By Toni Bland
As we grow into leadership roles, certain principles can guide our development and shape our future. Luckily, police work is not going away; each year, talented men and women join the ranks to make a difference. And while it’s important not to get too far ahead of ourselves, understanding where you are going and how you will get there is crucial for success.
To navigate this journey, starting each day with purpose and a positive mindset is essential. However, maintaining this mindset can be challenging, especially when faced with difficult days. To lead effectively at every level, it’s important to focus on a few key areas: leading by example, empowering and developing others, and embracing authenticity and fostering resilience. These strategies are not only fundamental to leadership success but are also particularly accessible and relevant for women in law enforcement.
The importance of leading by example
In an environment where men have traditionally held many of the leadership roles, leading by example becomes even more critical.
This principle underscores the importance of setting a positive and influential image for others through your actions, behaviors and decisions.
Throughout my career, particularly when I worked in patrol, investigations and as a sergeant, my abilities and skills were often questioned. I recall one instance where, in front of a large group, I was asked to justify a specific action I took during an incident. Initially, I felt defensive, viewing this as a stereotypical situation where men are perceived as natural leaders while women are not. My male counterparts were never questioned in the same way, regardless of whether their decisions were right or wrong. During that incident, I deferred to a male colleague’s judgment, a decision I regretted because, in the end, he simply executed the approach I had originally suggested.
Reflecting on this experience, I realized it was an opportunity to lead and demonstrate confidence without resorting to frustration or defensiveness when challenged.
Toni Bland throughout her law enforcement career.
Courtesy photo
Toni Bland throughout her law enforcement career.
Courtesy photo
Toni Bland throughout her law enforcement career.
Courtesy photo
Toni Bland throughout her law enforcement career.
Courtesy photo
Toni Bland throughout her law enforcement career.
Courtesy photo
Toni Bland throughout her law enforcement career.
Courtesy photo
Toni Bland throughout her law enforcement career.
Courtesy photo
I understood that professional challenges are inevitable and that not everyone will agree on the best course of action. From that point forward, I committed to setting a positive example through behaviors others could emulate.
Two key strategies that supported my efforts were building confidence, not arrogance, and fostering strong relationships. As I grew more confident in my ability to make sound decisions, I noticed a shift in how I viewed myself and those around me. Although I didn’t always feel this way early in my career, being put on the spot forced me to define how I would lead moving forward. Whether I liked it or not, others would observe my responses and learn from them, for better or worse.
Embracing this reality, I reminded myself that actions speak louder than words, and by consistently demonstrating integrity, commitment and competence, I could inspire others to do the same (Schrage, 2016).
As I moved through the ranks, I came to understand that one of the keys to successful leadership is influence, not authority – a principle emphasized by leadership expert Ken Blanchard. Influence, as defined by Blanchard, is the ability to personally affect others’ actions, opinions or thinking (Laker & Patel, 2020). Unlike rank, titles or roles, influence is not automatically granted; it must be earned and cultivated.
This concept was brought into sharp focus in my organization when mid and upper managers were included in an employee survey developed by the deputy association to assess their leadership team. While some leaders welcomed the feedback, others viewed it with apprehension, fearing it would be used as an opportunity to criticize those in higher ranks.
As anticipated, the initial survey results were harsh, with some leaders faring better than others. From this and subsequent surveys, I learned that employees deeply desire to be heard and acknowledged.
To truly influence others, they must understand the mission and goals of the unit, which requires transparency and open communication. Sharing your thought process in briefings and one-on-one interactions is essential in helping those around you grasp your perspective.
Leading with an even tone and steady disposition is equally important, as is building strong relationships with those you seek to influence (Haymond, 2017). By strengthening your communication and influence skills in tandem with your decision-making abilities, you can engage with your team at a higher level and draw them into your sphere of influence – a true embodiment of leading by example.
If you ever find yourself questioning whether you are leading by example or effectively influencing others, take time each day to reflect on instances where your actions have set a standard for those around you. Additionally, whether you have a formal survey process or not, regularly engage with your team members to understand their expectations of you.
Empowering and developing future female leaders
As female leaders, one of our most important responsibilities is to empower and develop others.
