Read each paragraph give me your opinion if you agree or disagree

1.

Explain how a leader balances setting attainable goals against raising the bar to set the stage for enhanced performance.

Every goal and objective always need a blueprint plan. Setting goals and reaching those goals will take a period of time to achieve. The way to set attainable goals is starting by setting small realistic goals. Focusing on the present rather than focusing on the larger goal that may seem unachievable.

Describe how a leader empowers individuals involved in strategic planning to seize the opportunity and work outside their own comfort zones.

When looking at empowering other individual’s, everything is about communication and presentation. The given leader must have the skillset of motivating others. By talking and listening to others, the leader can learn what the individual needs or wants and can plan accordingly to the plan.

Propose two best practices for optimizing employee performance through the setting of goals specific to a criminal justice organization.

Communication and looking at the larger picture are great practices to use. Communication is everything when it comes to whether the individuals understand each other or whether they ignore what the other has to say. Looking at the larger picture is ideal so that one can mentally think of and make a picture of point A to point B. It’s essential that the groups involved in any project, break down the goal into smaller goals.

Assess the possible impacts of empowerment in the strategic planning process, using two criminal justice organization examples.

Possible impacts would involve that the team works together amazingly well, and the results would show. Increased amounts of efficiency and optimization of job performance would be greater than without empowerment. The community would be more willing to interact with the officers and less likely to be scared of an officer’s presences. One example where this would be good is when there was a crime committed and the police have nothing to go by; the community would step up and give any information they may know. This could also pertain to other agencies working together, if the bond is well between parties, then the operation will run more smoothly.

2.

Explain how a leader balances setting attainable goals against raising the bar to set the stage for enhanced performance. As I see this , when one or many are given tasks to attain goals in any given scenario not only gets a job done, but it can be done so in an efficient and productive manner. As a leader , it is their job to set the goals for the constituents and these goals should be laid out in a manner that can be realistically met. Goals should be based on a vision and direction that the team has and as they move forward, they are all striving for that goal. Goals might have to be delegated and /or broken into phases. In doing so, it might not seem overwhelming for the constituents and you can also see what areas they excel in. Setting up a timeline or a realistic deadline for when phases need to be completed, and by meeting these deadlines it can give them all a sense of accomplishment. If a project is thrown on the constituents all at once without check-is along the way by the leader, this is a almost a sure sign and set up for failure. Does the team know where they stand? Do they have to make changes along the way to achieve what was set out before them? Do they feel overwhelmed by the goals or is the task not challenging enough? Do they need to take on more or can they? Maybe some constituents need a little push , which is what I believe a leader does to some point. A positive push in the right direction can make others see what is possible within each of them and just how much they can make a difference. They can maybe even raise the bar for themselves.

Describe how a leader empowers individuals involved in strategic planning to seize the opportunity and work outside their own comfort zones. Leaders do in fact lead , and just as important as that is , they innovate. They also learn. They learn from the challenges faced and still face, they learned how to overcome, and they looked beyond the “norm” and to put new ideas and methods to the test.(Kouzes & Posner, 2017). In facing challenges within an organization or agency others need to come face to face with adversity and the leaders as well as their constituents have to be able to overcome. As they do when they are out in the field and come face to face everyday in protecting the people and communities. Leaders need to listen to their constituents and to what their hardships are, hearing their ideas. They might not be the same as the leader, and can be in a different perspective, but that can be a great thing. In hearing others, new thoughts and ideas can emerge. Thoughts that the constituents have they might think that their ideas are not doable, when in fact it could be just the opposite. A leader can have them take an idea to the next level within reason and policy and can put an idea in motion. In showing that you trust them , this can give the constituent a sense of empowerment and connectivity among the others.

Propose two best practices for optimizing employee performance through the setting of goals specific to a criminal justice organization. As I do realize that communication is a central theme , I feel that even the most simplest forms of communication within many organizations fall by the wayside. In the criminal justice arena, this is unacceptable on many levels . Whether communicating amongst the stakeholders, one another or between individuals involved in a response call miscommunication or no communication at all is an absolute cause for disaster. Another practice that is most welcome is positive reenforcement of a job or jobs well done. Recognition of an officer or officers and/or agency is done, but not enough. Although I do it it more now than before. As goals are met , either as an officer or agency , positive feedback can enhance the performance within the criminal justice field as well as the officer. As changes are constant, new practices need to be intertwined as technology and law enforcement go hand in hand in many cases. This can be done to achieve the level of success that most want to strive for. (Kouzes & Posner, 2017). Law enforcement officers are being recognized for spending time among the people in the communities and especially the children. In dong so and in many cases doing this is some of worst parts of Chicago. It shows the compassion and the humanity of the officers.

Assess the possible impacts of empowerment in the strategic planning process, using two criminal justice organization examples.Impacts of empowerment can go both ways. It can go against what is needed for the better within the organization/agency, and the empowerment that is felt by the leadership can cause a rift between others if it is being abused. This sense of empowerment is just the opposite of leadership, and it is seen more often than not. Chiefs, Cmdrs that do not have a hands on approach in turn leave the officers fending for themselves and without the support from their superiors. This can cause much animosity within the agency. On the other hand , when empowerment is used for the good and the better of the agency , it generates a hopefulness and sense of positive direction within and overflows into the community. When officers can see and feel that they are heard by the Chiefs and/or Cmdrs their ideas of the future direction of the department , the vision, and the possible changes can take on a new meaning . From the routine to doing things differently within policy to make a difference. This can impact many and on different levels.