On a Mission to Develop head, Heart, and Empathy in Police

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There are some people that make their
work just another thing they have to do,

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and there are those that make their
work something that they want to do.

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Welcome to Working on Purpose with your
host Elise Cortes. In our program,

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we provide guidance and inspiration from those
people who have found deeper meaning and

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personal connection to their work life.
It's beyond nine to five. It's working

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on purpose. Now Here is your
host, Elise Cortes. I'm your host,

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Elise Cortes. Joining you live from
Dallas, Texas, which is home

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base for me. This program is
all about helping people more meaningfully and productively

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connect with their work and equipping leaders
to cultivate meaning and purpose in the workplace

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to elicit passion inspired contribution, innovation, and persevering performance. So I seek

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out and bring on guests from a
particular perspective, experience, or expertise that

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I think contributes to or expands this
conversation. And as a management consultant and

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social scientist, I draw on the
meeting and work and identity research I've been

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doing over the last fifteen years,
as well as from my experience consulting,

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speaking and developing workforces across the globe. I hope you caught the show live.

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Last week we were on air with
doctor Lance Secretan, the author of

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twenty two books about leadership, inspiration, corporate culture, and entrepreneurship. We

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talked about his latest book, The
Bell Weather Effect, in which he details

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eight incredibly broken practices that are destroying
the corporate world of work and undermine productivity

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and engagement in the workplace. Very
very compelling man with a lot of information

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and expertise and passion and purpose to
draw from. An incredible conversation with us.

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This week is Danny Barton, Deputy
Chief of Police in the Kapel Police

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Department here in Texas. We'll be
talking about his experience serving on the police

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force, his perspective and what works
well one needs to be addressed, and

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the way he is working to champion
a new way forward in the police force.

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He joins today from Capel, Texas. Deputy Chief Barton, welcome to

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Working on Purpose. Thanks for having
me alif I'm glad to be here,

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you are so welcome. I've been
looking forward to this conversation and I want

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to orient for our listeners just a
bit of context of how we met.

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So we were in a psychometric certification
session luminous specifically doing introductions, and you

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know there's a few of us in
the room and you're the only guy,

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and you open that mouth of yours
and start sharing about what you're up to,

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and you had me at hello.
So what I really got in your

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introduction, which we're going to address
in this conversation, is you're on a

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mission. You're building a movement as
far as I could tell, and that

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mission, as far as I could
tell, is to transform the way police

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work is done. Oh absolutely,
So, first, just again, thank

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you for your service and really a
pleasure to have you and be part of

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get to lean in on that work
that you're doing. So to give us

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a little bit of for those listeners
across the globe who haven't had the chance

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to meet you as I have,
will you share a little bit of your

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background in general history serving as a
police officer, why police work, and

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just a bit about your background.
Well, my background. I got into

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law enforcement in nineteen ninety one.
I was tested with my town, Central

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Texas, Brian, Texas, which
is near Texas, A and M.

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I got hired and I started my
career and uh, you know the web,

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the ebbs and flows of life led
me to Capel in nineteen ninety seven

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and had I left here for a
short stint to do some things with my

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family and eventually made it back.
During my course my time in Brian,

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I I was patrol offered, did
some uh some minor stanton street crimes and

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actually investigations and things like that.
I was a field training offer. Actually

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when I was a field training offer, training young offers, when I really

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started to study on my vocation and
make it a craft, and I ended

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up in Cupel and just just continued
to uh to really look at the way

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we do things in law enforcement.
And they really questioned police culture and and

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well you know why we continue to
see things the same way and uh and

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expect different results and I don't.
I'm getting a little bit of aim of

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health there. But but historical,
you know, I made deputy chief just

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this year. Prior to that,
as I'm usually in the operations which is

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patrol and as CID. Yes,
I've spent most of my career in those

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two areas. So you know,
those are the people that are touching the

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people in the community. And so
that's kind of it's kind of a background.

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I get too detailed perfect and it
is perfect. Now two things really

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quick. So first, for our
listeners who don't know where Capel is,

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it's a suburb right here outside of
Dallas, Texas. So that's if you're

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wondering where Capella is. And then
for us, if you would deputy chief,

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what does deputy chief entail? I
know it's a leadership role, but

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you mentioned the other when you were
you were a as an officer, it's

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really operational. So what's deputy chief
work entail? So I currently, this

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is my current position. I'm the
operator. We have two deputy chiefs ones

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the administrative Deputy Chief Jaelans Operations.
I oversee the CID or the Criminal Investigations

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Division, which is all of our
detectives and that actually has our school resource

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officers also attached to it. And
then I'm also over the Patrol Division,

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which is all the patrol officers and
all the motorcycle officers and Knaine and things

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like that. So I just kind
of oversee everything, and I mean I'm

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pretty involved. If you know me, I'm never in my office. I'm

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always out and about, So i'd
say just I oversee those and I have

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two captains. An answer to me. Each captain is over each of those

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divisions, and then they have anywhere
from three to seven supervisors that work for

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them, and then all the line
officers. Okay, perfect, and then

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just again for context, the size
of the overall police force there and capelle.

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So we have seventy officers sworn officers, and then we I think we

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have twelve civilians. Okay, great, Just kind of helps our listeners understand

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scale, etc. Here and kind
of what you're up to. Okay,

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So before we get into some of
this work here, I want to again

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situate. I always like to ask
people what is that connects them to work

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to their work? So let me
ask you what are you most proud of

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as serving as a police officer.
I don't you know, I got into

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a law enforcement it was like a
lot officers. A lot of people be

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surprised that a lot of police officers
never really set out to become police officers.

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It sounds like a recruiter almost,
right, But you know, and

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I got into it kind of,
you know, in a strange manner.

