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There’s a phenomenon running rampant in society and in our profession today; it’s the tendency for those in positions of responsibility to be yes-men when it comes to giving advice and feedback to the boss. In law enforcement, no one should be a yes-man. We took an oath and that alone should make it clear we’re required to be truthful, not “politically correct.”
While every cop has the duty to provide honest and accurate feedback up the chain of command, that responsibility clearly exists at the supervisory, mid management, and management level. Yet too many examples exist, some of which make the news, where the people with responsibility are abandoning their duty just to “make the boss happy.”
As a chief, I don’t want or need yes-men. If that’s all you’re capable of or have the guts to be, you’re of no benefit to me — or the organization. I don’t have all the answers and I want staff I can rely on to “tell it like it is” … tactfully and in as positive a manner as possible? Absolutely. But you do the department, community and me a disservice when you withhold your best professional judgment and soundest advice. If all I wanted, and the department needed was someone to tell me what I already know or believe, we could save a lot of salaries.
Cesspool Of Mediocrity
For years now, I’ve been observing this yes-man trend grow to the point where far too many agencies are afflicted with it. I’ve often wondered why this is occurring, and even asked those I’ve seen engaging in this behavior why they do it. The answers point squarely to the “it’s all about me” syndrome, which appears to have rapidly replaced the “department comes first” mentality.
I have seen, and even worked for, some law enforcement agencies, which were once considered within the profession to be among the very best. Today some of those agencies have sunk deeply into mediocrity with several now residing in the cesspool of being under DOJ investigations. The pity is such downfalls were unnecessary and very preventable.
Those I’ve asked point blank why they don’t tell the boss what needs to be heard rather than what they think the boss wants to hear generally have similar answers. They range from, “I don’t want to make him angry” to, “he’ll hold it against me” and, “hey, I want to get promoted.” Well, the cold hard truth is this: Any boss who gets angry when one of his trusted officers of any rank tactfully and respectfully gives input not 100-percent in line with his, is not a very good boss to begin with. The fact is any boss who holds such input against a subordinate is probably not the boss you want to work for — if you are a professional.
If holding back important and honest input prevents you from being promoted, don’t you wonder if the promotion would be worth it? Or, if you are promoted, will the pressures on you to keep the truth inside become even more severe? If you’re someone with ethics and integrity, I can assure you that will eat at your insides big time.
Speak Your Mind
Ask this question as well: What are the pitfalls attendant to being nothing more than a yes-man? I can think of many. One is the organization stagnates, or worse, illegal or unprofessional practices creep into the agency because no one had the guts to let the boss know what was really happening.
I know from experience there are different kinds of chiefs and sheriffs. Some actually still remember what it was like on the streets. Some (the better ones in my view) still hit the streets often enough to stay connected with the real world. And some actually take the time to seek input from those impacted by decisions made at the top. Others ride a desk and get so involved in things exterior to the department, like political posturing, that they have little understanding of what the reality is within the organization. In the case of this sort of “top cop,” yes-men only make the problem worse.
I know of one nameless department, which, at the moment, is in serious trouble with its constituents and the federal government, having had numerous investigations launched against it. The top guy is feeling a lot of heat. Knowing what I do about him and the agency, much of it is well deserved. The cause? A whole bunch of management folks who’ve been yes-men for years. His reaction is to throw all of those yes-men under the bus, loudly proclaiming for all to hear, “they never told me.”
Is this the reward you want for being a yes-man? Do you really want the public blaming you for your silence? And what do you think of your promotional chances now? So from an old chief who’s seen the serious downsides of yes-manism — man up. Do what you’re paid to do, not what you think will feather your nest. In the long run, it won’t.
Questions, comments and suggestions for future columns can be sent to Jerry at [email protected]
By Jerry Boyd
