The CopDoc Podcast - Season 9 - Episode 167

What does it take to walk into four different agencies, each with its own culture and expectations, and lead effectively in all of them? Gina Hawkins has done exactly that — from the Atlanta Police Department where she came of age as a young officer, to Sandy Springs, Clayton County, Fayetteville, North Carolina, and now Cobb County's Sheriff's Office. Along the way she has learned that culture doesn't start inside the building. It starts with the community that either demands excellence or tolerates mediocrity.

In this conversation, Gina shares the hard lessons she picked up at each stop — managing stress that nearly broke her health, losing custody of her daughter the weekend the moving truck arrived as she headed to take command in Fayetteville, and still walking into that organization and pouring herself into the work. She talks about what it means to develop leaders, why women belong in policing at every level, and why the absence of universal standards for 18,000 law enforcement agencies is one of the most pressing problems in the profession.

This episode is candid, personal, and practical. Gina Hawkins doesn't give you theory — she gives you earned wisdom.

KEY TOPICS DISCUSSED:

• How culture is shaped by the community before it is ever shaped by the chief
• Leading through personal crisis while commanding a new organization
• What it's like to be the outsider hired over the heads of internal candidates
• The importance of women in policing and Cobb County's annual Women's Summit
• Her experience on the President's Commission on Law Enforcement and why the lack of universal standards remains a critical gap
• The role of transparency, accountability, and body cameras in rebuilding public trust
• What retirement looks like when you can't stop serving

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If you'd like to arrange for facilitated training, or consulting, or talk about steps you might take to improve your leadership and help in your quest for promotion, contact Steve at [email protected]

Season 9 - Episode 166 - The CopDoc Podcast

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If you'd like to arrange for facilitated training, or consulting, or talk about steps you might take to improve your leadership and help in your quest for promotion, contact Steve at [email protected]

Season 9 - Episode 166 - The CopDoc Podcast

What does it take to lead a police department through tragedy, transformation, and tremendous change? Chief Jeremy Story of the Las Cruces Police Department in New Mexico knows firsthand.

A Marine Corps veteran who served in Iraq, Jeremy joined policing in 2007 after choosing family over a military career. He rose through the ranks touching nearly every division—SWAT commander, K-9 handler, gang unit sergeant, training director, and deputy chief—before becoming chief at a younger age than he expected.

In this powerful conversation, Chief Story talks about:

Leadership That Teaches: How he runs a command staff book club (yes, really) and why teaching is a critical part of being a chief

The Toughest Year: Losing the department's first officer in the line of duty in 96 years, then losing their first officer to suicide two months later—and what they learned about officer wellness

Evidence-Based Policing: Implementing stratified policing to make proactive work as normal as answering 911 calls

Training Investment: Why he sent a patrol officer to a three-week leadership course and how the department nearly doubled the state's required academy hours

Telling the Story: Speaking to hostile crowds, correcting false narratives, and why chiefs must educate the public

Humility & Vulnerability: Sharing his biggest mistake with academy recruits and why admitting failures builds trust

Preparing the Next Generation: How Las Cruces PD rotates officers through specialized units for a month to prepare them for promotion

Civilianization Done Right: Using civilians for everything that doesn't require a badge—and why their legal advisor and former news anchor PIO are game-changers

Chief Story is direct, thoughtful, and unafraid to challenge the status quo. He's a thought leader who believes the majority is rational—if you give them the right information. He's building something special in the New Mexico desert.

Whether you're a new supervisor, a seasoned chief, or someone considering a career in law enforcement, this episode offers invaluable lessons on leadership, resilience, and what it really takes to be a police chief in 2026.

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If you'd like to arrange for facilitated training, or consulting, or talk about steps you might take to improve your leadership and help in your quest for promotion, contact Steve at [email protected]

The CopDoc Podcast - Season 9 - Episode 165

There's a consistent problem in American law enforcement that rarely makes headlines but shapes everything: what we do with people when they get promoted to lieutenant. Traditionally, they get a rank, a schedule, sometimes a handshake, and they're told to run the night shift. Nobody teaches them they've fundamentally changed jobs. They still think like a sergeant, which makes sense. They were excellent sergeants. So they become, as researcher Steve Morreale puts it, "a super-sergeant, not a lieutenant."

Sacramento Police Chief Kathy Lester identifies this gap as one of the most important leverage points for changing police culture. It's not the strategy. It's not the programs. It's the person standing between upper management and line-level officers. That's where culture actually shifts or stalls.

When Lester got promoted to lieutenant, the model was basic: "Congratulations. You're going to graveyard. You've got a brand new set of patrol teams. Nobody has more than three or four years experience. Here are the keys to the city. Try not to break it." She had one lifeline: she could call the previous lieutenant for emergency numbers if something went sideways. That was the leadership development program.