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But once I got into it,
I just absolutely loved what we do.

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And you know, our role in
society is isn't it's enormous and and and

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when you start to connect with what
what you do for a community or or

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for society as a whole, it
really it's I saw it in a book

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one time. It might have been
the cover of a book, but they

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were talking about a sense of duty. And I don't know what it was

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about law enforcement. But when I
got into it, you just you just

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had this under you know, in
that eight sense of duty, that this

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was what I was meant to do. I was meant to help people in

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their worst hours, and I was
meant to be the person to be called

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and you know when people needed help, and and just just love every min

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of that MM that is precious,
just precious. And I remember our conversation

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when when we met, and I
could see that underneath there as you told

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your story, as you as how
you got as how you got into the

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work, and then really kind of
I think how it found you. It

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absolutely found me. It was I
wanted to be a doctor, so I

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wanted to be a sports UH orthopedic
surgeon was was my my super goal.

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And I had a cousin that was
UH in the FBI, and I just

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want to visit him and UH and
I don't know what happened, but in

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the course of that weekend I came
back. I was luck, you know

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what, I'm gonna try this thing
out, and again once I got in,

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it was there was no turning back. Mmm. Well, I love

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hearing those kind of stories, as
you know, as a meeting and work

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researcher and somebody who cares about passion
and purpose. I love hearing that and

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the fact that you're the one that
is on the other end of me calling

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when I need help. That really
gives me a tremendous sense of of appreciation

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and comfort. So thank you for
that. Thanks. Well, let's talk

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a little bit about about police work. I think for a lot of people

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they might not really understand what's all
really involved. So first, you know,

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you talked about it being it's a
it's a duty to serve and to

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I think you said to protect,
but just sort of overall, what's what

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what are what is the police force
charged with doing? How do you help?

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Well? They eat answer the lease
is is you know we serve them

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protect you know, you know the
job of a police officer is so complex.

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It is you know, people call
us when when they're scared, people

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call us when they're in harm's way, and people call us when when they

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don't know what to do, you
know, they we get calls for things

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that have absolutely nothing to do with
the law. They just they don't know

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who else to turn to, so
they they turn to us and and uh,

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and we're tasked with, you know, trying to help them do whatever

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the issue is. And you know, it's it's it's it's a tough job.

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It's it's you know, you could
be dealing with a person with mental

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issues, you know, on one
call, and you get back in your

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car and you get sent to a
juvenile that doesn't want to go to school,

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you know, And I mean,
the the parameters are huge, and

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it's you know, it's a it's
never dull. I can tell you that

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it's but you know, in the
in the grander scheme of things, you

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know, I tell people, you
know, as a deputy chief, I

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get the opportunity to speak to the
new guys as they're coming out of the

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academy and and I always tell them
us. You know, when you when

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you raise your right hand and and
uh, we put that badge on your

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chest, you're taking responsibility for something
that you don't own and your role in

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society is owned by the people that
you serve, and and never forget that

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that they're the ones that are giving
you permission to be there. They're police

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officers, and that is critical for
people to keep in the forefront of their

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minds is is we don't It's not
about us, It's about the community.

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And sometimes I think as police officers, it's like I said, it's super

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complex job and a lot of a
lot of police officers do it really well,

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but it can really that piece,
that piece that it's about something other

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than us, can sometimes get away
from us. Mm hmm. Well,

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So what I want to get under
next then if we can is I knew

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you've been you were talking about things
from your vantage point. I believe from

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being there in Capel and your work
of immediate interaction with officers that you're you

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interface with, how would you characterize
the way police work is conducted today across

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the nation of the United States.
Wow, that's a great question, you

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know from my vantage point. You
know, our society has changed immensely,

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you know, and every I don't
think it's any secret to anybody that the

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world is changing at such a rapid
pace, and unfortunately, I feel like

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our profession is not keeping up with
that pace. I don't know that our

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profession is taking the right steps.
I tell people that I speak with all

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the time is you know, I
feel like sometimes we're a little bit off

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track, and and we're trying to
to keep things the way they've always been,

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so to speak, whether they worked
or not. And and and again,

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society is changing. I mean,
if you think about it, when

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I when I got into law enforcement, there was no such thing as the

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internet. There was no such thing
as a cell phone. People really only

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knew what they knew what they were
taught. Today's world, there's money,

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smarter, it's much faster, it's
people know the laws. Everything you do

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is broadcast sometimes while you're still doing
it. You know, we didn't hear

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in the nineties, We didn't hear
about officers being killed in the line of

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duty until weeks later, if we
even heard it at all. Today we

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hear about it before the detectives are
even at the scene. I mean,

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but as a profession, I really
feel like we could do a lot better

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than we're doing right now. And
I'm i go out and lim saying that

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it's not a very popular thing to
say in our profession, but I'm just

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too passionate about what we should be
doing. I really appreciate that and applaud

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that, and I'm right there with
you. I love that you're taking a

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stand, and I want to get
a little bit further underneath that. But

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let us grab our first break here
if we can. I'm your host,

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Relice Tes. We run your deputy
Chief Danny Barton of the Kapel Police Department

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here in Texas near Dallas. He
joined today from the Capel office. We've

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been talking a bit about how he
got into his work as a police officer

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and now just starting to get at
some of his perspective on what's going on

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in the police force. And after
the break, we're going to talk more

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about what he thinks is maybe missing
and could be improved. Stay with us,

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we'll be right back. Alice Cortes
is a speaker and engagement and development

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catalyst. She designs and delivers professional
development, leadership and engagement workshops and can

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bring her expertise to your organization.
She will help ignite meaningful development within your

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workforce that will increase employee engagement,
performance and retention. To learn more,

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or to invite Elise to speak to
your organization, please visit her at www

