How Public Safety Leaders Achieve their Organizational Goals

Public Safety Leadership Analysis

Public safety leadership has assumed new importance and relevance in recent years as the nation continues to struggle to respond to the global Covid-19 pandemic with seemingly endless variants as well as the ever-present threat of domestic and international terrorism (Bjorge, 2020). Likewise, the role and responsibilities of public safety leaders have greatly expanded in response to these and other natural and manmade threats, creating a concomitant need for more effective leadership in all public safety realms. The purpose of this paper is to provide a discussion concerning the styles of leadership that are most commonly associated with public safety as well as a description concerning the styles identified by the results of the personality and leadership assessments. In addition, explanations concerning the applicability of these styles to public safety leadership and which styles would be more beneficial for public safety leaders are followed by a summary of the research and important findings concerning these issues in the paper’s conclusion.

1. Discuss the styles of leadership most commonly associated with public safety. Summarize the characteristics of each.

Because all public safety professionals are unique, it is reasonable to posit that there is no “one-size-fits-all” leadership style that works equally well in all public safety situations. Moreover, it is also reasonable to suggest that the same leadership style that was effective in a given scenario may not be as effective in another situation, even if the circumstances are essentially identical. Indeed, Bucher (2014) emphasizes that, “People’s behavior is shaped in large part by their environment. We all behave differently at home from work. Even within a given setting, our behaviors are driven in part by the situation and people around us” (para. 2).

Notwithstanding these constraints, it is possible to identify the styles of leadership that are most commonly associated with public safety such as servant-leadership and transformational leadership which are discussed further below.

Servant leadership: This leadership style is especially relevant for the public safety realm since it refers to individuals who have a passion for helping others, who are willing to place others’ interests above their own and who make the sacrifices that are needed to ensure the success of their organizations. In this regard, Lan et al. (2021) report that, “This type of leadership style goes beyond the leader’s self-interest, so that idiosyncratic follower needs are emphasized to create opportunities and to help followers grow” (p. 2). Moreover, a growing body of scholarship confirms that the servant leadership style is more effective than others in many public safety settings (Lan et al., 2021).

Transformational leadership: As the term connotes, this leadership style intentionally and methodically “transforms” organizations and individuals from one state to the next level to achieve improved organizational performance. In addition, transformational leaders also “inspire employees in ways that go beyond exchanges and rewards [in ways that] can increase a team’s intrinsic motivation by expressing the value and purpose behind the organization’s goals” (What is transformational leadership?, 2020, para. 3).

2. Describe the style or styles identified by the results of the personality and leadership assessments

The servant-leadership style is most closely reflected in the personality type, “The Caregiver,” that is identified by the Myer-Briggs Personality Type Indicator (MBTI). In this regard, leaders who are Caregivers not only enjoy helping others grow and improve, they are also “careful observers of others and are adept at supporting and bringing out the best in people” (Cherry, 2021). Conversely, transformational leaders reflect many of the characteristics of the MBTI’s “The Mediator” which describes leaders who are “good at seeing the big picture” (Cherry, 2021, p. 4).

3. Explain why these styles apply to public safety leadership in emergency management and provide examples of their application

Effective emergency management not only requires a keen interest in the welfare of others, it also demands careful contingency planning and organization which are indicative of servant leaders. On the one hand, public safety leaders in natural disaster-prone areas must plan ahead for their potential disruptive effects in ways that may not be readily apparent, such as including planning for pet evacuation and care during disaster scenarios. On the other hand, transformational leaders would like focus on transitioning an entire emergency management service from its current state into one which is capable of more effectively responding to common disaster scenarios. For instance, transformational leaders in “Tornado Alley” would likely focus on improving the coordination of community-based resources and preparing for the impact of domestic or international terrorist attacks to mitigate their adverse impact on communities.

4. Explain which styles would be more beneficial for a public safety leader and how these styles will make you a better public safety leader.

As noted above, there is no one leadership style that is effective in all situations, making the need for situation-specific leadership essential for public safety professionals. In general, though, the research to date suggests that servant leadership is not only more effective in many public safety settings, it also has a positive effect on service attitude as well as promoting autonomy and improved job satisfaction among subordinates (Sun et al., 2021). Likewise, Lan et al. (2020) emphasize that, “When a servant leadership style is used, unique and significant positive impacts on subordinates, teams, and organizations have been reported” (2021, p. 3). These findings suggest that people who are drawn to public safety based on a desire to serve are personally rewarded when they are able to do so, and this outcome has a corresponding benefit on the entire organization.