Now as chief, Lester has completely reimagined lieutenant development. She has roughly twenty lieutenants at the Sacramento Police Department. She doesn't just develop captains and deputy chiefs. She spends significant time with lieutenants because they talk to sergeants every single day, and sergeants have the most influence over how officers behave.

Here's what she does differently: lieutenants ride with her for a week at a time. They go to every event. They attend city council meetings, press conferences, community meetings. They see behind the curtain of what executive leadership actually manages. They understand why decisions get made the way they do. They become ambassadors who can explain departmental direction to their sergeants and officers.

The first year, people wondered if this transparency was authentic. Four years in, lieutenants bring real problems to leadership expecting real solutions. They've seen that the chief actually listens and acts. That changes everything about how they lead underneath them.

Lester is also clear that this isn't about being soft. When people are elevated to captain, she looks for who will be a future chief. She's assessing leadership capacity, not popularity. The distinction matters. She's developing people who understand the department's direction, can navigate difficult situations, and model professional behavior. Some of that comes from state-required training. More of it comes from internal programs built by leaders who are passionate about seeing people succeed in this profession.

The lieutenant development gap exists in most departments. It creates a vacuum where middle managers either become loyal implementers of whatever came before, or they try to be mini-chiefs without the authority or context. Lester solved it by making lieutenants visible partners in leadership. They see the actual job. They understand the constraints. They build relationships with senior leaders. And they take that back to their sergeants and officers. That's how culture changes, not through mandates from above, but through lieutenants who genuinely understand the "why" and can ar

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If you'd like to arrange for facilitated training, or consulting, or talk about steps you might take to improve your leadership and help in your quest for promotion, contact Steve at [email protected]

The CopDoc Podcast - Season 9 - Episode 164

This week on The CopDoc Podcast, we're back with Joanne Sweeney from Galway, Ireland, reconnecting for our second conversation about one of the most transformative forces in modern organizations: artificial intelligence. She is the host of AI6 Podcast.  About AI in six minutes.

What started as curiosity three years ago when Sam Altman introduced ChatGPT has evolved into a mission to help government and public sector leaders understand that AI isn't a threat—it's an enabler of their best work.

Joanne didn't arrive here as a true believer. Like many of us, she was skeptical. Early versions of ChatGPT frustrated her. She walked away. But she came back. And what she discovered changed everything—for her business, her career trajectory, and now for the thousands of leaders she's training worldwide.

Why This Episode Matters Now

We recorded this conversation as 2025 comes to a close, a moment when organizations across policing, government, and the public sector are finally asking serious questions about AI adoption. But many are approaching it wrong—with fear, with uncertainty, with paralysis. Joanne's message is direct: you're out of time for skepticism. The question isn't whether to use AI. It's whether you'll lead the adoption or get left behind.

This isn't about hype. This is about the future of leadership itself.

From Survivor to Pioneer: How Joanne went from teaching communications and marketing for 20 years to becoming one of the most sought-after AI literacy trainers in the public sector. When your entire skill set gets threatened, you have three choices. She made the right one.

The Real Power of Conversational AI: Most people use AI like a search engine—ask a question, get an answer. That's a massive miss. Joanne shares how she thinks with AI, how she uses it to organize her stream of consciousness, how she trains custom assistants that become genuine thought partners. The difference? Productivity multiplies.

The Police Budget Scenario: Steve walks through a practical example every police chief faces: walking out of a meeting empty-handed after requesting resources. Instead of stewing about it, what if you dictated to your AI assistant in the parking lot? "Here's what happened. Here's the pushback. Find me similar agencies that succeeded. What are my counter-arguments for next time?" You'd have answers in minutes.

Why Policy Matters More Than Technology: Here's what surprises Joanne most: three years into the AI revolution, most organizations still don't have policies. Shadow AI is real. People are using these tools without permission, on their own devices, for work. Joanne breaks down what good AI policy actually requires—and it's simpler than most leaders think.

The Agentic Shift Is Here: ChatGPT has agentics. Claude has skills. The technology is moving from tools you command to agents that work independently on your behalf. This happened faster than anyone predicted. Organizations still learning spreadsheet-level AI use have no idea what's coming.