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dot Elisecortes dot com. She would
welcome the opportunity to help get your employees

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working on purpose. This is working
on Purpose with Elise Cortes. To reach

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our program today, send an email
to a lease A l I se at

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a lascortes dot com. Now back
to working on Purpose. If you're just

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joining us, my guest is Danny
Martin, Deputy Chief of Police in the

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Kopel Police Department here in Texas.
I'm your host, Elise Cortes. So

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before the break we were talking,
just beginning to talk about that you think

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that things could perhaps change for the
better here within the world of police,

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and I know you go out and
you speak on this topic, which is

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again part of what I wanted to
service and share with listeners. I think

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it's amazing work. So let's get
under the hood a little bit here if

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we can. What do you think
that needs to change about the way police

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work is being conducted to better serve
our communities? Well, I think I

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think police culture has been broken for
a very long time. I've been in

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I've been in the middle of this
culture. Uh, for a long long

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time. And you know, if
I feel like law enforcement too often they

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try to find the solutions within.
They circle the wagons and they try to

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find the answers within their agency or
even within the profession, and not all

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the answers are in there because the
people you serve have a say in those

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answers. And we seem to kind
of you know, we we put on

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these you know, town hall meetings, and we do these programs and you

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know, you know, little forums, you know, to invite community feedback

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and you know, twenty five people
show up if that the people in your

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communities give you feedback every day every
single day because every single officer, every

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single detective, every single person or
in the uniform is touching people every day

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and compel we call it making an
impact. You're going to make an impact

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one way or the other. Whether
you're waving as somebody when you drive by,

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or whether you don't wave, which
you wave the way you're facing.

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I mean, all these things that
you have to keep these things in mind.

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As a police officers, you're constantly
being watched and it's you know,

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it's not a bad thing, but
but but our profession, we don't really

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change anything we try to put on
these these programs that you know, I

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think one of the stories I was
telling y'all when we met. You know,

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there's agencies in the country that are
you know, they're purchasing you know,

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ice cream trucks, and that's great, you know, and you go

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into these you know, communities and
you're hating out ice creams, you know,

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to eight year old kids and you
know, twelve year old kids.

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But how you treating them when they're
eighteen, How you treating them when they're

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twenty two? You know, what's
what's that interaction look like? You know,

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because trust, trust is every single
contact, and sometimes we lose track

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of that. To me, you
know, we compel, we do.

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We're very very several leadership, but
oriented you know, it's it's I just

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sometimes think and you'll you can see
it in all the some of the journals

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are coming out now and policing is
you know, we we tend a police

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officer is it's it's easy to fall
into this trap, is is you start

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to object to five people and because
they're just another call. You know,

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I've been to fifteen calls today,
I've talked to twenty five people. I've

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taken sixteen report where you're just number
twenty two or whatever. You know,

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they just start to become objects when
in from their perspective, this is the

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worst thing that's ever happened to them
in their lives. And maintaining empathy,

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we're showing up with empathy is step
one. You know, I'm writing a

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book right now, and I gotta
I think there's a sentence in there.

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This is I don't know when it
happened, but it seems like empathy left

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the building. And because you know, we you know, and you know

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from Loumvio, you know, we're
starting to measure empathy in officers and the

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empathy is low, and that is
you know, that's a function of a

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whole lot of things. But but
again, I really don't think that we

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were getting it. And I feel
like we're trying to just keep things the

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way they are. And you know, yes, a lot of people support

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the police, but we can do
way better than we're doing, way better.

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Oh so well articulated. I can't
wait to read the book, by

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the way, so get to it, wil you. Okay, Well,

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my next question then, so I
really got this notion of the need to

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show up with anthony, infinity empathy, and it's not really happening, maybe

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to the extent that it should be. So then I want to go a

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little step further and ask what's missing
in the way police officer hired and developed,

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the absence of which would make a
big difference. I had a great

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talk with a chief from another agency
today about this very thing. So you

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know, I again I go back
to police culture and and we we we

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tend to hire, we still tend
to look for the same characteristics and people.

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And to be kind of brief about
it, it's you know, your

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your review board, to look across
the table with these advocates, go,

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do you think this guy or this
girl can handle themselves? You know,

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in a knockdown, drag out fight
out there in the street. Can this

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person come and save my life?
And you know that is just old,

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that is outdated thinking. Policing has
come way farther than that. And you

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know, I took over hiring and
training well about this time last year,

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and I was a captain at the
time, and I went to the chief

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and I said, hey, I'm
going to quit hiring police officers. And

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he looked at me like I was
crazy, and I said, you know

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what, I'm going to start hiring
for a cultural fit for our department.

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I'm going to start hiring servant leaders. I want to hire a characters.

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We can teach them how to be
police officers, we can teach them how

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to fight, we can teach how
all those things, but we can't teach

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character. We can't teach want to. And so we changed our We got

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rid of all of our police questions, you know in the in and it

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still goes on today in most police
departments. You know, the applicant has

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faced with all these you know,
where you're gonna shoot them or not shoot

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them scenarios, which I just I
don't see the productivity in that. And

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then typically there are no win situations. The thinking is is how does this

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person react to pressure? And you
know, I've been a police officer long

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enough to know that that pressure that
applicant is under is nowhere near what they're

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gonna see in the street. And
and and I'm not saying that it's better

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or worse. I'm just saying it's
different. And so we stopped hiring using

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those questions and we went straight to
We got a great culture and compel,

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and we started just asking questions that
you know, what is customer service to

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you? What's your communication style?
You know, we do put them in

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some ethical challenges, you know,
such as you know you and we're looking

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for empathy. You know, you
get a call to a comedian store and

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uh, the clerk has a lady
detained and she's there stealing baby formula for

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her baby and she's she's homelessness,
has no money. What are you gonna

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do? You know, And a
lot some of the offers of the candidates

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will come in and say, well, you know, the law's law,

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and I'll stop them and say,
well, what do you want to do?

