Tactical Leadership Quotes

Your behavior reflects your actual purposes.

What people resist is not change per se, but loss.

Worry not that your child listens to you; worry most that they watch you.

If you find what you do each day seems to have no link to any higher purpose, you probably want to rethink what you're doing.

Yesterday's adaptations are today's routines.

7 keys to getting more things done: 1 start 2 dont make excuses 3 celebrate small steps 4 ignore critics 5 be consistent 6 be open 7 stay positive

Seven Ways To Get Ahead in Business: 1. Be forward thinking 2. Be inventive, and daring 3. Do the right thing 4. Be honest and straight forward 5. Be willing to change, to learn, to grow 6. Work hard and be yourself 7. Lead by example

Your silence creates a vacuum for others to fill The key is to stay present and keep listening. The silence of holding steady is different from the silence of holding back.

So how can a leader become great if they lack the natural characteristics necessary to lead? The answer is simple: a good leader builds a great team that counterbalances their weaknesses.

We need serious strategic and tactical thinking about how to create new models of leadership and forge the kind of persons to actualize these models.

The activity of interpreting might be understood as listening for the 'song beneath the words.

Knowing how the environment is pulling your strings and playing you is critical to making responsive rather than reactive moves.

The improvisational ability to lead adaptively relies on responding to the present situation rather than importing the past into the present and laying it on the current situation like an imperfect template.

Strategy is something that emerges from reality, while tactics might be chosen.

For me the starting point for everything - before strategy, tactics, theories, managing, organizing, philosophy, methodology, talent, or experience - is work ethic.

Stay diagnostic even as you take action.

Every organisation, not just business, needs 1 core competence: Tactical execution

Our best-laid plans are often our worst-made decisions.

Restructuring is a favorite tactic of antisocials who have reached a senior position in an organization. The chaos that results is an ideal smokescreen for dysfunctional leadership. Failure at the top goes unnoticed, while the process of restructuring creates the illusion of a strong, creative hand on the helm.

Exercising adaptive leadership is about giving meaning to your life beyond your own ambition.

Instability is the repetition of tactics without a strategy.

The Sun Tzu School (which wrote the Art of War) surely never imagined that their antiwar, pro-empire treatise would become known and accepted after the fall of the first empire as a text on military tactics. Likewise, they would have been surprised to see the Ping-fa military metaphor—an inspired teaching device—come to be seen as the message and not the medium.

[The wives of powerful noblemen] must be highly knowledgeable about government, and wise – in fact, far wiser than most other such women in power. The knowledge of a baroness must be so comprehensive that she can understand everything. Of her a philosopher might have said: "No one is wise who does not know some part of everything." Moreover, she must have the courage of a man. This means that she should not be brought up overmuch among women nor should she be indulged in extensive and feminine pampering. Why do I say that? If barons wish to be honoured as they deserve, they spend very little time in their manors and on their own lands. Going to war, attending their prince's court, and traveling are the three primary duties of such a lord. So the lady, his companion, must represent him at home during his absences. Although her husband is served by bailiffs, provosts, rent collectors, and land governors, she must govern them all. To do this according to her right she must conduct herself with such wisdom that she will be both feared and loved. As we have said before, the best possible fear comes from love. When wronged, her men must be able to turn to her for refuge. She must be so skilled and flexible that in each case she can respond suitably. Therefore, she must be knowledgeable in the mores of her locality and instructed in its usages, rights, and customs. She must be a good speaker, proud when pride is needed; circumspect with the scornful, surly, or rebellious; and charitably gentle and humble toward her good, obedient subjects. With the counsellors of her lord and with the advice of elder wise men, she ought to work directly with her people. No one should ever be able to say of her that she acts merely to have her own way. Again, she should have a man's heart. She must know the laws of arms and all things pertaining to warfare, ever prepared to command her men if there is need of it. She has to know both assault and defence tactics to insure that her fortresses are well defended, if she has any expectation of attack or believes she must initiate military action. Testing her men, she will discover their qualities of courage and determination before overly trusting them. She must know the number and strength of her men to gauge accurately her resources, so that she never will have to trust vain or feeble promises. Calculating what force she is capable of providing before her lord arrives with reinforcements, she also must know the financial resources she could call upon to sustain military action. She should avoid oppressing her men, since this is the surest way to incur their hatred. She can best cultivate their loyalty by speaking boldly and consistently to them, according to her council, not giving one reason today and another tomorrow. Speaking words of good courage to her men-at-arms as well as to her other retainers, she will urge them to loyalty and their best efforts.

Your inspiration taps hidden reserves of promise that sustain people through times that induce despair. You enable people to envision a future that sustains the best from their past while also holding out new possibilities.

You know the adage “People resist change.” It is not really true. People are not stupid. People love change when they know it is a good thing. No one gives back a winning lottery ticket. What people resist is not change per se, but loss. When change involves real or potential loss, people hold on to what they have and resist the change.

By nature, blogs feature longer-form content, which offers deeper thought leadership.

The goal of leadership seems simple: to get people to do what they need to do to support the mission and the team.

The most common leadership failure stems from trying to apply technical solutions to adaptive challenges.

The enemies agenda is destruction, his strategy is division and his tactics is on little differences. Mind you he is not going to be happy until he sees you divided.

You know best who you really are by watching what you do rather than listening to what you say.

Under Scheer’s leadership, the Germans had maintained the initiative in the North Sea throughout the year of Jutland, but his six sorties had resulted in just one battle, a tactical victory that had not altered the strategic situation.

