Strengthening Trust and Performance in Law Enforcement: A Strategic Path Forward

Strengthening Trust and Performance in Law Enforcement: A Strategic Path Forward,

Across the country, thousands of law enforcement officers begin their careers with the belief that they’re making a meaningful difference in their communities. They strive to protect and serve with professionalism, integrity, and care. Unfortunately, the past few years have spotlighted troubling patterns of misconduct, excessive force, and public mistrust—casting a shadow on even the most well-intentioned departments.

At PRADCO, we’ve worked with hundreds of departments to assess, coach, and develop officers and leaders. We believe deeply in the integrity of those who wear the badge—and in the systems that support them.

The Problem: Public Perceptions of Law Enforcement

Recent headlines have revealed high-profile missteps that have eroded confidence in law enforcement. Consider these examples:

• In 2023, the Department of Justice released an 89-page report following a two-year investigation into the Minneapolis Police Department, uncovering disturbing findings. Officers used excessive force six times more frequently against African American and Native American citizens. Even more troubling was that fellow officers often failed to intervene. Beyond the impact on community trust, the City of Minneapolis now faces multi-year federal oversight, steep reform obligations, and immeasurable reputational costs.
• In Akron, Ohio, the family of Jayland Walker filed a lawsuit after police shot him 46 times during a foot chase. Walker was unarmed. The incident shocked the public and reignited national debate about the use of force, racial bias, and officer judgment.

These examples are reflective of a broader issue: departments struggling to align tactical decision-making with professional standards and human empathy. The fallout is both practical and emotional—costing cities money, credibility, and morale.

Understanding the Pressures Law Enforcement Faces

While misconduct must be addressed with urgency, it’s equally critical to acknowledge the conditions officers operate under:

• Law enforcement is one of the most mentally and physically taxing professions. Officers deal with trauma, unpredictability, and threat—sometimes daily.
• A 2019 study by the University of Texas at Dallas found that nearly 25% of officers experience cumulative PTSD. Unlike military personnel who may encounter traumatic events within a fixed deployment, police officers face horrific incidents repeatedly over the course of years.
• The National Institute of Justice revealed that officers over 40 face elevated risks of cardiac issues due to persistent stress.
• Sleep deprivation, caused by long shifts and staff shortages, can heighten emotional volatility and impair judgment—especially during critical encounters (NPR, 2021).
• The nationwide shortage of police candidates has pushed departments into crisis-mode staffing models, forcing personnel to cover more ground with fewer resources.

These pressures don’t excuse misconduct—but they do explain why performance can erode without proper support, structured development, and behavioral interventions.

Why Many Solutions Fail to Stick

Faced with lawsuits, oversight mandates, and political scrutiny, many agencies rush toward visible reform. But good intentions often falter in execution. Here’s where common efforts miss the mark:

1. Box-Checking Compliance Training
   Many departments invest in brief, episodic training—diversity sessions, use-of-force reviews, or legal updates. While helpful, these modules rarely produce lasting change unless paired with behavioral coaching, practical reinforcement, and accountability systems.
2. Reactive Policies Instead of Proactive Culture
   New rules are rolled out after incidents rather than as preventive measures. Without cultural buy-in, these policies may be ignored, resented, or inconsistently applied.
3. Neglecting Officer Well-Being
   Programs often target performance without acknowledging emotional needs. Officers who are chronically stressed, fatigued, or unsupported may unintentionally behave in ways that escalate situations.
4. Leadership Gaps and Promotion Challenges
   Departments promote based on tenure or technical skills, ignoring emotional intelligence, communication, or conflict resolution. The result: command staff who struggle to navigate morale issues or model the behavioral standards their rank requires.
   The outcome of these gaps isn’t just problematic—it can be dangerous. Officers are on the front lines of some of society’s most complex interactions. Without comprehensive support, even top performers can become liabilities.

What Actually Works: A Holistic Performance Development Strategy

At PRADCO, we’ve seen departments shift from reactive reform to proactive development—building performance systems that equip officers to face the many challenges of law enforcement. Here’s how:

1. Start With Behavioral Assessments That Predict Performance

Great policing begins with great hiring—but resumes don’t reveal mindset. That’s why PRADCO offers specialized assessments tailored to public safety roles.

• Our tools identify candidates with strong emotional regulation, adaptability, and integrity—traits essential for modern law enforcement.
• Behavioral assessments also uncover potential training gaps during onboarding, helping departments customize development instead of generalizing it.
• When paired with benchmarking, agencies can compare potential hires to proven high performers—ensuring consistency and quality.

2. Coach Officers and Command Staff With Intentional Development

Coaching isn’t just for executives—it’s a transformative tool for law enforcement professionals.

• One-on-one coaching provides officers and supervisors with a confidential, constructive space to explore personal challenges, get feedback, and build resilience.
• For command staff, coaching facilitates strategic thinking, communication skill-building, and alignment across ranks.

3. Support

Culture is shaped by behavior, and relationships shape behavior. Departments can foster accountability and empathy with simple but powerful practices:

• Officer Buddy Systems encourage officers to check on each other regularly—not just to coordinate logistics, but to offer emotional support.
• Mentorship Programs allow experienced officers to guide younger personnel—not just in tactics, but in professionalism, ethics, and communication.
• Agencies can also promote external social connections—encouraging officers to build friendships outside the department, which helps them detach from job-related stress and maintain perspective.

4. Train for Communication That Builds Trust

One of the most revealing insights comes from a study led by Virginia Tech researcher Eugenia Rho, analyzing over 500 bodycam videos. The takeaway:

• Traffic stops escalate 3x more often when officers begin with a command instead of an explanation.
• Officers who clearly explain the reason for a stop calm the citizen’s anxiety, gain compliance more easily, and reinforce transparency.

5. Equip Leaders to Reinforce Culture and Performance Standards

Leadership determines the trajectory of a department. If the command staff isn’t aligned, proactive, and emotionally intelligent, cultural reform falters.

• PRADCO works with police leaders to clarify expectations, develop coaching capability, and identify blind spots.
• By building leadership frameworks and performance metrics, agencies ensure consistency across units and departments.
• Officers view supervisors not just as rule enforcers—but as professional role models who embody the standards they expect from others.

Real-World Impact: How Agencies Can Turn Insight Into Action

PRADCO’s programs are designed to be scalable and tailored. Whether you’re a small-town department or a city with 1,000 officers, here’s what the journey might look like:

Step 1: Assessment

• Identify high-performing officers
• Evaluate incoming talent against high-performing officers by benchmarking

Step 2: Development Planning

• Define leadership competencies specific to your agency’s mission
• Map coaching pathways for recruits, officers, and command staff

Step 3: Culture Building

• Launch mentorship and buddy systems
• Incorporate feedback loops to foster ownership and trust

Step 4: Communication Training

• Embed de-escalation and transparency best practices into field training
• Use real-world bodycam footage for role-play and skill reinforcement

Step 5: Accountability and Growth

• Celebrate wins (e.g., promotions, improved public feedback)
• Address gaps through coaching rather than punishment

Recap: Assessing Risk and Fostering Respect

Law enforcement isn’t just a profession; it’s public trust. To uphold it, departments must lead with clarity, compassion, and competency. Officers on the frontline have a demanding job, and departments must provide them the support they need to ensure their well-being is promoted and the public feels safe.