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What would you do if you could
do anything you wanted, And a

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lot of them say, well,
I'd rather just buyer the formula. And

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that's what we're looking for. We're
looking for people that see they don't see

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the law. They see people.
You know, we have to put plenty

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people in jail. That's gonna happen. That happens, you know, whether

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we want it to or not.
But not everybody needs to go to jail.

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And you know, we've been incarcerating
people in this country for you know,

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hundreds of years how's that working out
for us? Has it gotten better?

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I don't think so. You know. So there's a better way to

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do things, and there's better ways
to police our communities, and you know,

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again that's in the hiring piece.
I think we would do ourselves a

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better you know. And I say
this, and you know a lot of

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police officers don't like to hear this
either. Is I don't know that we

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have figured out how to hire the
best police officers, and we don't have

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it. We haven't really figured out
what the best police officer candidates look like.

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But I do know that the old
style of hiring police officers, in

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my opinion, is not working out
that well. Okay, so now this

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maybe is a really good time to
ask this question. So since we met

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at Aluminous Certification Training and listeners you
might recall if you heard one of the

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previous episodes, I was on the
air with Rebecca Bales, who is the

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global US partner and I think European
partner for Alumina, talking about that assessment

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and how we use it to develop
leaders. It starts by measuring the presence

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of twenty four qualities that are claimed
by the person taking the assessment. Those

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are psychological qualities that roll up into
eight behavioral aspects, and you get a

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very robust report across three different personas. You're every day, you're underlying and

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you're overextended. So how are you
using that tool to help your work?

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So we came across the Lumina assessment. I think we were first showed it

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four years ago and we started looking
into it. And then about two years

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ago I started getting really involved with
UH with Marceil Runel here in the Dallas

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area, and we saw something that
we think helps UH. The thing we

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love about Lumina is it doesn't put
you in a box. It doesn't you

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know, a disk and market braid. It doesn't say you're of this or

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you're of that. It's you're you're
kind of on a continuum because everybody's got

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a little bit of all the twenty
four qualities in them, you know.

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And it's through life you learn to
you know, turned some up and turn

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some down. And and what I
like about Lumina is it's a self awareness

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tool. And the more we started
looking at this Lumina and we were thinking

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about compared it to what police officers
do, we were like, you know,

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we got something here, because Lumina
police officer has more self awareness.

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Maybe when he sees himself starting to
kind of go overboard, so to speak,

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he can tune that down. You
know, we try to tell police

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officers and the police a cavia.
You know, if you come to a

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scene and you know your partner is
just amped up and he's making this scene

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worse, you know, kind of
push him out of the scene and then

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you take over. You know,
well that's fine, but the scene's already

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out of control now. So Lumana
gives us the first step in self awareness,

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and we put all of our supervisors
through it, and then we put

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all of our training officers through it. And then we gathered them in a

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room and we did a four hour
class as we went through their assessment with

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them, and it was amazing how
they responded to this thing. They were

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they were blown out. Hey,
they didn't hear anything they didn't instinctively know

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about themselves. But then I thought
that the best part was, you know,

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these guys work side by side every
single day and every night. And

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you know, there was a sergeant
in one particular class that said, man,

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I thought I had more empathy than
this and everybody just started laughing and

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they were like, no, you
don't you know, and it was in.

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All I could think of was,
man, what a great tool to

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start uncovering some of those blind spots
that we have about ourselves. And and

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we're putting the officers that are all
going through right now too. And I

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really believe this first step of self
awareness is it is a piece. You

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know, you asked me earlier what's
wrong on policing? We have done the

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00:30:00.319 --> 00:30:04.000
police officers tactically. They can take
care of themselves, probably better today than

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they've ever done. We know how
to shoot, we know how to drive,

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we know how to fight, we
know how to make traffic stops,

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we know how to search buildings tactically, we call it the hands. Tactically

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and technically. We know how to
do those things and we're pretty decent at

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it. And we have spent zero
time, especially during my career, working

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on the officer's head and his heart, because we don't want to go there

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because that's not very manly. It's
not very macho to talk about your heart,

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to talk about your your intellect or
emotional intelligence. Because if if I

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have to talk to you about emotional
intelligence, am I there's a there's a

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00:30:52.000 --> 00:30:53.559
you know, or you say it, I don't have any that's why I

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have to you know. That's that's
not what's going on, and that's what

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we're doing with ours. And then
what's funny is we told these the sergeants

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and the corporals and the train offers, we said, take your assessments home

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and let your spouse read it.
And they started coming back from their days

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off and they were like, my
spouse was like, oh my gosh.

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They that is exactly who you are. And I think that's what it opened

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a lot of the guy's eyes.
A lot of the girls too, was

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their spouse was like, that's exactly
how you act when you're stressed out,

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and they didn't realize it. And
so I think it's really opened up their

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eyes to the power of self awareness
that was beautifully rendered, beautifully rendered,

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Oh my goodness. And so for
the for listeners to kind of put connect

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all that seeing how he's using this
as a developmental tool and the assessment really

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helps the participant to be able to
see his or her preferred behavior and communication

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00:31:59.400 --> 00:32:02.880
patterns, what he or she does
when under stressed, and really what happens

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00:32:02.920 --> 00:32:07.960
in the every day so incredibly illuminating
and so how you're using I think how

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you're using this tool is phenomenal and
it's the way that we often Rebecca and

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I talked about this in our conversation, how we use that tool to be

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00:32:15.279 --> 00:32:19.519
able to start that self awareness process
you're talking about in order to intervene and

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develop more helpful behaviors and communication practices
to aid the individual to be more successful

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and in your case, trying to
develop and cultivate emotional intelligence, which can

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be cultivated by the way, So
when you know that, but for our

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00:32:31.680 --> 00:32:36.839
listeners who are scratching their heads,
yes, we can all cultivate emotional intelligence.