Conspiracy theories have long been used to maintain power: the Soviet leadership saw capitalist and counter-revolutionary conspiracies everywhere; the Nazis, Jewish ones. But those conspiracies were ultimately there to buttress an ideology, whether class warfare for Communists or race for Nazis. With today’s regimes, which struggle to formulate a single ideology – indeed, which can’t if they want to maintain power by sending different messages to different people – the idea that one lives in a world full of conspiracies becomes the world view itself. Conspiracy does not support the ideology; it replaces it. In Russia this is captured in the catchphrase of the country’s most important current affairs presenter: ‘A coincidence? I don’t think so!’ says Dmitry Kiselev as he twirls between tall tales that dip into history, literature, oil prices and colour revolutions, which all return to the theme of how the world has it in for Russia. And as a world view it grants those who subscribe to it certain pleasures: if all the world is a conspiracy, then your own failures are no longer all your fault. The fact that you achieved less than you hoped for, that your life is a mess – it’s all the fault of the conspiracy. More importantly, conspiracy is a way to maintain control. In a world where even the most authoritarian regimes struggle to impose censorship, one has to surround audiences with so much cynicism about anybody’s motives, persuade them that behind every seemingly benign motivation is a nefarious, if impossible-to-prove, plot, that they lose faith in the possibility of an alternative, a tactic a renowned Russian media analyst called Vasily Gatov calls ‘white jamming’. And the end effect of this endless pile-up of conspiracies is that you, the little guy, can never change anything. For if you are living in a world where shadowy forces control everything, then what possible chance do you have of turning it around? In this murk it becomes best to rely on a strong hand to guide you. ‘Trump is our last chance to save America,’ is the message of his media hounds. Only Putin can ‘raise Russia from its knees’. ‘The problem we are facing today is less oppression, more lack of identity, apathy, division, no trust,’ sighs Srdja. ‘There are more tools to change things than before, but there’s less will to do so.

Your goal should be to keep the temperature within what we call the productive zone of disequilibrium (PZD): enough heat generated by your intervention to gain attention, engagement, and forward motion, but not so much that the organization (or your part of it) explodes.

Nobody back then had ever heard of the counterintelligence program (COINTELPRO) set up by the FBI. Nobody could possibly have known that the FBI had sent a phony letter to Eldridge Cleaver in Algiers, “signed” by the Panther 21, criticizing Huey Newton’s leadership. No one could have known that the FBI had sent a letter to Huey’s brother saying the New York Panthers were plotting to kill him. No one could have known that the FBI’s COINTELPRO was attempting to destroy the Black Panther Party in particular and the Black Liberation Movement in general, using divide-and-conquer tactics.

To diagnose a system or yourself while in the midst of action requires the ability to achieve some distance from those on-the-ground events. We use the metaphor of “getting on the balcony” above the “dance floor” to depict what it means to gain the distanced perspective you need to see what is really happening.

Nobody could have possibly known that the FBI had sent a phony letter to Eldridge Cleaver in Algiers, 'signed' by the Panther 21, criticizing Huey Newton's leadership... no one could have known that the FBI's cointelpro was attempting to destroy the Black Panther Party in particular, and the Black Liberation movement in general, using divide-and-conquer tactics.

Maneuver warfare tactics are trust tactics. That is their single most important characteristic. And that’s the biggest difference from what we do now.” It is certainly the biggest change from the current command and control system. Trust and a shared way of thinking, leadership and monitoring, not fancy new C2 equipment, are what you need to be able to fight using maneuver warfare.

Real-Time Agenda Once the lightning round and progress review are complete (usually no more than fifteen minutes into the meeting), now it is time to talk about the agenda. That’s right. Counter to conventional wisdom about meetings, the agenda for a weekly tactical should not be set before the meeting, but only after the lightning round and regular reporting activities have taken place.

That image of a chessboard — an epic contest between two giant players, carefully nudging their pieces around the globe as part of a grand strategy — has indeed become a familiar metaphor for the Cold War. But it is misleading. Many decisions remembered today for their farsighted, tactical brilliance were denounced in their day as weak-willed. And big, public gestures often made less difference than the small, hidden ones.

Under the leadership of Henry Kissinger, first as Richard Nixon’s national security adviser and later as secretary of state, the United States sent an unequivocal signal to the most extreme rightist forces that democracy could be sacrificed in the cause of ideological warfare. Criminal operational tactics, including assassination, were not only acceptable but supported with weapons and money. A CIA internal memo laid it out in unsparing terms:        On September 16, 1970 [CIA] Director [Richard] Helms informed a group of senior agency officers that on September 15, President Nixon had decided that an Allende regime was not acceptable to the United States. The President asked the Agency to prevent Allende from coming to power or to unseat him and authorized up to $10 million for this purpose. . . . A special task force was established to carry out this mandate, and preliminary plans were discussed with Dr. Kissinger on 18 September 1970.

Leadership is a difficult practice personally because it almost always requires you to make a challenging adaptation yourself. What makes adaptation complicated is that it involves deciding what is so essential that it must be preserved going forward and what of all that you value can be left behind. Those are hard choices because they involve both protecting what is most important to you and bidding adieu to something you previously held dear: a relationship, a value, an idea, an image of yourself.

Starting with Bacon’s Rebellion in Virginia, by 1760, there had been eighteen uprisings aimed at overthrowing colonial governments. There had also been six black rebellions, from South Carolina to New York, and forty riots of various origins. By this time also, there emerged, according to Jack Greene, “stable, coherent, effective and acknowledged local political and social elites.” And by the 1760s, this local leadership saw the possibility of directing much of the rebellious energy against England and her local officials. It was not a conscious conspiracy, but an accumulation of tactical responses.

1. Did you conduct one-to-one meetings with each salesperson on your team? 2. Did you ask each of them how they like to be managed? Are they coachable? 3. Did you inquire about their prior experience with their past manager? Was it positive or negative? 4. Did you set the expectations of your relationship with them? Did you ask them what they needed and expected from their manager? What changes do they want to see? 5. Did you inform them about how you like to manage and your style of management? This would open up the space for a discussion regarding how you may manage differently from your predecessor. 6. Did you let them know you just completed a coaching course that would enable you to support them even further and maximize their talents? 7. Did you explain to them the difference between coaching and traditional management? 8. Did you enroll them in the benefits of coaching? That is, what would be in it for them? 9. Did you let them know about your intentions, goals, expectations, and aspirations for each of them and for the team as a whole? 10. How have you gone about learning the ins and outs of the company?Are you familiar with the internal workings, culture, leadership team, and subtleties that make the company unique? Have you considered that your team may be the best source of knowledge and intelligence for this? Did you communicate your willingness and desire to learn from them as well, so that the learning and development process can be mutually reciprocated?

