A day after the death in Barrow of a volunteer fire department chief in an officer-involved shooting, members of his family say they are still in shock -- and trying to find out more about his final moments.
Sophia Faulkner, 15, said she and her mother were getting lunch and almost sat right next to the gunman. Instead, they chose a booth about 10 feet away because the man appeared "sketchy" and disheveled. He was sitting in the back and hadn't ordered any food, Faulker and her mother said.
A sheriff's deputy was called to the restaurant to check on a report about someone causing a problem. The deputy tried to talk to the man, who was apparently known to local deputies and workers at the restaurant. The deputy sat down beside him, asked how he was doing and the man shot him in the head.
"I saw him fall back out of his chair and the blood started coming out," Faulkner said. "I didn't know how to process it. My mom said, 'What's going on?' and I said, 'Get down, someone just got shot.'"
The shooter fled and "everyone started screaming," Faulkner said. Children at the restaurant — out of school because of snowfall — were running around.
Rob Duke's insight:
This is why officers always practice officer safety. It may seem rude, but it keeps officers and bystanders safe (as well as all suspects who obey commands). The only person endangered is the person who wishes not to be subject to the rules of a civilized society.
There’s an age-old question out there: Is it better to be a “nice” leader to get your staff to like you? Or to be tough as nails to inspire respect and hard work? Despite the recent enthusiasm for wellness initiatives like mindfulness and meditation at the office, and despite the movement toward more horizontal organizational charts, most people still assume the latter is best.
The traditional paradigm just seems safer: be firm and a little distant from your employees. The people who work for you should respect you, but not feel so familiar with you that they might forget who’s in charge. A little dog-eat-dog, tough-it-out, sink-or-swim culture seems to yield time-tested results and keep people hungry and on their toes. After all, if you’re a leader who seems like you care a little too much about your employees, won’t that make you look “soft”? Won’t that mean you will be less respected? That employees will work less hard?
New developments in organizational research are providing some surprising answers to these questions.
Rob Duke's insight:
Trust but verify; Manage By Walking Around; understand the value of the symbolic and be a good story teller, but above all care.....
I was a new detective when we had a serial killer choose a victim in our city. I was very annoyed when the Lieutenant put me on neighborhood contacts and wouldn't let me look at the scene. He noticed my peevishness and pulled me aside, and, this is what he told me:
1. You do what I tell you. I won't tolerate insubordination; and,
2. Son, you don't want to see this scene if you don't have to. It will be bad enough to see black & white photos later. You'll take every single one of these scenes with you to your grave, so don't be too anxious to see any of them.
I did sneak a peak at the photos in the weeks to come and he was right. I'm glad I didn't see it in person.
The sheriff's lie came 25 minutes into the interview.
It was an April afternoon in 2013, and a federal prosecutor was bearing down on Lee Baca, trying to find out how much he knew about his underlings' attempts to obstruct FBI agents investigating corruption and brutality by deputies inside his Los Angeles County jails.
Rob Duke's insight:
Having a Federalized system, we will always have these jurisdiction problems. The Feds are often pious and nearly always condescending to locals of all stripes, so, while not condoning what Baca did, I understand it. The Feds violated state law by smuggling in a cell phone into a county jail--was it justified? Probably. Jails are terrible places, but inmates are at least 50% responsible for those conditions. If I were Baca, I'd just be relieved that it was no longer my responsibility to accomplish thankless tasks.
“I talk to the driver who brought them in from the airport, my assistant, and the receptionist who welcomed them. I ask how they were treated. There you learn how this person acts,” Goings says. What he’s after is a sense of the “non-cognitive skills” that good leaders need to manage and inspire teams. To this end, he’ll meet with job candidates to ask them questions, of course, but he finds that equally valuable information comes from other sources who’ve vetted candidates through everyday interactions with them.
In the jail abuse scandal that has roiled the Los Angeles County Sheriff's Department and resulted in the convictions of more than a dozen officials, one question has remained open: How high did the corruption go? Retired Sheriff Lee Baca admitted in federal court Wednesday that it went all the...