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So this is where I get to
again stand and say, I am

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such a fan of the work that
you're doing, and I so appreciate the

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work that you're doing. I do
see it as a movement. I want

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to talk more about some of what
you're doing to share this messaging with the

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00:32:51.440 --> 00:32:54.400
communities. But let's grab our last
break here if we can. I'm Alice

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00:32:54.440 --> 00:32:57.880
Cortes, your host. We've been
on the air with Danny Barton, who

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is a Deputy Chief of Police in
the kapelp Police Department. Here in Texas.

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00:33:00.519 --> 00:33:04.279
He joined you today from Capel.
After the break, we're going to

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00:33:04.319 --> 00:33:07.000
get into some of the work that
he's doing to grab this as a foothold

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and cascad it into other communities.
Stay with us, we'll be right back.

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00:33:12.200 --> 00:33:15.920
Alise Cortes is a speaker and engagement
and development catalyst. She designs and

402
00:33:15.960 --> 00:33:22.440
delivers professional development, leadership and engagement
workshops and can bring her expertise to your

403
00:33:22.599 --> 00:33:27.960
organization. She will help ignite meaningful
development within your workforce that will increase employee

404
00:33:28.000 --> 00:33:31.440
engagement, performance and retention. To
learn more or to invite Elise to speak

405
00:33:31.480 --> 00:33:37.880
to your organization, please visit her
at www dot Elise Coortes dot com.

406
00:33:37.920 --> 00:33:47.799
She would welcome the opportunity to help
get your employees working on purpose. This

407
00:33:49.160 --> 00:33:53.039
is working on Purpose with Elise Cortes. To reach our program today, send

408
00:33:53.119 --> 00:34:00.440
an email to a lease Alise at
Elisecortes dot com. Now back to working

409
00:34:00.480 --> 00:34:05.640
on Purpose. If you're just tuning
in, my guest is Danny Barton,

410
00:34:05.720 --> 00:34:08.119
Deputy Teeth of Police in the Kopel
Police Department here in Texas. I'm your

411
00:34:08.119 --> 00:34:13.400
host, Alice Cortes. So in
this last segment here if we can I

412
00:34:13.440 --> 00:34:16.360
want to help our listeners understand really
what you're up to and frankly, how

413
00:34:16.400 --> 00:34:20.079
they might be able to help you. So one of the things that you

414
00:34:20.079 --> 00:34:22.280
said when we met is you go
out into various public arenas and you share

415
00:34:22.320 --> 00:34:27.079
this message, which is often very
largely unpopular because people don't like to hear

416
00:34:27.119 --> 00:34:30.400
that they're not doing as well as
you think they could be, and it's

417
00:34:30.440 --> 00:34:34.599
not a popular message. So will
you share a little bit about what venues

418
00:34:34.639 --> 00:34:39.760
are you using to be able to
cascade your message, and what forums and

419
00:34:39.800 --> 00:34:49.320
what is that message that you're sharing. So, man, a lot of

420
00:34:49.320 --> 00:34:58.079
these eas here. One area that
that we're really about to really start rolling

421
00:34:58.159 --> 00:35:02.039
a lot of this out is through
the Texas Police Association. I'm one of

422
00:35:02.079 --> 00:35:07.880
the vice presidents of the Texta Police
Association. It's it's the oldest police association

423
00:35:07.000 --> 00:35:12.760
in Texas. Uh then there since
eighteen ninety five, if you can believe

424
00:35:12.800 --> 00:35:21.000
that. And and and then we
you know, I tell people the so

425
00:35:21.079 --> 00:35:27.159
myself a Chief Tristan, our current
chief of police. We we speak a

426
00:35:27.199 --> 00:35:30.360
lot outside of the department. Uh
we actually, I mean I do a

427
00:35:30.400 --> 00:35:37.159
lot of speaking amongst the city in
different departments over what we do here at

428
00:35:37.159 --> 00:35:40.920
the cop Heal Police Department, and
uh, and how we've done things here

429
00:35:40.920 --> 00:35:46.440
for the last eight years, and
and and we just tell our story of

430
00:35:46.840 --> 00:35:52.320
how we've gotten from where we were
eight years ago, which was a pretty

431
00:35:52.599 --> 00:35:58.280
uh dysfunctional place, uh, to
the to this to the department we are

432
00:35:58.320 --> 00:36:06.559
today and and so we just you
know, we SPU Robert Greenleaf International Conference

433
00:36:06.719 --> 00:36:14.639
was in the Grapevine last year and
uh we took a handful of officers uh

434
00:36:14.840 --> 00:36:19.679
over there and they they gave a
presentation on what it's like to work in

435
00:36:19.679 --> 00:36:23.440
a servant led organization. And we
had the newest guys that we'd hired,

436
00:36:23.480 --> 00:36:27.840
we had some of the oldest guys
on our force. And it was it

437
00:36:27.880 --> 00:36:35.000
was I think the crowd was pretty
fascinated by their stories of uh, how

438
00:36:36.440 --> 00:36:40.559
how we're doing things and compel compared
to I will say what the normal the

439
00:36:40.559 --> 00:36:45.480
police department's doing? So uh,
we're all over the place. I mean,

440
00:36:46.880 --> 00:36:51.599
that's one of my weaknesses. If
somebody calls me and says, hey,

