Building Respect with Transparency

Written By Julie Tutwiler
 
 

When you are open and honest, you invite respect into every interaction. Transparency builds bridges that respect walks across.

 

Respect is essential in any department, but in law enforcement, it carries even greater weight. It strengthens morale, enhances decision-making, and earns the public’s trust. A department built on mutual respect operates more effectively, ensuring that all officers work toward a common goal with integrity and professionalism.

But what does respect actually look like? It’s more than following orders or maintaining discipline—it’s about valuing each officer’s contributions, treating everyone with fairness, and leading by example. Respect cannot exist in isolation; it must be supported by transparency.

Think of transparency as a guiding principle that keeps respect on track. Imagine you’re leading a squad through a high-risk situation. Your officers rely on you to share vital information and explain key decisions. Would they trust you if you withheld critical details? Or would their confidence grow if you communicated clearly, even when the news is difficult? Transparency strengthens trust and accountability, ensuring the department can navigate challenges together.

 

Self-Assessment:
Building Respect with Transparency

Please take a few moments to answer the following self-reflection questions. Where can you identify opportunities for personal growth in your leadership approach?

  1. How often do you explain the reasoning behind your decisions to fellow officers?

  2. Are your communication methods clear and accessible?

  3. Do you acknowledge both successes and setbacks openly?

  4. Have you created opportunities for honest feedback and open dialogue?

  5. Do your actions consistently align with your words?

  6. How do you encourage accountability within the department?

  7. Are expectations and roles clearly defined and communicated?

  8. When mistakes happen, do you address them constructively to promote learning?

This self-assessment is a starting point for evaluating your current Transparency practices. Reflect on your responses, identify areas for growth, and seek feedback from your ECFL coach or a trusted mentor to strengthen your leadership on and off duty.

 

Transparency fosters a culture where officers feel valued, respect is reinforced, and collaboration thrives. In a police department, this means creating systems that encourage feedback and open dialogue, such as leadership accessibility, peer mentoring, and regular team-building efforts. Seeking officer input on policies shows respect for frontline experience, strengthens internal relationships, and improves community outcomes.

Transparency also plays a key role in ethical decision-making, reinforcing both respect and accountability. When decisions are made openly and thoughtfully, officers are more likely to trust leadership, consider the ethical impact of their actions, and align their conduct with department values. Clear communication prevents misinformation, reduces frustration, and fosters a culture where accountability is embraced rather than feared.

Research supports these benefits:

  • Higher Accountability: A 2022 National Police Foundation study found that transparent departments saw a 25% increase in officer accountability ratings.

  • Ethical Decision-Making: Research in the Journal of Law Enforcement Leadership showed that officers in open-communication environments were 30% more likely to report ethical concerns.

  • Improved Trust: A 2021 Gallup poll found that public trust in law enforcement rose by 20% when officers communicated openly about policies and decisions.

Departments that prioritize transparency build stronger, more cohesive teams. By making expectations clear, encouraging feedback, and explaining decisions, leadership fosters trust, professionalism, and shared responsibility. When respect and transparency go hand-in-hand, they drive meaningful, lasting change.

 

The Call for Backup Conflict

During a high-stress call, Officer Reyes requested backup from Officer Daniels and dispatch. Daniels responded but arrived late, causing frustration for Reyes, who felt unsupported in a tense situation. After the call, Reyes confronted Daniels in front of other officers, saying, “I can’t count on you when it matters.” Daniels, feeling disrespected, defended himself, citing unclear radio traffic and a delayed dispatch response. The tension spread, creating division within the department staff as others took sides.

Realizing the breakdown in communication and respect, a supervisor facilitated a discussion between Reyes, Daniels, and dispatch. By openly addressing the situation, they clarified expectations, resolved misunderstandings, and reinforced the importance of teamwork and transparency in high-pressure moments.

The Wrong Way to Handle It:

  • Public Confrontation: Addressing concerns in front of others escalates tension and damages relationships.

  • Assumptions Over Facts: Reyes assumes Daniels was negligent without understanding the full situation.

  • Lack of Communication: Daniels doesn’t explain his side until tensions have already risen, making conflict resolution harder.

  • Division Among Staff: Other officers and department personnel take sides instead of encouraging resolution.

The Right Way to Handle It:

  • Private, Constructive Discussion: Reyes and Daniels discuss the issue one-on-one or with a neutral supervisor.

  • Transparency in Communication: Each officer explains their perspective to clear up misunderstandings. 

  • Mutual Respect: Both acknowledge each other’s challenges and commit to improving coordination in the future.

  • Department-Wide Learning: Leadership uses the incident as a learning opportunity, reinforcing clear backup protocols and respectful communication.

By prioritizing transparency and respect, officers and department staff strengthen trust, improve teamwork, and ensure everyone feels valued and heard.

Reflection Questions:

  • How could clearer communication have prevented this conflict?

  • What role does transparency play in building trust between officers and department staff?

  • How can officers address concerns without creating unnecessary tension?

  • What steps can you take to ensure backup requests and responses are understood by all involved?

 

These best practices reinforce the connection between transparency and respect, ensuring that officers feel informed, valued, and accountable. By prioritizing clear communication and fairness, departments can build a culture of trust and professionalism.

  • Communicate Clearly and Regularly: Keep officers and department staff informed about decisions, changes, and department priorities. Use clear, direct communication and encourage open discussions.

  • Share Successes and Failures Openly: Be honest about what’s working and what isn’t. Sharing both achievements and setbacks fosters accountability and continuous improvement.

  • Encourage Open Dialogue: Create an environment where officers and staff feel comfortable voicing concerns, asking questions, and providing feedback without fear of dismissal.

  • Explain Decision-Making Processes: When making decisions, share the reasoning behind them, including key factors considered. This builds trust and ensures everyone understands the bigger picture.

  • Admit Mistakes and Take Responsibility: When errors occur, acknowledge them openly, focus on lessons learned, and discuss steps to prevent similar issues in the future.

  • Provide Access to Information: Officers and department staff should have the tools and resources they need to perform effectively. Leaders must ensure transparency in policies and procedures.

  • Set Clear Expectations and Hold Everyone Accountable: Clearly define roles, responsibilities, and goals so that all team members understand their contributions and are held to the same standards.

 
 
Julie Tutwiler
Previous

Demonstrating Respect Through Listening
Next

Respect: Mission Debrief