If Fascism concerns itself less with specific policies than with finding a pathway to power, what about the tactics of leadership? My students remarked that the Fascist chiefs we remember best were charismatic. Through one method or another, each established an emotional link to the crowd and, like the central figure in a cult, brought deep and often ugly feelings to the surface. This is how the tentacles of Fascism spread inside a democracy. Unlike a monarchy or a military dictatorship imposed on society from above, Fascism draws energy from men and women who are upset because of a lost war, a lost job, a memory of humiliation, or a sense that their country is in steep decline. The more painful the grounds for resentment, the easier it is for a Fascist leader to gain followers by dangling the prospect of renewal or by vowing to take back what has been stolen.

COINTELPRO strategy designed to cripple radical organizations by misusing the courts. First, arrests of targeted activists on serious charges carrying potentially long sentences. It was of little importance to the government whether or not they had a legitimate case strong enough to secure a conviction. The point was to silence and immobilize leadership while forcing groups to redirect energy and resources into raising funds, organizing legal defenses, and publicizing these cases. It was a government subversion of the American justice system resulting in drawn-out Soviet-style political show trials that became commonplace in the America of the 1970s: the Chicago Seven, the Panther Twenty-One, etc., etc. Although the overwhelming majority of these cases did not result in convictions,3 government documents show that they were considered great tactical successes. They kept the movements off the streets and in the courts.

Imagine the following. Three groups of ten individuals are in a park at lunchtime with a rainstorm threatening. In the first group, someone says: “Get up and follow me.” When he starts walking and only a few others join in, he yells to those still seated: “Up, I said, and now!” In the second group, someone says: “We’re going to have to move. Here’s the plan. Each of us stands up and marches in the direction of the apple tree. Please stay at least two feet away from other group members and do not run. Do not leave any personal belongings on the ground here and be sure to stop at the base of the tree. When we are all there . . .” In the third group, someone tells the others: “It’s going to rain in a few minutes. Why don’t we go over there and sit under that huge apple tree. We’ll stay dry, and we can have fresh apples for lunch.” I am sometimes amazed at how many people try to transform organizations using methods that look like the first two scenarios: authoritarian decree and micromanagement. Both approaches have been applied widely in enterprises over the last century, but mostly for maintaining existing systems, not transforming those systems into something better. When the goal is behavior change, unless the boss is extremely powerful, authoritarian decree often works poorly even in simple situations, like the apple tree case. Increasingly, in complex organizations, this approach doesn’t work at all. Without the power of kings and queens behind it, authoritarianism is unlikely to break through all the forces of resistance. People will ignore you or pretend to cooperate while doing everything possible to undermine your efforts. Micromanagement tries to get around this problem by specifying what employees should do in detail and then monitoring compliance. This tactic can break through some of the barriers to change, but in an increasingly unacceptable amount of time. Because the creation and communication of detailed plans is deadly slow, the change produced this way tends to be highly incremental. Only the approach used in the third scenario above has the potential to break through all the forces that support the status quo and to encourage the kind of dramatic shifts found in successful transformations. (See figure 5–1.) This approach is based on vision—a central component of all great leadership.

It is rather like arguing with an Irishman,” wrote Michael Hadow of his many conversations with Dayan. “He enjoys knocking down ideas just for the sake of argument and one will find him arguing in completely opposite directions on consecutive days.” Indeed, Dayan was a classic man of contradictions: famed as a warrior, he professed deep respect for the Arabs, including those who attacked his village, Nahalal, in the early 1930s, and who once beat him and left him for dead. A poet, a writer of children’s stories, he admitted publicly that he regretted having children, and was a renowned philanderer as well. A lover of the land who made a hobby of plundering it, he had amassed a huge personal collection of antiquities. A stickler for military discipline, he was prone to show contempt for the law. As one former classmate remembered, “He was a liar, a braggart, a schemer, and a prima donna—and in spite of that, the object of deep admiration.” Equally contrasting were the opinions about him. Devotees such as Meir Amit found him “original, daring, substantive, focused,” a commander who “radiated authority and leadership [with] … outstanding instincts that always hit the mark.” But many others, among them Gideon Rafael, saw another side of him: “Rocking the boat is his favorite tactic, not to overturn it, but to sway it sufficiently for the helmsman to lose his grip or for some of its unwanted passengers to fall overboard.” In private, Eshkol referred to Dayan as Abu Jildi, a scurrilous one-eyed Arab bandit.

Situation awareness means possessing an explorer mentality A general never knows anything with certainty, never sees his enemy clearly, and never knows positively where he is. When armies are face to face, the least accident in the ground, the smallest wood, may conceal part of the enemy army. The most experienced eye cannot be sure whether it sees the whole of the enemy’s army or only three-fourths. It is by the mind’s eye, by the integration of all reasoning, by a kind of inspiration that the general sees, knows, and judges. ~Napoleon 5   In order to effectively gather the appropriate information as it’s unfolding we must possess the explorer mentality.  We must be able to recognize patterns of behavior. Then we must recognize that which is outside that normal pattern. Then, you take the initiative so we maintain control. Every call, every incident we respond to possesses novelty. Car stops, domestic violence calls, robberies, suspicious persons etc.  These individual types of incidents show similar patterns in many ways. For example, a car stopped normally pulls over to the side of the road when signaled to do so.  The officer when ready, approaches the operator, a conversation ensues, paperwork exchanges, and the pulled over car drives away. A domestic violence call has its own normal patterns; police arrive, separate involved parties, take statements and arrest aggressor and advise the victim of abuse prevention rights. We could go on like this for all the types of calls we handle as each type of incident on its own merits, does possess very similar patterns. Yet they always, and I mean always possess something different be it the location, the time of day, the person you are dealing with. Even if it’s the same person, location, time and day, the person you’re dealing who may now be in a different emotional state and his/her motives and intent may be very different. This breaks that normal expected pattern.  Hence, there is a need to always be open-minded, alert and aware, exploring for the signs and signals of positive or negative change in conditions. In his Small Wars journal article “Thinking and Acting like an Early Explorer” Brigadier General Huba Wass de Czege (US Army Ret.) describes the explorer mentality:   While tactical and strategic thinking are fundamentally different, both kinds of thinking must take place in the explorer’s brain, but in separate compartments. To appreciate this, think of the metaphor of an early American explorer trying to cross a large expanse of unknown terrain long before the days of the modern conveniences. The explorer knows that somewhere to the west lies an ocean he wants to reach. He has only a sketch-map of a narrow corridor drawn by a previously unsuccessful explorer. He also knows that highly variable weather and frequent geologic activity can block mountain passes, flood rivers, and dry up desert water sources. He also knows that some native tribes are hostile to all strangers, some are friendly and others are fickle, but that warring and peace-making among them makes estimating their whereabouts and attitudes difficult.6