441
00:36:51.719 --> 00:36:54.119
we want to hear your story,
I'm always a yes. I never

442
00:36:54.159 --> 00:37:01.559
say nothing cause I think it's a
it's important. I'm not saying Capel is

443
00:37:01.880 --> 00:37:06.719
you know, the greatest thing,
you know, since slices spread, but

444
00:37:06.760 --> 00:37:10.559
I've seen it work here and we've
done an amazing job of transforming this police

445
00:37:10.559 --> 00:37:16.280
department. And I really think we're
well on our way to the things that

446
00:37:16.320 --> 00:37:22.360
I've talked about earlier is is I
think, you know, we can change

447
00:37:22.360 --> 00:37:30.559
policing even though we're seventy man police
department. It starts somewhere and then we

448
00:37:30.599 --> 00:37:32.880
can do it. And it's it's
one ear at a time, it's one

449
00:37:34.000 --> 00:37:38.480
contact at the time. And again, we speak to a lot of police

450
00:37:38.480 --> 00:37:46.039
groups. They're the tougher groups,
uh to speak to leadership groups, but

451
00:37:46.280 --> 00:37:52.679
we you know, we stand in
there and you know, sometimes I take

452
00:37:52.679 --> 00:37:57.280
a pretty good hit on my evaluations
because it's not really what they want to

453
00:37:57.320 --> 00:38:00.880
hear. But it's an important message, and you know, I just hope

454
00:38:00.920 --> 00:38:06.960
that maybe when they get home or
you know, six months from now,

455
00:38:07.039 --> 00:38:10.599
they go, you know, let
me think about that. Mm hmm.

456
00:38:12.280 --> 00:38:15.159
Okay, two things really quick.
So I want to make sure we pack

457
00:38:15.199 --> 00:38:16.639
in as much as we can for
the last bit of time we have together,

458
00:38:16.719 --> 00:38:21.719
so to paint the picture for our
listeners. Deputy Chief Barton, so

459
00:38:22.400 --> 00:38:24.599
eight years ago, how would you
characterize what you said the department was.

460
00:38:24.639 --> 00:38:28.639
I think you said a mess.
Now here we are today, when there's

461
00:38:28.679 --> 00:38:32.320
been a lot of change and development
and intentional change. What's it look like?

462
00:38:32.400 --> 00:38:39.360
So before and after, I think
eight years ago, we probably looked

463
00:38:39.360 --> 00:38:44.960
like your typical police agency. We
had a lot of silos built in,

464
00:38:45.440 --> 00:38:51.360
divisions, didn't talk to each other. There was infighting. We had two

465
00:38:51.400 --> 00:38:57.519
separate I'll call them camps, So
you had to take a stand either stayed

466
00:38:57.559 --> 00:39:00.639
with you know, one camp or
or the other. You you know,

467
00:39:01.119 --> 00:39:04.519
and uh, if you wanted to
be neutral, you just couldn't talk to

468
00:39:04.559 --> 00:39:13.760
either side. So very toxic atmosphere. Just that that's probably the best it

469
00:39:13.800 --> 00:39:17.559
was. It was not the best
atmosphere, Okay. Uh we got a

470
00:39:17.599 --> 00:39:22.400
new chief. He came in uh
eight years ago, uh a chief trust

471
00:39:22.480 --> 00:39:25.840
in. He brought us this thing
called servant leadership, and uh we started,

472
00:39:25.960 --> 00:39:30.119
Uh we started not only learning about
servant leadership, but we started to

473
00:39:30.199 --> 00:39:37.559
learn to to we were He was
br taking us outside of the police department

474
00:39:37.599 --> 00:39:44.960
and we were starting to interact with
people outside of law enforcement like we we

475
00:39:45.079 --> 00:39:49.840
participate every quarter with us. It's
called Servit Leadership Learning Community here in Dallas,

476
00:39:50.440 --> 00:39:53.079
and there's several businesses that show up
and it's a breakfast, it's a

477
00:39:53.079 --> 00:39:58.440
a some noon thing, and and
uh, Southwest Airlines is there. TD

478
00:39:58.519 --> 00:40:02.639
Industry is a bunch of U companies. And you set at tables and you

479
00:40:02.719 --> 00:40:09.199
discuss leadership issues and organizational issues and
server leadership with with these different organizations.

480
00:40:09.239 --> 00:40:14.960
And it starts to open the officer's
eyes up to oh wow, just because

481
00:40:15.000 --> 00:40:20.679
we're police officers doesn't mean that our
our problems are any different than real solves,

482
00:40:20.719 --> 00:40:23.280
airlines. You know, it's all
the same, you know, because

483
00:40:23.280 --> 00:40:30.760
they're people. It's that's an organization's
people and so and then and then we

484
00:40:30.760 --> 00:40:34.960
we spend a lot of time and
we do it every day. We talk

485
00:40:35.000 --> 00:40:38.000
about our why. Why every single
officer, why do you get up?

486
00:40:38.039 --> 00:40:42.159
Why do you get dressed? Why
do you do this job? You know?

487
00:40:42.400 --> 00:40:45.880
And they don't always have the answer
today, but we tell them keep

488
00:40:45.880 --> 00:40:49.039
your eyes open. You're going to
find your why. And once you connect

489
00:40:49.079 --> 00:40:52.000
with your why, which is your
purpose, man, coming to work is

490
00:40:52.519 --> 00:40:59.159
fantastic. Your worst days are great
because you love what you do. You

491
00:40:59.199 --> 00:41:04.000
know, and and uh, you
know, in my in my old police

492
00:41:04.079 --> 00:41:07.039
days, you know, if I
came to work and I got knocked down.