The Nefarious Use No One Wants to Talk About: Steve pushes hard on this. Our voices are out there on podcasts. They can be cloned. Deepfakes are evolving. How will

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If you'd like to arrange for facilitated training, or consulting, or talk about steps you might take to improve your leadership and help in your quest for promotion, contact Steve at [email protected]

The CopDoc Podcast - Season 9 - Episode 163

What happens when a former DEA executive takes the helm of a major city police department with a promise to be the most proactive force in America? We invited Dallas Police Chief Danny Comeaux to walk us through his playbook—why leadership starts with empower, inspire, motivate, how quick wins build trust, and why showing up unannounced at stations can change a culture faster than any memo. From the first 90 days of look, listen, and learn to a clear target of 4,000 sworn officers, his approach blends federal-scale thinking with deep local roots.

We talk strategy that bites: a relentless felony-warrants push with the U.S. Marshals, stronger ties with DEA and FBI, and a precision focus on repeat violent offenders. Then we zoom out to the backbone—evidence-based policing—through partnerships with UTSA for the city’s crime plan, Prairie View A&M for juvenile pathways, and SMU’s VR training to sharpen cultural competency and decision-making. Crime is down five years running, recruitment is surging, and a 10-month academy turns cadets into street-ready officers prepared to act with confidence and restraint.

Technology isn’t window dressing here. Drones as first responders become a triage engine for low-priority calls, freeing officers to move to real emergencies and cutting response times. Inside the department, accountability is strict yet fair: discipline with context, truth over politics, and promotions tied to peer respect and proven experience. Wellness sits near the top of the operational stack because the job demands it—support that keeps good officers healthy and effective. And across Dallas, collaboration with city services turns quality-of-life complaints into quick fixes, reinforcing that public safety is a team sport.

If you’re curious about modern policing that blends community engagement, transparency, data, and decisive enforcement, this conversation lays out a blueprint you can put into practice, listen to Chief Danny Comeaux on The CopdDoc Podcast. Like what you hear? Follow the show, share it with a colleague, and leave a review to tell us what your city should try next.

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If you'd like to arrange for facilitated training, or consulting, or talk about steps you might take to improve your leadership and help in your quest for promotion, contact Steve at [email protected]

The CopDoc Podcast - Season 9 - Episode 162

Policing changes fastest when leaders listen first and translate ideas into real work. That’s the throughline in our conversation with Jim Burch, president of the National Policing Institute, who shares a candid view of how a small team amplifies big impact: distilling research into actionable guidance, helping agencies adapt—not copy—what works elsewhere, and building partnerships that move from concept to implementation. Jim draws on decades across DOJ and ATF, and he’s blunt about what unlocks progress: focused mission, field-driven priorities, and a healthy respect for regional differences that shape what “evidence-based” looks like on the ground.

We dig into NPI’s multi-city hot spots training experiment that cut crime by more than 20 percent without driving arrests up, and how implementation science turns studies into day-to-day practice. Jim opens up about cross-sector learning—borrowing just-in-time training from airlines and safety culture from fire and EMS—and why policing earns “profession” status when cities budget for standards, education, and officer wellness, not just cars and calls. He also tackles mission creep, the limits of co-response in under-resourced regions, and the practical ways agencies can pool capacity without losing local trust.

AI is the tension point many leaders feel. Jim explains why NPI moved from tight restrictions to governed adoption—policies, transparency, and training—after seeing real productivity gains in analysis, drafting, and data work. Forget the narrow use-case fights; the near-term upside is smarter internal workflows that free experts to make better decisions faster. Paired with clear research summaries and careful adaptation, AI becomes a legitimate force multiplier for public service.

If you care about evidence-based policing, officer wellness, and practical innovation that respects community nuance, this conversation offers both realism and hope. Subscribe, share with a colleague who wrestles with these issues, and leave a review telling us where your agency most needs help—implementation, AI literacy, or wellness—so we can explore it next.

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Website: www.copdocpodcast.com

If you'd like to arrange for facilitated training, or consulting, or talk about steps you might take to improve your leadership and help in your quest for promotion, contact Steve at [email protected]

The CopDoc Podcast - Season 9 - Episode 161

In an interesting conversation from Chandler, Arizona, Assistant Chief Jason Sieczkowski reveals the innovative leadership approaches transforming his department into what he calls "the Silicon Valley of the desert." As an IACP 40 Under 40 honoree who's spent his entire 19-year career with Chandler PD, Jason shares the philosophy that's helped him rise to overseeing all field operations: continuous improvement.

The discussion dives deep into how modern police departments can measure success beyond traditional enforcement statistics. Chandler's implementation of a real-time community feedback system (their version of "Yelp for cops") displays citizen ratings throughout department facilities, reinforcing that policing is fundamentally about customer service. With an impressive 4.73/5 rating, officers receive constant visual confirmation that their community values their work.