This involves fostering a mindset of continuous learning, resilience and determination (Georgoulas‐Sherry, 2022). Leaders should inspire those around them to pursue both personal and professional growth.
If you notice that your team lacks motivation, it’s essential to ask questions and identify areas where change is necessary. Empowering and developing others can be a delicate balance, often accompanied by challenges.
Personally, I found that advocating for team members to take on new assignments or temporary roles was one of the most effective ways to empower them. For instance, I helped one of my deputies achieve a lifelong dream by getting him assigned to air support. Although this occasionally left our team short-staffed, the joy and continued success this team member experienced made it all worthwhile.
Providing growth opportunities is also critical for succession planning.
Encourage your team to participate in training and volunteer for special assignments whenever possible. I made it a point to encourage women in my organization to attend the Women Leaders in Law Enforcement (WLLE) conference, which started as a small group of sworn deputies and gradually evolved into a larger gathering of both sworn and professional staff members, all eager to learn from each other.
Equally significant in the empowerment process is acknowledging and sharing your team members’ achievements. Recognition can take many forms, whether it’s formal acknowledgment through department channels or informal gestures like sharing good news within your unit, offering a lunch or giving a gift card to show appreciation for a job well done. Providing mentorship and support, though time-consuming, is invaluable for developing the future leaders of your organization – and those you help will remember your efforts.
Finally, it’s crucial to recognize the unique talents that each team member brings to the table. We all come from diverse backgrounds, and it’s important to be vigilant against bias and avoid promoting stereotypes that can undermine gender equality and strain relationships.
Embracing authenticity in leadership
As you move up the organizational ladder, one of the most valuable things you can do for yourself and others is to remain authentic. Your authentic self is who you truly are at your core — the part of you that isn’t overly concerned with external opinions.
Early in my career, this was not the case for me, but over time, I learned that being true to myself was the best course of action. Embracing authenticity reduced my stress, allowing me to say what needed to be said and do what needed to be done.
Many women experience imposter syndrome — a phenomenon where individuals doubt their abilities and feel like frauds despite evidence of their competence. I found that seeking support from mentors and friends who offered encouragement and perspective was incredibly helpful. I also made a conscious effort to avoid negative self-talk, recognizing that we can be our own worst enemies.
Real growth comes from knowing when to accept who we are. I also learned not to downplay my achievements. Too often, I’ve dismissed my accomplishments as simply doing my job when, in fact, I was achieving something unique. For example, when I was assigned to the largest jail in our county as the first woman and minority, I didn’t give it much thought, but many of my staff members and colleagues expressed their pride and support for me.
Part of the challenge was that societal expectations for me as a woman were minimal. While I don’t think anyone expected me to fail, I did have one lieutenant who told me I got the job because I was a black female.
In that moment, I felt an intense surge of frustration, but I chose to channel it into constructive action.
At the time, the use of force at the facility was high, and there were issues with overcrowding and budget constraints — problems I knew I could help improve.
Upon reflection, I realized that what truly mattered was helping those around me become better, improving the patrol success rate and encouraging more women to join me at the facility. It is crucial to connect with like-minded individuals who value your voice and authentic self. It’s also important to work in environments where you can challenge societal norms and expectations that limit women’s identities and choices.
Being authentic means having a keen awareness of your values, beliefs, and motivations and expressing yourself appropriately for the situation (Tsaousides, 2023). As you continue to grow, strive to accept who you are.
Cultivating a resilient mindset
We all encounter life obstacles, and the ability to bounce back from challenges, adversity or setbacks is essential for maintaining a long, healthy career (Ruiz, 2020).
Resilience enables us to adapt to relationship issues, health scares, promotion setbacks, and other difficult circumstances while maintaining a positive outlook and effectively managing career stressors.
Gender discrimination or other professional setbacks can be particularly challenging. I recall being asked to apply for a sergeant position, which required me to explain to my current boss why I wanted this new opportunity and what benefits it would bring. My boss was not supportive, and although I applied for the position, I didn’t get the job. I later learned that the lieutenant preferred not to have a woman in the role. Despite my disappointment, I persevered by continuing to deliver high-quality work and showcasing my skills. Ultimately, I was promoted, and my boss acknowledged that I was a good fit for the role and doing an excellent job. I continued to advance in my career and focused on supporting others in pursuing opportunities that interested them.