493
00:41:07.119 --> 00:41:09.800
I'd go home, you know,
just chewing on glass and frustrated at

494
00:41:09.800 --> 00:41:15.599
the world. And uh and today
I'm like, you know what, I

495
00:41:15.639 --> 00:41:19.800
can't take it personal. That person
got mad at me, probably wasn't mad

496
00:41:19.840 --> 00:41:22.639
at me personally, probablymatic the situation
they're in. You know, it is

497
00:41:22.679 --> 00:41:28.320
frustrating sometimes when life is is just
hitting you from all sides. And again

498
00:41:28.360 --> 00:41:30.400
that's where the empathy comes in.
Is you know, you got to keep

499
00:41:30.440 --> 00:41:36.039
your mind around the fact that you
know this person that's mad at you and

500
00:41:36.159 --> 00:41:39.119
is giving you know what for all, it's not don't take it personal.

501
00:41:39.880 --> 00:41:45.519
You know, they don't even know
you. I mean, so you know,

502
00:41:45.679 --> 00:41:50.119
and and I think that's emotional intelligence. And and I think that's that's

503
00:41:50.199 --> 00:41:53.239
kind of where we're we we've come. We're very serve. I can tell

504
00:41:53.239 --> 00:41:59.480
you a story after story after story
of of of things that our officers are

505
00:41:59.519 --> 00:42:05.800
doing today that just are mind boggling
the way they and I'm not talking about

506
00:42:05.840 --> 00:42:09.719
just treating people. I'm just going
above and beyond for people, and they

507
00:42:09.760 --> 00:42:14.960
really care. And I think that's
that's the room. I mean when I

508
00:42:14.960 --> 00:42:17.199
said earlier, you know, objectifying
people. I think we've gotten away from

509
00:42:17.199 --> 00:42:21.920
that here, and our guys are
pretty honed in on them. You know,

510
00:42:22.519 --> 00:42:24.760
these are people, you know,
these are souls that we're touching,

511
00:42:25.079 --> 00:42:31.400
and they understand it the importance.
Wow, that's gorgeous and so compelling.

512
00:42:31.519 --> 00:42:35.480
Of course, you know, my
world is about how people find their purpose.

513
00:42:35.480 --> 00:42:38.159
And I completely agree that it's a
whole different world when you are standing

514
00:42:38.199 --> 00:42:43.880
in your purpose. And so I
for our listener's benefit, and obviously I

515
00:42:43.920 --> 00:42:45.360
always like to hear this. I
mean, what are you standing for,

516
00:42:45.480 --> 00:42:49.039
Deputy Chief Barton? What is your
purpose? What are you up to?

517
00:42:52.400 --> 00:42:59.599
Boy? You know, I think
this is my purpose. I mean,

518
00:43:00.199 --> 00:43:04.400
I think becoming a police officer again
because of the way I stumbled into it.

519
00:43:05.280 --> 00:43:08.760
Uh. And and and you know
I always say, you know,

520
00:43:08.840 --> 00:43:14.280
your your life is a culmination of
the people whose past you cross. And

521
00:43:14.400 --> 00:43:17.199
Uh, I've crossed some great paths
I have. I know some great people,

522
00:43:17.880 --> 00:43:22.880
uh that have taught me some great
things along the way. And and

523
00:43:22.880 --> 00:43:30.239
in law enforcement just happens to be
the vehicle. I I love that we

524
00:43:30.320 --> 00:43:36.920
get to help people every day.
And you know, I have lunch once

525
00:43:37.000 --> 00:43:40.320
a month with a guy that has
become a great friend of mine. And

526
00:43:40.400 --> 00:43:50.079
the reason I met him was we
arrested him for DW I and uh he

527
00:43:50.079 --> 00:43:52.679
he his life was a wreck and
and I and he can't. The reason

528
00:43:52.760 --> 00:43:59.079
I met him was he came up
here to thank us for resting and uh

529
00:43:59.280 --> 00:44:04.199
and from that eating we kind of
started a friendship. And you know,

530
00:44:04.239 --> 00:44:07.480
he's a great guy. He's a
successful person, but uh, you know,

531
00:44:07.599 --> 00:44:13.760
life, life was hitting him from
all sides, and that that that

532
00:44:14.079 --> 00:44:20.079
encounter, uh really turned him around. Intervened. Yeah, yeah, and

533
00:44:20.400 --> 00:44:22.960
we don't know, and we tell
our and we had him meet with the

534
00:44:23.000 --> 00:44:28.440
officers and arrested him and he told
his story and it was touching. I

535
00:44:28.440 --> 00:44:31.880
mean there's not a dry eye in
the room when he's done talking. And

536
00:44:32.920 --> 00:44:37.239
you know, we tell our all. We remind him. Look, you

537
00:44:37.280 --> 00:44:40.800
don't know how many people's lives you've
turned around. You're not just the home

538
00:44:40.880 --> 00:44:45.000
people in jail. I'm not saying
to everybody in jail and to change their

539
00:44:45.000 --> 00:44:52.280
lives. But but but you know, sometimes that's the wake up calling that

540
00:44:52.360 --> 00:45:00.519
some people needs. Don't take it
lightly. But my my purpose is you

541
00:45:00.559 --> 00:45:05.400
know, I'm passionate about this.
I love police officers the least I think

542
00:45:05.440 --> 00:45:08.039
they are some of the greatest people
in the world. Yes, things they

543
00:45:08.239 --> 00:45:17.360
sacrifice, Yes, I'm anyway,
it's wonderful. I think it's Yes,

544
00:45:17.559 --> 00:45:22.320
it's fantastic. So okay, So
you have this vision for a world of

545
00:45:22.400 --> 00:45:29.280
police work that is shows up with
empathy, uses emotional intelligence, includes the