Patronising women is another manoeuvre, an infamous example being then British prime minister David Cameron’s ‘Calm down, dear’ to Labour MP Angela Eagle in 2011.48 In the Inter-Parliamentary Union’s (IPU) 2016 global study on sexism, violence and harassment against female politicians, one MP from a European parliament said ‘if a woman speaks loudly in parliament she is “shushed” with a finger to the lips, as one does with children. That never happens when a man speaks loudly’.49 Another noted that she is ‘constantly asked – even by male colleagues in my own party – if what I want to say is very important, if I could refrain from taking the floor.’ Some tactics are more brazen. Afghan MP Fawzia Koofi told the Guardian that male colleagues use intimidation to frighten female MPs into silence – and when that fails, ‘The leadership cuts our microphones off’.50 Highlighting the hidden gender angle of having a single person (most often a man) in charge of speaking time in parliament, one MP from a country in sub-Saharan Africa (the report only specified regions so the women could remain anonymous) told the IPU that the Speaker had pressured one of her female colleagues for sex. Following her refusal, ‘he had never again given her the floor in parliament’. It doesn’t necessarily even take a sexual snub for a Speaker to refuse women the floor: ‘During my first term in parliament, parliamentary authorities always referred to statements by men and gave priority to men when giving the floor to speakers,’ explained one MP from a country in Asia. The IPU report concluded that sexism, harassment and violence against female politicians was a ‘phenomenon that knew no boundaries and exists to different degrees in every country’. The report found that 66% of female parliamentarians were regularly subjected to misogynistic remarks from their male colleagues, ranging from the degrading (‘you would be even better in a porn movie’) to the threatening (‘she needs to be raped so that she knows what foreigners do’).

The information in this topic of decision making and how to create and nurture it, is beneficial to every cop in their quest to mastering tactics and tactical decision making and are a must read for every cop wanting to be more effective and safe on the street. My purpose is to get cops thinking about this critical question: In mastering tactics shouldn’t we be blending policy and procedure with people and ideas? It should be understandable that teaching people, procedures helps them perform tasks more skillfully doesn’t always apply. Procedures are most useful in well-ordered situations when they can substitute for skill, not augment it. In complex situations, in the shadows of the unknown, uncertain and unpredictable and complex world of law enforcement conflict, procedures are less likely to substitute for expertise and may even stifle its development. Here is a different way of putting it as Klein explains: In complex situations, people will need judgment skills to follow procedures effectively and to go beyond them when necessary.3 For stable and well-structured tasks i.e. evidence collection and handling, follow-up investigations, booking procedures and report writing, we should be able to construct comprehensive procedure guides. Even for complex tasks we might try to identify the procedures because that is one road to progress. But we also have to discover the kinds of expertise that comes into play for difficult jobs such as, robbery response, active shooter and armed gunman situations, hostage and barricade situations, domestic disputes, drug and alcohol related calls and pretty much any other call that deals with emotionally charged people in conflict. Klein states, “to be successful we need both analysis (policy and procedure) and intuition (people and ideas).”4 Either one alone can get us into trouble. Experts certainly aren’t perfect, but analysis can fail. Intuition isn’t magic either. Klein defines intuition as, “ways we use our experience without consciously thinking things out”. Intuition includes tacit knowledge that we can’t describe. It includes our ability to recognize patterns stored in memory. We have been building these patterns up all our lives from birth to present, and we can rapidly match a situation to a pattern or notice that something is off, that some sort of anomaly is warning us to be careful.5

Tactical use of the media can be equated to power behind your skill or special ability. It is in the power of the media to help market your brand. You just need to look at Hollywood, European football, Bollywood, Nollywood, Global fashion & modeling, showbiz and even humanitarian efforts, to appreciate that the making and destroying of stars, initiatives and legends is to a greater extent influenced by the role played by the media.

The battle plans and tactics of the Fifth Panzer Army, more than those of any other German army that took part in the Ardennes counteroffensive, bore the very strong personal imprint of its commander, General Manteuffel. As a junior officer in the prewar panzer troops, Manteuffel had made a mark as an armored specialist. His record in North Africa and Russia, where he achieved a reputation for energetic leadership and personal bravery, brought him to Hitler's attention and promotion directly from a division to an army command. Despite the failure of his Fifth Panzer Army in the Lorraine campaign against Patton's Third Army, Manteuffel was listed by Hitler for command in the Ardennes. His staff, carefully selected and personally devoted to the little general, was probably the best German staff on the Western Front.

The difference between how we currently train and prepare versus the philosophy I am advocating is similar to the difference between techniques and tactics. Techniques require inflexibility and repetition, while tactics require flexibility, good judgment and creativity. Officers can only gain the ability to execute this new philosophy with experience and education, stressing free play force on force training brought to a conclusion with clear winners and losers. Keep in mind no tactical concept is an end in itself and that there is more than one solution to a tactical dilemma.   

