Is peer pressure a good thing or a bad thing? Yes, it definitely is!–Both! It can be very destructive and extremely helpful. In our society, just saying the phrase “peer pressure”, one assumes it is a negative and hurtful–and it often is.
Although peer pressure is probably most pervasive in our youth, its power in our life never leaves us–for good or bad, we all want to fit in. I have noticed on our country roads up here, that if one car gives a wide berth while passing a bicyclist the cars following the “leader car” all do the same. But if the first one in a line of car drives fairly close to the bicyclist, the rest of the cars typically do likewise.
No matter where you are in life, it is great to know that someone has your back. They are willing to come and support you whenever you have the need. Is there a point at which this admirable character trait becomes a flaw? How about if that loyalty continues by lying for you, or covering up something you did?
Peer pressure of different types are built into cultures. When working at any job, you soon learn who appreciates constructive feedback and how the boss will respond when challenged. I work for a company where the “boss” appreciates being challenged if it is beneficial for the stakeholders–employees and customers. But I have also worked for another boss who “encouraged” you to provide feedback. But there, the employees learned asking a question or making a suggestion could also be an invitation for public ridicule. He once told me “the employees think I’m a jackass, but I don’t care. I’m not going to put up with nonsense”. The problem was he never learned how to disagree or correct someone respectfully–so they thought he was a jackass, because that is the way he acted.
Police departments are not immune from such pressures. Officer Malloy pointed out to me from his experience most of the cops are great guys–with some exceptions as in every profession. But the chiefs and deputy chiefs are the ones who set the tone or culture in each police department. There is no policy standard for all police departments and those that exist are created or modified by the police chiefs. One example of a policy difference between police departments is the “when you can shoot” rule. For some departments, you are authorized to shoot as soon as you see a weapon. For others, you must see the weapon being used in a threatening manner before shooting. You can see how big a difference such a policy can make on the actions of the police officers.
Another critical policy that contributes to the culture of a police department is the way in which investigations are handled. Are the actions of the police officers going to be defended at all costs or is finding the truth in each investigation the goal of the department. Just as with any suspect, the presumption of innocence needs to be the starting place–along with the commitment to vigorously pursue, wherever the facts lead.
Another piece of peer pressure comes into play when one officer observes another police officer stepping over the line. Officer Malloy related an account to me of a time when a fellow officer, stopped a Hispanic young man without any behavioral cause. But when stopped, the youth complained and verbally attacked the officer for stopping him without cause. The arresting officer became abusive to the point of slamming the youth against a wall. Officer Malloy stepped between them and said “I’ve got this”. He was able to calm the suspect down which fortunately, created a good outcome.
What are the hindrances in a police department to address abuses? It depends on the culture of the police department. Some of the factors officer Malloy mentioned can prevent one cop from doing something about an observed abuse include the rank of the officers, the race of the cop and suspect, and the character of the cop. In Officer Poncherello’s two decades plus on the force, he said he did see many times officers stepping over the line–regardless of the race of the suspect. In his words, “making it about race makes it too simple”.
Officer Malloy said that he did observe at times, one officer addressing another officer for some action he didn’t deem appropriate but he doesn’t recall ever being aware of one officer reporting on a fellow officer for stepping over that line.
Is anyone doing anything to address cultures in police departments? I’m glad you asked. I will just talk about one police department in Utah who is taking this very seriously.
We must take a detour to provide the context. Most drug rehabilitation programs, if they are being honest, have a success rate around 30%. The program that Mimi Silbert started in San Francisco has over a 90% success rate and has over 20,000 graduates who now are contributing members to society. When someone joins one of the Delancey Street locations, there are no fences to keep them in or management teams to keep the residents on the straight and narrow. Silbert says when someone joins, (often a choice between jail & Delancey), there are two major philosophies that need to be changed. The street teaches you to only look out for yourself and to never rat on anyone. The culture she has built, makes you responsible for someone else often within your first week. Second, their culture requires you to report all offenses with the mindset of helping each other succeed.
Joseph Grenny who wrote about Delancey Street’s success in his book “Influencer”, has started another such institution–The Other Side–modeled after Delancey with similar successes.
In what world would you expect the police to sit at the feet of long-time criminals to learn about leadership and accountability? Well, welcome to that world.
In an article addressing policing accountability, Joseph Grenny makes the bold statement that if the Minneapolis police department practiced the kind of accountability lived out at The Other Side, we would not be talking about the case today. There was not just the abuse by the one officer, but the passive consent of three other officers.
At The Other Side, 200% accountability is required–you are 100% responsible for your moral actions and 100% responsible for addressing the actions of everyone around you.
A couple of months ago, the mayor of Salt Lake City, the police chief and several lieutenants attended a gaming session at The Other Side to observe how the residents hold one another accountable. They sat in awe as the residents addressed interpersonal issues with amazing honesty and respect.
The Mayor and Chief of Police are now studying the Academy in order to find ways to build a culture of 200% accountability in the police and other city departments.
Your comments, thoughts and suggestions are always welcome.