Sieczkowski's most powerful insights come when discussing leadership vulnerability. "Vulnerability equals trust," he explains, sharing how a formative experience shaped his approach. When a superior once told him, "I don't pay you for your opinion," he resolved never to lead that way. Instead, he creates psychological safety in meetings, explicitly telling teams that their honest feedback isn't just welcome but required.

The conversation explores Chandler PD's innovative succession planning, which includes extended transition periods for critical positions, and their embrace of lateral transfers from agencies nationwide. Perhaps most refreshing is Jason's perspective on generational differences in policing. Rather than lamenting changing work attitudes, he celebrates how younger officers prioritizing wellness represents evolution, not decline: "They're better equipped mentally, physically, emotionally to do this job than we've ever been."

Whether you're a law enforcement professional, aspiring leader, or citizen interested in police innovation, this episode offers valuable insights into how one department is balancing tradition with progress. As Sieczkowski emphasizes throughout: "Care for and value people. They are everything to us."

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Website: www.copdocpodcast.com

If you'd like to arrange for facilitated training, or consulting, or talk about steps you might take to improve your leadership and help in your quest for promotion, contact Steve at [email protected]

The CopDoc Podcast - Season 8 - Episode 160

What happens when you combine a fine arts degree with police leadership? Chief Chad Kasmar of the Tucson Police Department demonstrates how creative thinking transforms modern policing challenges into opportunities for innovation.

Kasmer's journey from beach bum to nationally recognized police leader reveals the unexpected value of diverse perspectives in law enforcement. With refreshing candor, he shares how his background in painting and sculpture equipped him with problem-solving skills that have proven invaluable in reimagining police services. Rather than merely modifying existing systems, Kasmar approaches challenges with a blank canvas, asking fundamental questions about what modern communities truly need from their police departments.

The results speak for themselves. Under Kasmar's leadership, Tucson PD has expanded their Community Service Officer program to handle 70,000 calls annually that don't require armed response, reducing lower-priority response times by 50%. His department distinguishes between mistakes and misconduct, creating space for officers to learn and grow while maintaining accountability. Perhaps most remarkably, their Struggle Well program has saved multiple officers in crisis by focusing on post-traumatic growth rather than simply preventing PTSD.

Kasmar doesn't shy away from difficult truths, questioning how America expects perfect performance from officers with just nine months of training when other trades require years of preparation. He advocates for growing police talent internally, developing leaders who understand their communities, and creating organizational cultures where seeking help isn't career-ending.

For anyone interested in the future of policing, Kasmer offers this wisdom: "You don't get paid to have all the answers; you get paid to surround yourself with people who will help you find the best answer." This episode provides a masterclass in humble, innovative leadership that places community needs and officer wellness at the center of police work.

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If you'd like to arrange for facilitated training, or consulting, or talk about steps you might take to improve your leadership and help in your quest for promotion, contact Steve at [email protected]

The CopDoc Podcast - Season 9 - Episode 160

What if police departments made decisions based on solid evidence rather than gut feelings? Dr. David Weisburd, a dual faculty member at George Mason University and Hebrew University of Jerusalem, has spent decades proving that scientific approaches can revolutionize policing.

From his unexpected start evaluating one of America's first community policing programs in 1984, Weisburd discovered something remarkable: crime isn't random. His groundbreaking "law of crime concentration" demonstrates that approximately 5% of streets produce about 50% of crime in cities worldwide. This discovery challenged conventional wisdom and launched the hotspot policing movement that continues to transform law enforcement today.

Contrary to what many might assume, Weisburd's research in high-crime neighborhoods reveals that residents overwhelmingly want more police presence, not less. When surveyed, only 6-7% of people living in these areas wanted fewer officers. What they actually desire isn't the absence of police but officers who treat them with respect and dignity—a finding that led Weisburd to conduct successful experiments combining focused policing with procedural justice training.

Despite these advances, Weisburd argues that policing research remains drastically underfunded compared to fields like medicine. While the NIH receives around $45 billion annually, criminal justice research gets merely $200 million. This disparity explains why we lack what Weisburd calls a "cookbook" for police—practical, evidence-based guidance for officers working in different contexts and communities.

Throughout our conversation, Weisburd shares stories from his international work, the challenges of conducting research during times of conflict in Israel, and his vision for a National Institute of Policing that would elevate law enforcement science to the level it deserves. Whether you're a police professional, researcher, or concerned citizen, this episode offers rare insight into how evidence-based approaches can build safer, more just communities.

Listen now to understand why police science deserves billions, not millions, and how research can help departments navigate today's complex challenges with greater effectiveness and legitimacy.

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If you'd like to arrange for facilitated training, or consulting, or talk about steps you might take to improve your leadership and help in your quest for promotion, contact Steve at [email protected]