This company operates on a hub-and-spoke management structure, where significant decisions are referred to one’s formal boss rather than to whoever is best suited to make the call, regardless of hierarchical positioning. The management structure gave the company the ability to make decisions quickly in the early days. Now, though, it is slowing the organization down, due to its inherent inability to enable quick, cross-functional, collaborative decisions. (In this company, like so many others, most significant value creation now occurs through the work of cross-functional project teams.)
The management of this company has noticed this lag and asked for help answering a question: Does it need to review its management structure to enable better collaboration between individual teams?
In the hub-and-spoke model, each area is optimized to deliver results to and curry favor with the higher-ups (or, in the metaphor of hub and spokes, the center). In today’s fast-paced marketplace, teams that need to wait for a leader to weigh in have lost the game before they start. Leaders instead need to paint a vivid horizon that inspires self-propelling teams to forge ahead with real-time collaboration — then step out of their way.
That shift implies something really important about the changing nature of leadership. Kevin Martin, chief research officer of i4cp, says “Organizations must look at leaders through a different lens. Business skills and acumen…are now table stakes. It’s the ability to influence and drive collaboration across cultures, boundaries, and borders that has the greater variability on global leadership effectiveness.”
Rob Duke's insight:
Governments and policing should also consider how this might apply to them....
IPCC commissioner Jan Williams said the police watchdog would published its investigation findings into Mr Ebrahimi's death at the conclusion of all disciplinary proceedings.
Speaking outside court, Mr Ebrahimi's sister Manisha Moores said: "We hope the judge's words today send out a strong message to police officers across the country about the importance of protecting victims and the importance of telling the truth.
"We hope that today's outcome will help other victims and our search for justice continues."
Avon and Somerset Deputy Chief Constable Gareth Morgan said: " Today it is important we should remember Bijan Ebrahimi and his family who are at the heart of these proceedings, and the lengthy and painful legal processes they have had to endure alongside their tragic loss. They have done this throughout with the greatest dignity and composure. I reiterate my heartfelt apology and condolences to the family today.
Rioters set fires and threw bricks at police in Hong Kong early Tuesday, injuring officers and shuttering one of the city’s busiest subway stations in a clash over illegal food stalls during the three-day Chinese New Year holiday.
Suicide in the South African Police Service (SAPS) is at epidemic levels. Between 2012 and 2013, 115 officers died by suicide compared to 29 officers murdered on duty, an alarming four to one ratio. Unfortunately these statistics are not an anomaly.
Here’s some advice for your next meeting: Hold thy tongue. Total freedom of speech, new research shows, has the potential to squash creativity. As it turns out, if you’re in a group of both men and women, abiding to standards of political correctness can help generate far better ideas than simply letting the conversation run wild.
This is a surprise. For years, conventional wisdom has suggested that anarchy breeds creativity, says lead author Jack Goncalo, an associate professor of organizational behavior. But in reality, it seems like a bit of structure can go a long way: “Anything that reduces the uncertainty,” Goncalo says, especially for mixed-gender groups, helps get the juices flowing. The Cornell researchers who figured this out tasked 483 students of both genders with a problem: What business should be built in an empty lot? The groups that were politically correct — for instance, who avoided sexist language — generated a greater number of ideas, and more novel ideas, than groups operating without the norm.
Sharing your scoops to your social media accounts is a must to distribute your curated content. Not only will it drive traffic and leads through your content, but it will help show your expertise with your followers.
How to integrate my topics' content to my website?
Integrating your curated content to your website or blog will allow you to increase your website visitors’ engagement, boost SEO and acquire new visitors. By redirecting your social media traffic to your website, Scoop.it will also help you generate more qualified traffic and leads from your curation work.
Distributing your curated content through a newsletter is a great way to nurture and engage your email subscribers will developing your traffic and visibility.
Creating engaging newsletters with your curated content is really easy.