Leadership is Coaching

Coaching Your Way to Better Police Leadership

My Note: My friend and colleague Dr. Gary Cordner sent me this article this morning on three important facets of policing a democracy I have been advocating for many years — Community-oriented policing, coaching leadership, and continuous improvement. I worried about whether these important aspects of policing a free and diverse society would take hold in the generations of policing who followed after my retirement in 1993. Chief Fisher gives me hope.

This article should be required reading for those police officers who seek leadership positions. Simply stated: “Top-down” or “My way or the highway,” simply no longer work. And to keep on doing coercive leadership is not only destroying the men and women in our ranks, it is preventing others from joining the police.

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Leading Police Organizations Newsletter

[By Dr. Steve M. Professor – CJ-Worcester State University | Host – The CopDoc Podcast | Author | Liberty University – Command College Program | Army Veteran | DEA – HHS IG (Retired) | Fulbright Alumni, Published Jun 19, 2025.]

This edition features insights from a compelling interview between Dr. Steve Morreale and Chief John Fisher of the Bedford Massachusetts Police Department on The CopDoc Podcast. Chief Fisher’s unique background as both a 30+ year basketball coach and veteran police leader of three police agencies offers invaluable lessons for modern law enforcement leadership.This article is created from an interview transcript between Steve Morreale and John Fisher on The CopDoc Podcast.  It has been distilled and synthesized for reading by the author with the assistance of Claude AI, a text generator – to tease out themes.

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Coaching Your Way to Better Police Leadership: Lessons from Chief John Fisher

“In an era where police leadership faces unprecedented challenges, Chief John Fisher of Bedford, Massachusetts, offers a refreshing perspective that bridges traditional law enforcement with modern coaching principles. With over three decades in policing and an equal tenure coaching high school basketball, Fisher has developed a leadership philosophy that prioritizes development, mentorship, and authentic human connection.

The Foundation of Leadership: From Coast Guard to Community Policing

“Chief Fisher’s journey began with a Coast Guard scholarship, followed by 22 years with the Nashua Police Department, where he experienced what he calls “an incredibly important milestone” – the emergence of community policing in the 1990s. This early exposure to collaborative policing philosophy shaped his entire approach to leadership.

“‘When I was there, probably six or seven years, our profession grasped what I think was an incredibly important concept but a better way of doing business.‘

“This foundational experience taught Fisher that effective policing isn’t about wielding authority – it’s about building relationships and empowering others to succeed.

The Coaching Sandwich: A Revolutionary Approach to Feedback

“Perhaps Fisher’s most practical contribution to police leadership is what he calls the ‘coaching sandwich’ – a feedback methodology borrowed from sports but perfectly applicable to law enforcement supervision.

“‘The coaching sandwich is you open with a compliment, you talk to the person about their value. So in law enforcement, it’s the value to the organization… And then if you’re going to wedge in a change, you’re great. But I would always have to use. But, however, I would prefer that it happened this way… but you’ve got to close with the pep, right, this is a great profession.‘

The Three-Step Process:

1. Open with Value Recognition – Acknowledge the officer’s worth to the organization
2. Address the Change Needed – “I would prefer it happened this way”
3. Close with Encouragement – Reinforce their potential and the profession’s importance

“This approach transforms potentially confrontational corrections into developmental conversations that maintain dignity while promoting growth.

Leading Across Generations: Understanding Your Multi-Generational Workforce

“Fisher recognizes one of modern policing’s greatest challenges: managing a workforce spanning multiple generations with vastly different expectations and communication styles.

“‘The young people that are coming in right now are still enthusiastic. They want to learn, but they’re wired a little bit differently and if we fail to recognize that in law enforcement… they’re not going to respond to being in the doghouse the way you and I did.‘

Key Generational Leadership Insights:

• Acknowledge Different Communication Needs: Some officers need time to process (“think to talk”) while others process verbally (“talk to think”)
• Provide Recognition: Younger officers need acknowledgment for good work, not just correction for mistakes
• Focus on Development: Move beyond the old “stay invisible” mentality to active engagement and growth

Transitioning Between Organizations: The Art of Cultural Integration

“When Fisher moved from captain at a 200-officer department to chief in smaller Carlisle, he faced the classic challenge of leading an organization that didn’t choose him. His approach offers a masterclass in organizational transition.

“‘I felt like I was coming into someone else’s house… I think that it’s really really important to handle that correctly.‘

Fisher’s Integration Strategy:

1. Start with Senior Leadership – Meet one-on-one with each supervisor
2. Ask Three Critical Questions: What’s important to you personally? What should we do to improve this agency? How would you implement that change?
3. Implement Their Ideas First – Build credibility by succeeding with their initiatives
4. Use the Honeymoon Period – Make strategic improvements that benefit everyone

Leading with Questions: The Power of Inquiry-Based Leadership

“Rather than commanding through directives, Fisher advocates for leading through thoughtful questions that develop critical thinking skills in officers.

“‘Most times I don’t want to provide, I like to go last. So when you lead with questions, right, you go last.‘

“This approach serves multiple purposes:

• Develops Critical Thinking: Officers learn to analyze situations independently
• Builds Ownership: People support what they help create
• Prepares for Real-World Scenarios: Officers practice decision-making in low-stakes environments

“Example Application: When discussing news events or potential scenarios, Fisher asks: ‘If that happened here tomorrow, what would you do?’ This prepares officers mentally while respecting their professional judgment.