Efficiency is an important aspect to policing. We must ensure things that need to be done such as information and evidence gathering, dissemination and documentation in reports, etc., is indeed getting done. However it is important for leaders not to get lost in the efficiency of processes as it breeds a zero defects environment that creates a frontline that waits to be told what to think and slowing down considerably the effectiveness of timely decision making and tactical problem solving.

Shift Debriefing System A debrief includes a careful examination of the tactics, techniques and procedures, decision and actions that took place on shift; and is focused on improving performance. While there are no rules for conducting debriefings, the focus of a shift debriefing is on fact-finding, not fault-finding.

By this time, around 0745, unknown others were doing the same, whether NCOs or junior officers or, in some cases, privates. Staying on the beach meant certain death; retreat was not possible; someone had to lead; men took the burden on themselves and did. Bingham put it this way: “The individual and small-unit initiative carried the day. Very little, if any, credit can be accorded company, battalion, or regimental commanders for their tactical prowess and/or their coordination of the action.

If one has never personally experienced war, one cannot understand in what the difficulties constantly mentioned really consist, nor why a commander should need any brilliance and exceptional ability. Everything looks simple; the knowledge required does not look remarkable, the strategic options are so obvious that by comparison the simplest problem of higher mathematics has an impressive scientific dignity. Once war has actually been seen the difficulties become clear; but it is extremely hard to describe the unseen, all-pervading element that brings about this change of perspective. ~Carl von Clausewitz 1   -          Why did you make that decision officer? -          Why did you go in the front door, instead of the back or side? -          Why did you not have the subject come outside to you? -          Why instead did you not set up a perimeter, containing the adversary and attempt to negotiate? -          Why did you do a face to face negotiation, with the subject armed with a knife, you know that is dangerous, don’t you? -          Did you have to take him down with force? -          Why didn’t you talk him out, use OC spray or taser him instead? -          Why didn’t you take a passenger side approach on that car stop? -          Why did you walk up on the vehicle to engage instead of having the subject walk back to you? -          Why didn’t you see the gun, weren’t you watching deadly hands? -          Couldn’t you have chosen another option? -          What in the hell were you thinking? -          The bad guy had a gun why didn’t you shoot? -          Why didn’t you wait for back-up? -          You knew something bad was happening there, why, did you wait, for back-up? -          Why didn’t you do this or do that?   These are all questions anyone who has been in law enforcement for any amount of time and has experienced a violent encounter has been asked or has even asked himself.  We law enforcement professionals what/if, if/then, or when/then ourselves so much in an effort to prepare and become more effective on the streets you cannot help but question the decisions we make. This questioning and reviewing of our decisions is, in the aftermath of an encounter helpful to us. This process of review known as an AAR or decision making critique teaches us valuable lessons helping us to adapt more effective methods and tactics to apply on the street.  BUT when in the heat of the moment, face to face with an adversary second guessing ourselves can be dangerous and risk lives, our own, and to those we are there to assist.

We take too many “tactically troubled” short cuts in this profession and pay with the loss of life. Give yourself the advantages and set yourself up to respond. Let’s stop mistaking good luck for good tactics and harness every possible way to adapt, learn and evolve in our abilities to make better decisions and hence more tactically savvy techniques that give us the edge we need.

For a law enforcement organization to run smoothly it needs positive leadership. Positive leadership is when a leader interacts with the frontline. Interaction is not just getting to know those a leader works with and serves, although knowing your people is an important component to leading. Interaction is as well to continually develop and train and develop not only ourselves but those the leader serves in an effort to build a common outlook. In the end positive leader understands that a strong common outlook between the top and frontline establishes trust, or even better mutual trust. The leader's true work: Be worthy of his or her constituents' trust. Positive leaders know the side with the stronger group feeling has a great advantage.2 Strong trust encourages delegation and reduces the amount of information and tactical direction needed at the top or strategic level. With less information to process and a greater focus on strategic issues, the decision making cycle at the top accelerates and the need for policies and procedures diminishes, creating a more fluid and agile organization. Mutual trust, unity and cohesion underlie everything.

In the law enforcement and security professions most of the little training conducted surrounds physical skills training. Training focuses on firearm proficiency, how to swing and block with an impact weapon, use oleoresin capsicum (Pepper Spray), defensive tactics and handcuffing techniques. A small portion of time is spent talking about use of force decisions and filing appropriate reports as to the action taken by officers. Although there have been great strides in bringing new training techniques such as Redman suits, Sim-munitions and range 3000 simulators to combine the physical and mental realms of conflict. While this training is excellent, it is just a small part of the overall conditioning that must take place in the preparation of our profession.  This type of response training is called conditioned response.  It is a specific training for a specific reaction, and while it is important, does not fully prepare people for complex situations.

When the fight starts you do not have time to stop and think about the fundamentals.” ~Chet Richards, Certain to Win 1   Chet Richards wrote an interesting piece “Developing the Touch”, in which he asks the question, if Fingerspitzengefühl (fingertip feel) can be taught, why do so few people have it? He goes on to make two key points: First, Fingerspitzengefühl is a skill, so although most people can get better at it, some are going to get a lot better. Second, it’s a strange kind of skill, not for performing complicated or even dangerous tasks mystically well, but for sensing what is going on among groups of people in conflict and then influencing what happens.2 Chet’s points got me to thinking about, why is it we in law enforcement often times have difficulty applying what we know to a given situation? How do we get better at it? The answer lies in creating and nurturing our abilities in “Operational Art” taking what you know and being able to apply it to a given set of circumstances to affect your strategy and to bring an end to a potentially violent occurrence using appropriate tactics. To do this takes awareness, discipline, adaptability, skill development and strength of character to focus our efforts on the task at hand to meet our overall intent. You cannot learn this by sitting in some training class listening to an instructor give you a checklist formula on how to solve a particular set of problems. As Chet states: The first problem in learning Fingerspitzengefühl is that you can’t learn it by yourself. You have to have at least two groups of people to practice with — your team and some opponents.2 Our training must involve interaction with an adversary, red teaming comes to mind. Red Teaming is an approach to understanding our adversary and the methods they use. To develop a fingertip feel and maneuver we must possess numerous skills and be able to apply those skills individually and collectively if we are to be as effective as we need to be, to win

What I am talking about here is that positive leadership offers s true decentralized control throughout the organization. This decentralized (BOTTOMS/ UP) approach allows freedom to decide at the strategic, operational and tactical levels of a law enforcement mission. The intuitive decisions are made at the tactical and operational levels while the slower strategic decisions are made at the top. Decision makers working cohesively at all levels enhance successful operations.

