!
Well written. Has anyone question WHY to Derek & Tou? Why > WHY > WHY > WHY > WHY? Even a dimwitted person with low EQ will most probably give justifications based on their experience and past which may go deep into their childhood. I would suggest a Hypnotherepy session for both to find out the TRUE CAUSES.
The BIGGER Question is, why did the General Public react in the way they did, going to the extent of damaging / burning public property & looting private shops??
HERD MENTALITY?? That means POOR LEADERSHIP QUALITIES among masses & PATHETIC LEADERSHIP & their immediate response.
WHY?????
Great thoughts Kamalakksh, thank you! I would guess he isn’t talking right now due to legal issues. I hope he does someday to help with the solution. You are so correct, this is a lot bigger than just the police profession. Our society is in need of a major overhaul in culture and dare I say: POLITICS. Not picking a side, just saying our ENTIRE political system is a mess and has contributed to much of the publics response.
The actions of most bad cops can be traced back to bad police management on the part of Field supervisors up to include the Chief. There are numerous methods to detect and determine when an officer goes bad. Many police chiefs place the blame on Police unions indicating that their hands are tied. Good managers know the forecasters and signatures of bad cops and do address the issues instead of allowing them to mushroom into chaotic conditions. It is unimaginable to think that this current police criminal action occurred on a department headed by a Black Police Chief. Often police chiefs follow the cows path of instead of addressing needed problems, they allow them to fester under a “so-called” Blue code. I started my Law enforcement career in Compton, California during the heart of the Infamous “Watts Riot” of 1965. Ironically 55 years later we are still experiencing riots in major cities sparked by renegade cops with Alpha personalities influencing other good officers to go along with their actions. We do not necessarily need new laws, instead need Police Administrators to do their jobs in a professional and proficient manner and as transparent as possible and dealing with a major HOT POTATO-managing an officer who makes an honest mistake in judgement. Do you throw him under the bus for political reason? We should Hail the police for always being everything for everybody-The first responders for any eventuality good, bad, lethal or provocative. If we continue to throw good policemen under the bus for the action of a few, we are dissuading good people from entering the law enforcement profession.
John, All I can say in response to your message is this: Nicely said! I can’t agree with you enough! Blog 2 will be a good read for you.
Hi Bob,
Well-thought and written. I am glad you have enjoyed your career. I enjoyed mine and am now fully retired. Contact me when you can and we can meet for lunch.
Regards,
Dale
Hello Dale, hope your well my friend. Thank you and will do when things are back open.
Seventeen complaints over a 19 year career is hardly surprising. It’s not, in and of itself, a “red flag”. Depending on the city where you work, bogus complaints can be either rare or the norm and that can vary from area to area within a city or county.
Don’t forget, EMS had been called and was en route and two minutes after the request for EMS, Chauvin upgraded it to a Code 3 response. There is no conceivable way, in the positions Floyd and that Chauvin were in for Chauvin to restrict Floyd’s airway or carotid. Based on the ME’s report, I suspect that Floyd’s assertion that he couldn’t breath was the initial stage of a heart attack caused by his underlying medical issues which none of the officers was in a position to know about.
It’s my somewhat informed opinion that this will turn out to be, at worst, homicide by misadventure.
I agree Publius. As I said, I have had my share of bogus complaints. Hard workers can end up with complaints for sure. They still need to be investigated. I agree, there were certainly some prior medical issues that contributed to this unfortunate event.
Publius, that’s what I’ve been saying in more detail. Mr George had a long list of medical issues that would cause cardiovascular problems and respiratory problems. Combine that with Meth and Fentanyl in his system. He had a medical bomb waiting to explode. He lit the fuse when he started resisting arrest. He may have died anyway if the police got off him and said ok, go on your merry way. His actions lit the fuse. He was 6’7” and muscular build. The police tried to arrest him and restrain him when he resisted. The officers could not know of me. Floyd’s medical condition at that time. As for being a racist incident, this was about an eclectic police response to a reported crime as you might get. There were two white officers, a black officer and an Asian officer. My impression of the video, a restraining hold was being used with both knees resting on bony structure not trachea or arteries. Best that I end here.
All correct and great points Joel. As a DT instructor I agree with your analysis. Sadly, people want to bring the topic elsewhere, so I know what you meant by it was best you stopped there…
Excellent piece of writing with well researched facts, common sense, and studied well placed emotion. I wish the mainstream media would publish this article. I wish the Syracuse Post Standard would publish this as a counter to all the other articles they post about the racial pandemic facing our nation. Thank you for the courage of your convictions and for much needed explanations from those in law enforcement. Law enforcement officers are volunteers in a service that is needed for maintaining peace in a free civil society. I think that this aspect is lost on so many and especially today’s media which has the responsibility to keep the general public aware of all aspects of free speech, civil rights, law and order, and common sense.