The Reality of Modern Policing: Beyond the Badge and Gun

“Fisher emphasizes a crucial truth that academy training often misses: the vast majority of police work involves human services, not enforcement.

“‘We can’t arrest our way out of most things that are occurring… that’s such a small part of our job.‘

The Modern Police Officer Must Excel At:

• Crisis Intervention: Working with people experiencing mental health episodes
• Community Caregiving: Serving as the 24/7 social service safety net
• Conflict Resolution: De-escalating situations through communication
• Relationship Building: Creating positive community connections

Developing Emotional Intelligence in Officers

“Fisher identifies a critical skill gap in many new officers: the ability to work with people during their worst moments.

“‘Working with someone at their worst possible moment is a skill set that it takes time to do. But, you know, be conscious of it… in the digital age, we don’t spend enough time understanding empathy, sympathy, who really is a threat to you.‘

“This insight led to his department’s hiring philosophy: technical skills can be taught, but emotional intelligence and compassion are fundamental requirements that must be present from day one.

The Learning Leader: Continuous Growth and Development

“Fisher embodies the principle that effective leaders are lifelong learners. His approach to professional development extends far beyond mandatory training.

“‘The older I’ve gotten, the more I realize I don’t know. I always have a book on my bedside table… Being a lifelong learner, you’ll be much happier as a law enforcement executive.‘

Fisher’s Learning Practices:

• Daily News Consumption: Understanding broader social trends that impact policing
• Regular Reading: Both professional development and diverse topics
• Professional Association Engagement: Active participation in IACP and regional chief groups
• Knowledge Sharing: Using apps and platforms to distribute articles and court decisions to staff

Building Succession: The Leadership Family Tree

“Perhaps Fisher’s greatest leadership legacy lies in his commitment to developing future leaders. As he notes about his coaching career:

“‘I’ve had four of my assistants go on to head coaching successful high school head coaching jobs. They’re all still having a blast with it. I feel like that’s where both our profession in law enforcement and coaching should be.‘

This “family tree” approach to leadership development creates lasting organizational strength and ensures continuity of positive culture.

Practical Takeaways for Police Leaders:

1. Implement the Coaching Sandwich – Transform your feedback conversations using Fisher’s three-step process
2. Lead with Questions – Develop critical thinking by asking “what if” scenarios and seeking input before providing direction
3. Understand Your Generations – Adapt your communication style to meet different generational needs and expectations
4. Focus on Integration – When transitioning to new organizations, implement others’ ideas first to build credibility
5. Prioritize Emotional Intelligence – Screen for and develop officers’ ability to work with people in crisis
6. Become a Learning Leader – Model continuous growth through reading, professional development, and staying informed
7. Develop Your Successors – Actively mentor and prepare others to advance in leadership roles

The Future of Police Leadership

“Chief Fisher’s optimism about policing’s future stems from leaders who understand that authority comes not from rank but from service, development, and authentic relationships.

“I’ think we’re in a good spot. I think it’s still a good profession for people that are willing to work nights, weekends and holidays. I still think we’re moving in the right direction. I am more optimistic now than I ever have been in my career.‘

“His approach demonstrates that effective police leadership requires the same fundamentals as any successful team: clear communication, mutual respect, continuous development, and a shared commitment to serving something greater than ourselves.

Conclusion: From Command to Coach

“Chief Fisher’s career illustrates a fundamental shift in police leadership – from command and control to coaching and development. His methods prove that strong leadership doesn’t require authoritarian approaches; instead, it demands the courage to be vulnerable, the wisdom to ask questions, and the commitment to develop others.

“In an era when police legitimacy depends on community trust, leaders like Fisher show us that the path forward lies not in doubling down on traditional authority, but in embracing our roles as developers of people, builders of relationships, and servants of our communities.

“The badge may grant authority, but respect must be earned through competence, character, and care for those we lead and serve.

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About Chief John Fisher

Chief John Fisher brings a unique blend of military, law enforcement, and educational experience to his leadership role. After earning a Coast Guard scholarship and serving 2.5 years to fulfill his military commitment, Fisher joined the Nashua Police Department in 1989, where he spent 22 years rising through the ranks from patrol officer to captain. His career trajectory includes serving as police chief in Carlisle, Massachusetts, before assuming his current role as chief of the Bedford Police Department.

Beyond traditional law enforcement, Fisher coached high school basketball for over 30 consecutive seasons, developing four assistant coaches who went on to become successful head coaches themselves. He has taught criminal justice at Roger Williams University and served as the regional SWAT team commander for 62 cities and towns in the Boston suburbs. Currently, Fisher hosts monthly meetings for the Middlesex County Chiefs Association and remains active in the International Association of Chiefs of Police (IACP).

Fisher’s diverse background in military service, law enforcement operations, education, and athletics has shaped his distinctive approach to police leadership that emphasizes mentorship, continuous learning, and relationship-building over traditional command-and-control methods.

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Note: This newsletter was produced from the transcript of interview on The CopDoc Podcast.  The text was extracted using Claude, an AI text extractor, with edits and enhancements by the host and author. 

Chief John Fisher can be reached at the Bedford Massachusetts Police Department. Dr. Steve Morreale hosts The CopDoc Podcast, featuring conversations with thought leaders in policing. For more leadership insights and interviews, visit copdoc.podcast.com.

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Read the full article on LinkedIn HERE.