To cultivate a resilient mindset, it’s important to develop strong problem-solving skills and emotional intelligence (Boyar et al., 2023). A career in law enforcement is both challenging and rewarding, often requiring a sense of purpose to persevere through adversity, learn from setbacks and grow stronger (Duckworth, 2016).
Balancing family pressures with a demanding career can be difficult. And while I do not have children, I understand that our profession often requires spending significant time away from home. It’s crucial to establish career boundaries and seek support from your partner, family, and friends to excel both personally and professionally. Resilience involves using healthy coping strategies, maintaining a positive mindset, and relying on social support to overcome challenges and grow from them (Yeager & Dweck, 2020).
LISTEN: Lt. Julia Clasby shares her experiences as a female officer and mother, offering insight and advice to help women in law enforcement navigate their path into leadership roles. Read more.
As a female leader, you may face skepticism and resistance, but it’s essential to remain resilient and focused on your goals. I chose to consistently demonstrate leadership skills and abilities, which eventually led to desirable assignments. As we progress in our careers, we must actively encourage the recruitment and hiring of more women in law enforcement roles.
This is no easy task, but by implementing outreach programs targeting women, creating mentorship opportunities, and ensuring that recruitment materials reflect the profession’s diverse nature, we can make significant strides.
Final thoughts
As leaders, we should also work to implement policies and programs that support work-life balance, such as flexible scheduling, parental leave and childcare assistance. These measures can help women manage the dual demands of their professional and personal lives.
Promoting and highlighting the achievements of female officers through recognition programs, awards and visibility initiatives is another critical aspect of fostering an inclusive environment.
Female role models can inspire and mentor other women in the organization, and regular surveys and assessments can help gauge female officers’ workplace experiences. This feedback should be used to identify areas for improvement and implement targeted initiatives.
Last, but certainly not least, we must encourage leadership at all levels to commit to fostering a more inclusive environment for women in law enforcement. Leaders should champion diversity and inclusion efforts, hold themselves and others accountable, and actively work toward creating a culture of respect and equality.
About the author
Antoinette “Toni” Bland, Ed.D., retired from her role as interim Chief of District Safety and Security for Rancho Santiago (Calif.) Community College District, where she oversaw the safety and protection of the district’s two colleges and educational sites. In this capacity, she managed district safety operations, ensured accurate crime data reporting and served as the liaison with local law enforcement agencies. Bland’s distinguished career began in the Orange County (Calif.) Sheriff’s Department, where she ultimately served as assistant sheriff. She is a U.S. Army veteran and holds advanced degrees in criminal justice and organizational leadership, as well as an Ed.D. in organizational leadership. Bland is also a graduate of the FBI National Academy and other prestigious leadership programs. She now shares her wealth of knowledge through teaching.
References
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2. Duckworth, A. (2016). Grit: The power of passion and perseverance. Scribner/Simon & Schuster.
3. Georgoulas‐Sherry, V. (2022). Understanding the Distinctions of Positive Constructs: Resilience, Grit, and Hardiness. Journal of Leadership Studies, 16(2), 26–32. https://doi.org/10.1002/jls.21818
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5. Laker, B., & Patel, C. (2020, August 28). Strengthen Your Ability to Influence People. Harvard Business Review. https://hbr.org/2020/08/strengthen-your-ability-to-influence-people
6. Ruiz, J. (2020, February 28). Lead by example to teach resilience to team members. Forbes Business Council. https://www.forbes.com/sites/forbesbusinesscouncil/2020/02/28/lead-by-example-to-teach-resilience-to-team-members/?sh=39e9331249cd
7. Schrage, M. (2016, October 5). Like It or Not, You Are Always Leading by Example. Harvard Business Review. https://hbr.org/2016/10/like-it-or-not-you-are-always-leading-by-example
8. Tsaousides, T. (2023, August 10). What it Means to Be truly Authentic. Psychology Today. https://www.psychologytoday.com/us/blog/smashing-the-brainblocks/202211/what-it-means-to-be-truly-authentic
9. Yeager, D. S., & Dweck, C. S. (2020). What can be learned from growth mindset controversies? American Psychologist, 75(9), 1269–1284. https://doi.org/10.1037/amp0000794
