Mr. Paulson: Ten Things For Your Successor To Consider!

Once again I will precede my comments with the admission that they are not based in empiricism as much as personal experience. I draw them from a long history of high level participation in a sport and as a military\paramilitary (police) psychologist.

Whether we speak of the Military, the National Police, a Provincial police, or a Municipal Police Service, not unlike a sports team, success brings advantages that make it easier to continue succeeding. The study of sustainable success (i.e. winning) is most often the purview of Sport Psychology. Generally speaking there are a handful of advantages that come from winning. Coaches are familiar with, and can cultivate and build upon these variables in order to increase the chances of creating a “winning team”.

I would like to transpose this experience into the case of a well known and undeniably failing institution; the RCMP. This piece will smack of “if I was the Commissioner” ; even though I realize that something like that could never happen. Those in power simply have too much to lose (personally) to try something “different”. OK here we go, ten solid variables that keep winners winning and build dynasties (and they can be transposed from sport to a police organization):

1) Elevated Mood: Most of us feel good in response to a “win”; while most are disappointed with a “loss”. Remember that stuff you read about the relationship between emotions (body chemistry) and performance? I’ll remind you. It is a fact that emotions can effect performance. Positive moods are correlated with performance; they seem to stimulate increased energy and the resilience (that you read about on this blog) that assists in “bending but not breaking” under stress. Those on a losing streak are more likely to “fold” under pressure, while “winners” have the ability to “play through the pain” (of even a physical injury) and seem to be operating on a “winner’s high”. Organizations are no different than the winners and losers mentioned in this paragraph.

2) Rewarding Context: Whether it’s hockey Moms and Dads or the employees of all levels at RCMP NHQ in Ottawa, those who feel like they are losing leave for home early, regularly using a litany of excuses. Those who feel rewarded by their environment tend to be attracted to it, and find it difficult to leave. Those who feel punished by the job (or more accurately, their supervisors) tend to “bail out” early or find reasons to report in sick and go O.D.S. Consistently the data supports the impression that there is less O.D.S. in those organizations that are known for creating environments that foster success. Moreover, there is more team cohesiveness as people spend more time in cooperation; with the result being increased optimism. The more team-time, the more talk, and increased solidarity, the more success.

3) Awareness: When an organization is branded a “loser” (this is my term, and the brand would more likely be “dysfunctional”) like the RCMP, the membership of that organization will eventually tire of its’ failings being continually brought to the attention of the public. They will become “feedback adverse”. An organization that is regarded more as a “winner” is likely to be populated by those who are more interested in negative feedback and ways to do things better. They seem to have the confidence to recognize that feedback is the beginning of the process that leads to improvement. Due to their belief in this process, they are more likely to see change of routine and practice as the route to improvement and winning. In their minds winning can be found in the mastery of detail.

4) Mindfulness: Most successful athletes understand, no matter which is their sport, that being able to focus intensely on their movement in the moment, is the key to improved performance. Those who are able to master this skill have fewer cognitive distractions (e.g. the “what ifs”) in their “self talk” and can focus more easily. There exists a litany of athletes who were highly successful until they hit a “rough patch”, usually of their own making. This patch and its’ etiology now becomes front and centre in their minds and contributes to a losing streak. The great golfer Tiger Woods could be used as a contemporary example.

5) The Blame Game: In most organizations, being successful makes it more likely that the members of that organization will treat each other with respect. If they are successful the assumption can be made that everyone is good at what he\she is doing. The members of the organization share continuing high expectations of each other’s expected performance going forward. An organization under scrutiny for its’ less than average performance (e.g. the RCMP) has a tendency to “eat its’ own” in a culture of finger pointing and infighting.

6) Public (fan) Support: Most successful organizations have an army of supporters behind them e.g. customers, employees and their families, neighbours, etc. When an organization continues to win, it continues to increase its’ foundation of support. Organizational losers (RCMP?) continue to erode their own support. How else can we explain the exodus of junior members?

7) The Press: Check out who occupies most of the press’ attention? Is it a police service who has more in the winning column than the losing one (e.g. Vancouver P.D?). Or is it “E” Division RCMP, who are unable to win for losing? And note, it is not just today’s news that separates these two, it’s the long view that incorporates history and future expectations. Losing continually, with no real desire or effort to change stimulates the media and other observers to “dig” for past evidence that can result in a rewriting of the organization’s past history so that it suggests continued failure into the future.

8) Awards: This one is like the debutante’s dream of getting invited to the best parties. What is suggested is that if the RCMP was recognized by their peers for excellence they would be invited to the best parties. They may still be invited to the best conferences and exhibitions but they are less likely today to be given the choicest topics, the headliner position, or the best spot to set up their booth. This sort of adulation is likely to maintain a “winner’s” momentum. Who awards “losers”?

9) Autonomy: Successful organizations have more control over their own destinies. Winners are often left alone, as they instill confidence in others. Losers draw attention like a magnet draws metal. Unsuccessful organizations are constantly being offered assistance in the form of reviews, audits, special investigations and committees (in the case of the RCMP, the federal government allows the “outfit” to offer itself these various forms of assistance). Unsuccessful organizations are often caught in a downward “success spiral” as a result of not changing, not updating training and suffering a decline in performance.

10) Organizational losers are constantly dealing with ” rolling heads”. Other than Norm Inkster and Phil Murray can you think of an RCMP Commissioner of the modern era who was at least somewhat respected? This strategy of “it’s harder to hit a moving target” is time consuming. More time is spent orienting the new “coach” than transforming the old game plan and implementing it. It’s difficult to turn an organization around before it stabilizes. A winning organization, on the other hand, has the time and the stability to implement a long term strategy geared toward continuing excellence.

From experience I will tell you that all winning streaks, even dynasties come to and end. Winning is “heady stuff” and makes it easier to become over confident, arrogant, and complacent. However a transformational leader (Mr. Paulson?) will prepare for these inevitable “slumps” by knowing they exist, educating his organization, encouraging mutual respect, and establishing support systems that will increase resilience and the likelihood of a comeback.

The bottom line to all of this is beginning to become “humdrum”!! How can you increase the chances of getting such a leader and\or a return to the halcyon days of the RCMP? Get off your “duff” and take an interest in the organization, yours, and your family’s future, by becoming a member of The Mounted Police Professional Association of Canada!!!!!! You are either part of the problem or part of the solution……THERE IS NO MIDDLE GROUND!!!!!

Dr. Mike Webster
Reg’d Psych. (#0655)