The Boyd Cycle; a clear understanding of the observation, orientation, decision and action "OODA Loop" is a key first step. In the training we conduct through LESC or Adaptive-Leader when we conduct it with law enforcement and security professionals, this tactical decision making and threat assessment tool is a prerequisite that gives us the clear initiative in detecting crime and danger. The Boyd Cycle is a mental tool that helps us first understand how conflict unfolds, as well as, allows us to observe keenly through "all our senses" including intuition.

As business consultants with many years’ experience working with CEOs and senior executives, we were convinced that character shapes leadership decisions, tactics, and workplace behavior—all of which play a direct role in business results. To map the connections between all of those factors, we structured a research project aimed at bringing crystalline clarity to our understanding of what constitutes character, how it’s formed, the role it plays in our self-concept, and how it shapes our interactions with the world. (See appendix A for a detailed description of the research design.) We may have been venturing into explosive territory, but we knew that beyond it lay the answer to the big question: Is the strength of a leader’s character an important driver of business success?

African Americans (as well as other subaltern groups) are not essential Democrats, although in recent history many have tactically aligned themselves with this party. Critical theorists and others on the educational left should recognize that African American articulation to the Democratic Party and other powerful, liberal, progressive, and centrist groups has almost always been tactical. To theorize African Americans as “intelligent” when they show unquestioning loyalty to the Democratic Party and other liberal causes, even when these take their support for granted as they drift to the Right on significant issues, and “foolish” when they tactically participate in other, sometimes more conservative, alliances (such as that around vouchers) grossly misrepresents African American agency, and betrays what I feel is a racist essentialization of Black intelligence. Subaltern groups have always needed to tactically associate in seemingly contradictory ways with powerful groups and individuals, such as the Heritage Foundation, the Bradley Foundation, and the Democratic Leadership Council, in order to seek to protect their interests.

True leadership is not defined by notoriety, power, prestige, status, or job title.

Strength of character or courage helps us gain control over ourselves and to influence others in a positive way. Character is part of leading and leadership within a community, organization or unit.  Without character you cannot function accordingly in the field dealing with the complexity of conflict and violence.  Strength of Character is an attribute that’s critical in implementing strategy and tactics, it’s necessary to connect the ends with the means and the moral, mental and physical aspects of conflict and violence. Without it we falter and are perceived by those we serve as just another bully pushing folks around, just another Goliath picking on and bullying David, and we all know how that ended. Strength of Character influences our decision making because it’s the crux of our ability to make decisions fluidly. Strength of Character affects the physiological and psychological responses to conflict, as well.

The ability to solve emerging problems, both those day to day issues that we encounter in normal work, and those complex emergencies that hit us without warning, are pivotal to our personal and organizational survival in difficult economic times. Tactical Decision Games are short, pointed exercises to increase the speed and maturity of problem solving. Used regularly and thoughtfully, tactical Decision Games will train individuals and teams to shorten the time needed to recognize and successfully overcome emergent problems of any type.

On the job training and experience is often stated as “the way” to learn the job of policing. What does this mean to us cops? Does it mean with time on the job we’ll get better at what we do, automatically, or magically from working shift after shift and handling call after call? Every time we race to the scene and charge towards the sounds of danger and come out safe with suspect in custody, mean that we have somehow gotten better just by being there and participating in the dangerous encounter? Or is there something more to this concept of “on the job training” we should be doing to leverage every experience no matter how small or big to improve our performance? When I think of on the job training I do not envision an environment where you show up for work and fly by the seat of your pants and hope things work out as you think they should. No, what I envision by on the job training is that you learn from every experience and focus on leveraging the lessons learned to make you better at the job. Law enforcement officers are members of a profession that does not routinely practice its tactical skills. Only constant violent conflict and violent crime, a condition to objectionable, to even contemplate, would allow such practice. Thus the honing and developing of law enforcement peacekeeping skills must be achieved in other ways.

As cops we often cry loudly about the lack of training in our profession (I am guilty of it myself). However while we complain and whine about the seemingly lack of interest in ongoing training we also miss the opportunities to train and learn from the everyday lessons available to us. Those lessons that come from every call we respond to and every shift we work. The uses of training tools such as; tactical decision games and after action reviews still are rare occurrences in our profession and seemingly only used when some catastrophic or unconventional crisis has occurred i.e. a cop killed in the line of duty or a deadly force scenario that leaves the public calling for an explanation. We should be doing more to harness the wisdom of the street cop and what he learns from each and every day on each and every shift. The shift debriefing is a training tool we can and should utilize to develop full spectrum cops capable of making sound decisions and employing sound tactics to resolve crisis situations and record and report them accurately in the aftermath.

In the years that followed the Harrison campaign, many candidates—from Colonel James 'Young Hickory' Polk in 1844 to Lieutenant John Kerry in 2004—had their 'humble origins' and/or 'war leadership' highlighted in political material. Often coupled with these tactics was a corollary, to create an image of the opposition candidate that was highly negative—from John Adams as a 'monarchist' to John Kerry as a 'flip-flopping, windsurfing elitist.

During the Weekly Tactical, there are two overriding goals: resolution of issues and reinforcement of clarity. Obstacles need to be identified and removed, and everyone needs to be on the same page.