546
00:45:29.320 --> 00:45:31.559
head and the and the heart.
So that's part of your vision. So

547
00:45:32.280 --> 00:45:36.679
what do what can listeners do to
help you? What do you need from

548
00:45:36.719 --> 00:45:42.400
from people to help you realize this
as a as a widespread landing of how

549
00:45:42.480 --> 00:45:52.159
police work gets done, at least
across the nation. You know, there's

550
00:45:52.159 --> 00:45:55.559
a you know, nationwide, there's
a there's a huge organization that I think

551
00:45:55.880 --> 00:46:00.440
is getting it right. They're not
the most they're pretty popular, but they're

552
00:46:00.480 --> 00:46:05.079
not the most popular in law enforcement
circles. I think they're one of the

553
00:46:05.119 --> 00:46:12.719
best. The Police Executive Research Forum, they put out a lot of great

554
00:46:12.840 --> 00:46:20.480
stuff. They were instrumental in the
police in the twenty first century. That

555
00:46:20.639 --> 00:46:22.760
came out, I don't know,
several years ago, three or four years

556
00:46:22.800 --> 00:46:29.880
ago, you know, supporting groups
like perf uh Texas Police Associations about to

557
00:46:29.920 --> 00:46:34.079
come out and and everything. I
just talked about. H the Texas Police

558
00:46:34.079 --> 00:46:39.000
associations. We've kind of gone through
a rebrand and and we're we're setting our

559
00:46:39.039 --> 00:46:43.639
sights on everything I just talked about. Is you know, we want to

560
00:46:43.800 --> 00:46:49.079
we want to build the whole police
officer and we want those police officers to

561
00:46:49.119 --> 00:46:52.880
have good, healthy careers. And
you know, there's a lot of negatives

562
00:46:52.880 --> 00:46:58.880
that come with law enforcement out there. Divorce rates are high, there's there's

563
00:46:58.920 --> 00:47:05.039
all kinds of negati and we can
stop it. And I think emotional intelligence

564
00:47:05.079 --> 00:47:12.679
and I think give me the right
people is one of the key ways.

565
00:47:14.719 --> 00:47:16.480
I completely agree, which again,
which is why you had me in Hello

566
00:47:16.480 --> 00:47:21.599
with your introduction. And here we
are today talking about this and I'm with

567
00:47:21.719 --> 00:47:23.159
you every step of the way.
Will help you any way that I can.

568
00:47:23.559 --> 00:47:28.039
You know that, and we'll talk
more about that, but we're just

569
00:47:28.159 --> 00:47:30.639
at the very tail end of the
show, and say, maybe thirty seconds,

570
00:47:30.639 --> 00:47:37.360
Deputy Chief Barton, what would you
like to leave our listeners with today?

571
00:47:39.599 --> 00:47:46.559
You know, and I don't I
got thirty seconds. I think everybody

572
00:47:46.599 --> 00:47:52.079
needs to understand that you can make
a difference in the world. Every single

573
00:47:52.079 --> 00:47:58.719
person can make a difference from where
they're at. And it seems almost crazy

574
00:47:59.159 --> 00:48:04.559
to think that, but you know, I wake up every day and I

575
00:48:04.639 --> 00:48:07.599
come to work. Yes, I
love working for the Copitol Police Department,

576
00:48:07.639 --> 00:48:12.559
but I want to change. I
want to change the world. And I

577
00:48:12.599 --> 00:48:15.079
know that sounds a little flighty and
kind of crazy, but I know it

578
00:48:15.119 --> 00:48:19.519
can be done. It's been done
by many and many people throughout history.

579
00:48:20.159 --> 00:48:22.920
And if you have a passion,
I don't care what that passion is,

580
00:48:23.960 --> 00:48:29.960
you have got to stay with it
and don't lose it because I don't know

581
00:48:29.960 --> 00:48:32.880
if you guys ever talking about the
paradoxical commandments on here, but you know

582
00:48:34.239 --> 00:48:38.119
the world is going to fight back. But you just keep fighting and you

583
00:48:38.239 --> 00:48:42.480
keep your purpose in front of you
and the fight's worth and every day,

584
00:48:42.519 --> 00:48:46.440
even on the days when you felt
like you lost. That is well,

585
00:48:46.679 --> 00:48:50.559
wait, great way to finish the
show, Deputy Chief Barton, thank you

586
00:48:50.639 --> 00:48:53.880
so very much for your service,
your heart, your contribution, and for

587
00:48:54.000 --> 00:49:00.159
your work to change the world.
Well, thank you, Elise. I'm

588
00:49:00.159 --> 00:49:04.079
so bad I'll met you me too, Me too. We got more work

589
00:49:04.119 --> 00:49:07.800
to do now. If listeners want
to learn more about what you're up to,

590
00:49:07.960 --> 00:49:13.239
where would you have them visit?
What website? I guess our city's

591
00:49:13.280 --> 00:49:17.559
website, Our city's website is pretty
much will can give you an idea of

592
00:49:17.960 --> 00:49:23.360
the culture that we have here.
So that's what City of Kapel Copeltx dot

593
00:49:23.519 --> 00:49:27.880
gov. Okay, Copeltx dot gov. Okay. And with that we've got

594
00:49:27.920 --> 00:49:30.320
to fly off the air. Thank
you listeners for joining us. It's been

595
00:49:30.360 --> 00:49:34.960
a pleasure and we'll see you next
week. We hope you've enjoyed this week's

596
00:49:34.960 --> 00:49:38.480
program. Be sure to tune in
to Working on Purpose, featuring your host

597
00:49:38.559 --> 00:49:44.920
Alas Cortes, each week on the
Voice America Empowerment Channel. This week,

598
00:49:45.199 --> 00:50:00.239
find your life's purpose at work