Sun Tzu's definition of speed is often misconstrued and shown through quick responses such as; doors being immediately kicked in upon arrival. You see knee jerk reactions to the report of a single gunshot and immediate entry made without knowing anymore than the fact that a gun went off. You see it in tactical responses and approaches to various calls for service where the possibility of danger exists.

the book is organized into five parts: an introductory part and four content parts, displayed in the matrix in figure 1-1, which captures the four essential practices of adaptive leadership. While the four practice parts of the book come after one another in linear sequence, the matrix is meant to highlight that you need not read or use the book that way.

difficult situation, the Iraqi civilian trying to care for a family amid chaos and violence. They are the people who pay every day with blood and tears for the failures of high officials and powerful institutions. The run-up to the war is particularly significant because it also laid the shaky foundation for the derelict occupation that followed, and that constitutes the major subject of this book. While the Bush administration—and especially Donald Rumsfeld, Paul Wolfowitz, and L. Paul Bremer III—bear much of the responsibility for the mishandling of the occupation in 2003 and early 2004, blame also must rest with the leadership of the U.S. military, who didn’t prepare the U.S. Army for the challenge it faced, and then wasted a year by using counterproductive tactics that were employed in unprofessional ignorance of the basic tenets of counter-insurgency warfare. The undefeated Saddam Hussein of 1991 The 2003 U.S. invasion and occupation of Iraq can’t be viewed in isolation. The chain of events began more than a decade earlier with the botched close of the 1991 Gulf War and then it continued in the U.S. effort to contain Saddam Hussein in the years that followed.

Even if they do all the ‘right’ things interpersonally — even if they apply all the latest skills and techniques to their communications and tasks—it won’t matter. People ultimately resent them and their tactics. And so they end up failing as leaders — failing because they provoke people to resist them.

This leads us to a central tenet of tactical excellence: if your people aren’t executing well, it’s not their fault. It’s yours. Leaders of great companies have faith in the ability of ordinary people to perform extraordinarily well. They know that there are very few lazy, uncaring people and that, given the right environment, most people will deliver outstanding performance. Poor performance is usually the result of poor hiring decisions, poor training, lack of clear expectations, poor leadership, inadequate appreciation, poor job design, or some other failure of the company, not the employee.

if there really is no way you can win, you never say it out loud. You assess why, change strategy, adjust tactics, and keep fighting and pushing till either you’ve gotten a better outcome or you’ve died. Either way, you never quit when your country needs you to succeed. As Team 5 was shutting down the workup and loading up its gear, our task unit’s leadership flew to Ramadi to do what we call a predeployment site survey. Lieutenant Commander Thomas went, and so did both of our platoon officers in charge. It was quite an adventure. They were shot at every day. They were hit by IEDs. When they came home, Lieutenant Commander Thomas got us together in the briefing room and laid out the details. The general reaction from the team was, “Get ready, kids. This is gonna be one hell of a ride.” I remember sitting around the team room talking about it. Morgan had a big smile on his face. Elliott Miller, too, all 240 pounds of him, looked happy. Even Mr. Fantastic seemed at peace and relaxed, in that sober, senior chief way. We turned over in our minds the hard realities of the city. Only a couple weeks from now we would be calling Ramadi home. For six or seven months we’d be living in a hornet’s nest, picking up where Team 3 had left off. It was time for us to roll. In late September, Al Qaeda’s barbaric way of dealing with the local population was stirring some of Iraq’s Sunni tribal leaders to come over to our side. (Stuff like punishing cigarette smokers by cutting off their fingers—can you blame locals for wanting those crazies gone?) Standing up for their own people posed a serious risk, but it was easier to justify when you had five thousand American military personnel backing you up. That’ll boost your courage, for sure. We were putting that vise grip on that city, infiltrating it, and setting up shop, block by block, house by house, inch by inch. On September 29, a Team 3 platoon set out on foot from a combat outpost named Eagle’s Nest on the final operation of their six-month deployment. Located in the dangerous Ma’laab district, it wasn’t much more than a perimeter of concrete walls and concertina wire bundling up a block of residential homes. COP Eagle’s

Leadership beyond the NCO level was brittle, sluggish, and marked by a rigid adherence to the same primitive tactics over and over again, no matter what the actual situation.

Solid relationships up and down the chain of command are the basis of all good leadership.

Meetings are ineffective because they lack contextual structure. Too many organizations have only one kind of regular meeting, often called a staff meeting. Either once a week or twice a month, people get together for two or three hours of randomly focused discussion about everything from strategy to tactics, from administrivia to culture. Because there is no clarity around what topics are appropriate, there is no clear context for the various discussions that take place.

Weekly Tactical meeting should last between forty-five and ninety minutes, depending on its frequency, and should include a few critical elements, including the following:

Progress Review The next key ingredient for the Weekly Tactical meeting is the routine reporting of critical information or metrics: revenue, expenses, customer satisfaction, inventory, and the like. What is reported depends on the particular industry and organizational situation, of course. The point here is to get into the habit of reviewing progress relating to key metrics for success, but not every metric available.

While these are both important problems to be aware of, by far the most common and dangerous challenge in making Weekly Tacticals work is the temptation to get into discussions about long-term strategic issues. Why is this such an important problem to avoid? First , there isn’t enough time during a Weekly Tactical to properly discuss major issues. Important, complex topics deserve enough time for brainstorming, analysis, even preparation.

Meeting #3:The Monthly Strategic This is the most interesting and in many ways the most important type of meeting any team has. It is also the most fun. It is where executives wrestle with, analyze, debate, and decide upon critical issues (but only a few) that will affect the business in fundamental ways. Monthly Strategic meetings allow executives to dive into a given topic or two without the distractions of deadlines and tactical concerns.

Ad Hoc Strategic Meetings In some cases, a strategic or critical issue that gets raised in a Weekly Tactical meeting cannot wait for the next Monthly Strategic meeting on the schedule. Still, that doesn’t mean it should be taken up during that Weekly Tactical.

People start to realize that nothing and no one is safe. In response, some instinctually behave as if they were switched to self-preservation mode. They may hoard information, hide mistakes and operate in a more cautious, risk-averse way. To protect themselves, they trust no one. Others double down on an only-the-fittest-survive mentality. Their tactics can become overly aggressive. Their egos become unchecked. They learn to manage up the hierarchy to garner favor with senior leadership while, in some cases, sabotaging their own colleagues. To protect themselves, they trust no one. Regardless of whether they are in self-preservation or self-promotion mode, the sum of all of these behaviors contributes to a general decline in cooperation across the company, which also leads to stagnation of any truly new or innovative ideas.

of the simplest ways is obvious, but it often gets overlooked—that is performance. Your boss expects you to complete certain tasks. So complete them. Do them on time, on budget, and with as little drama as possible. Get the mission done.

Procurement, though, cannot move to a high achieving team acting alone, but if the will, desire, drive and commitment are there, it will succeed. It will require passionate and committed leadership. What this book describes and provides readers is how to progress to this aspiration and subscribe to the following value proposition, “Procurement is the key and respected organisation resource that secures goods, services and materials to the organisation aligned with key business performance metrics, strategic objectives, priorities and values. It is the primary commercial team in the business.

Cincinnatus. He was an emperor in the Roman Empire. Cincinnati, the city, by the way, is named after him because he was a big idol of George Washington’s. He is a great example of success because he was asked to reluctantly step into power and become the emperor and to help, because Rome was about to get annihilated by all the wars and battles. He was a farmer. Powerful guy. He went and took on the challenge, took over Rome, took over the army, and won the war. After they won the war, he felt he’d done his mission and was asked to go and be the emperor, and he gave the ring back and went back to farming. He didn’t only do this once. He did it twice. When they tried to overthrow the empire from within, they asked him back and he came back. He cleaned up the mess through great, great leadership. He had tremendous leadership quality in bringing people together. And again, he gave the ring back and went back to farming.

When a nation cannot pay its spies well enough, such a country is far from sustaining its army on the battlefield - and far from winning a war. Great tactics are sketched in peace times not during the war, for such is an emergency.

Mo had been the one Iraqi commander who stood head and shoulders above his peers. He excelled in both the planning and tactical execution of direct-action missions, spoke English almost fluently, and had the trust of both his men and the senior leadership of the MOI.

The united front was a development of a new tactical line by the Communist International in 1935. This new tactical line was developed at the seventh world congress of the Communist International in Moscow in 1935. Georgi Dimitrov, general secretary of the Communist International, presented this new tactical line to the seventh world congress. Now, the essence of it was to infiltrate churches, trade unions and all other organizations through the process of involving them into a so-called united front on the basis of a program presented to them by the Communist Party. Now, the united front was a coalition or an alliance of the church, trade unions, farm and youth and women’s organizations of the Communist Party, under Communist Party leadership and for the promulgation of the Communist Party program. It was a step in the formation of a people’s front government, which of course is a form of transition to proletarian revolution and the seizure of power in a given country. As Dimitrov said, the united front is useful, but the final salvation is in a socialist revolution. The united front is used for revolutionary training of the masses.

When I reported to SEAL Team One after completing Basic Underwater Demolition / SEAL Training (BUD/S), there was no leadership course. New SEALs were issued no books or materials of any kind on the subject. We were expected to learn to lead the way SEALs had learned for our entire existence—through OJT, or on-the-job training.

The fact is, people aren’t going to give their all unless their leaders drop fear-based tactics and display caring behaviors: being transparent and fair, listening, admitting their own mistakes, and acting in the team’s best interests.

The following ad is also a Director of IT position dressed up as a CIO.  The position reports to the CFO creating a natural conflict between the requirements of the role to be strategic but being overruled all the time by the tactical view of the CFO. The CIO salary will also be depressed due to the lower rank and the person will not have proper access to the Provost and other VP level people who will be the CIO’s primary clients. Chances are very high the focus will be on the network infrastructure and maintenance – note the highlighting of the wired and wireless networks.

leader

if the planning process gets bogged down or different members of the team can’t agree on a course of action, it might be necessary for the leader to step in and provide guidance or even make a decision on which course of action to use. But it is almost always preferred for the leader to lead from the rear, to allow the troops to take the lead on the plan and to take ownership of it. The best ideas often come from the people on the team who are closest to the problem; those are the folks on the front line. Don’t inhibit them; instead, allow them the freedom and authority to create and execute new plans and ideas. They have the knowledge. Give them the power. Don’t feel the need to always

And an Executive Business Review? An executive business review (EBR) should present information at a much higher level, with a focus on executive leadership. It is one of the most influential meetings you will have with your customer all year, yet it’s the one most organizations tend to forget. QBRs happen frequently, across the industry, but EBRs? Not so much. Less tactical and less operational than a QBR, an EBR is typically reserved for your customer’s executive leadership team because it’s a high-level review of the value your product is providing the customer. When you draft an EBR, you should be thinking along the lines of, Who is my stakeholder’s boss? How do I co-present to my stakeholder and their boss the value my product has offered and will continue to offer them? An EBR is a way to move up the value chain, promote your stakeholder’s brand inside their own company, and share wins with the executive leader. It’s a strategic meeting that should focus on reinforcing the value in your customer ROI. It should also validate the goals of the organization, because like you did with your QBRs, you’re building a partnership through open dialogue. The only difference is now you’re doing it at an executive level. EBRs should be scheduled twice a year. I typically recommend scheduling one at least three months before the customer’s renewal because if the meeting goes well, it may help move the renewal along faster. I have seen executives stop pushing on price when they’re negotiating terms, and I’ve even seen some CSMs contact a stakeholder’s executive directly to ask for their help. “We’re having trouble with this renewal. Can you step in and assist?” More often than not, the executive will call whoever they need to call and say, “Just get it done.” Plus, when you reach out and ask for help, you’re engaging executive-level advocates, which is always a good thing.

I often tell leaders that what makes leadership so hard is dealing with people, and people are crazy. And the craziest person a leader has to deal with is themselves.