Situational Leadership Group Exercise CJUS300 Fall 2019 Student Sheets revision 06-12-19 1
Situation One
1) You are a police lieutenant who just came to a new precinct. You are using and old time leadership principle of leadership by
walking around. You overhear one of your sergeant’s complaining about one of his officers. The sergeant seems to be very
frustrated in getting the officer to do some work. You take to opportunity to invite the sergeant to your office. You ask the
sergeant to tell you about his frustration.
He says that he has a new officer that is a real go getter. He comes to work early and leave late. He always seems very eager to work.
The sergeant says because of his eagerness he decided to give him an extra task. The sergeant gave the officer the task of creating a
planned patrol for a crime spree that was going on in the precinct. The sergeant says that although the officer seemed eager he just shut
down when given the task. The sergeant says that his leadership style is to assign tasks and expect them to be done. The officer has
failed to turn in any of the planned patrol paperwork.
What type of leader is the sergeant (Direction/Support) and what type of follower is the officer (competence and commitment)?
Sergeant Present Level
Direction (High or Low) Support (High or Low)
low low
Officer Former Level (before impacted by Sergeant)
Competence (High or Low) Commitment (High or Low)
high high
Officer Present Level (after impacted by sergeant)l
Competence (High or Low) Commitment (High or Low)
low high
What would you do for: (Would use high or low Direction/Support)
The Officer (what should the sergeant give the officer):
Direction (High or Low) Support (High or Low)
high low
Solution: Drop down from the lieutenant level to the sergeant level - Specifically what would you do for the officer? Ex. I
would increase the officer competence by sending them to basic accident investigation school. I would set up a time with the officer to
review every one of his accident reports – I would give specific direction on how to improve the reports. I would have a due date for
all corrected work to be completed.
Solution: The Sergeant needs to give the officer specific directions on what he expects him to do and how to do it. The
officer seems to have the drive to complete the assignment but does not have the knowledge due to his lack of experience. If the
sergeant were to personally mentor the officer through the special project it is likely the officer would do the work without complaint.
Situational Leadership Group Exercise CJUS300 Fall 2019 Student Sheets revision 06-12-19 2
Situation Two
2) You are a police lieutenant who just came to a new precinct. You are using and old time leadership principle of leadership by
walking around. You overhear one of your sergeant’s complaining about one of his officers. The sergeant seems to be very
frustrated in getting the officer to do some work. You take to opportunity to invite the sergeant to your office. You ask the
sergeant to tell you about his frustration.
He says that he has a new officer that is a real go getter. He comes to work early and leave late. He always seems very eager to work.
The sergeant says because of his eagerness he decided to give him an extra task. The sergeant gave the officer the task of creating a
planned patrol for a crime spree that was going on in the precinct. The sergeant says that although the officer seemed eager he just shut
down when given the task. The sergeant says that his leadership style is to be a coach and cheerleader but allow the officers to design
and decide how to do their work. The officer has failed to turn in any of the planned patrol paperwork.
What type of leader is the sergeant (Direction/Support) and what type of follower is the officer (competence and commitment)?
Sergeant Present Level
Direction (High or Low) Support (High or Low)
Officer Former Level (before impacted by Sergeant)
Competence (High or Low) Commitment (High or Low)
Officer Present Level (after impacted by sergeant)l
Competence (High or Low) Commitment (High or Low)
What would you do for: (Would use high or low Direction/Support)
The Officer (what should the sergeant give the officer):
Direction (High or Low) Support (High or Low)
Solution: Drop down from the lieutenant level to the sergeant level - Specifically what would you do for the officer? Ex. I
would increase the officer competence by sending them to basic accident investigation school. I would set up a time with the officer to
review every one of his accident reports – I would give specific direction on how to improve the reports. I would have a due date for
all corrected work to be completed.
Situational Leadership Group Exercise CJUS300 Fall 2019 Student Sheets revision 06-12-19 3
Situation Three
3) You are a police lieutenant who just came to a new precinct. You are using and old time leadership principle of leadership by
walking around. You overhear one of your sergeant’s complaining about one of his officers. The sergeant seems to be very
frustrated in getting the officer to do some work. You take to opportunity to invite the sergeant to your office. You ask the
sergeant to tell you about his frustration.
He says that he has a new officer that is a real go getter. He comes to work early and leave late. He always seems very eager to work.
The sergeant says because of his eagerness he decided to give him an extra task. The sergeant gave the officer the task of creating a
planned patrol for a crime spree that was going on in the precinct. The sergeant says that although the officer seemed eager he just shut
down when given the task. The sergeant says that his leadership style is to be a coach and cheerleader for each of his officers. He said
he also likes to provide specific and detail instruction to all of his officers so they do not mess things up. The officer has failed to turn
in any of the planned patrol paperwork.
What type of leader is the sergeant (Direction/Support) and what type of follower is the officer (competence and commitment)?
Sergeant Present Level
Direction (High or Low) Support (High or Low)
Officer Former Level (before impacted by Sergeant)
Competence (High or Low) Commitment (High or Low)
Officer Present Level (after impacted by sergeant)l
Competence (High or Low) Commitment (High or Low)
What would you do for: (Would use high or low Direction/Support)
The Officer (what should the sergeant give the officer):
Direction (High or Low) Support (High or Low)
Solution: Drop down from the lieutenant level to the sergeant level - Specifically what would you do for the officer? Ex. I
would increase the officer competence by sending them to basic accident investigation school. I would set up a time with the officer to
review every one of his accident reports – I would give specific direction on how to improve the reports. I would have a due date for
all corrected work to be completed.
Situational Leadership Group Exercise CJUS300 Fall 2019 Student Sheets revision 06-12-19 4
Situation Four
4) You are a police lieutenant who just came to a new precinct. You are using and old time leadership principle of leadership by
walking around. You overhear one of your sergeant’s complaining about one of his officers. The sergeant seems to be very
frustrated in getting the officer to do some work. You take to opportunity to invite the sergeant to your office. You ask the
sergeant to tell you about his frustration.
He says that he has an older officer that seems to have a great deal of street knowledge. He always seems to barely get to work on
time. In fact he always is outspoken in muster stating how stupid everything is. The sergeant says because of his expertise he decided
to give him an extra task. The sergeant gave the officer the task of creating a planned patrol for a crime spree that was going on in the
precinct. The sergeant says that although the officer has the knowledge and experience to create the planned patrol the officer will not
complete the work. The sergeant says that his leadership style is to assign tasks and expect them to be done. The officer has failed to
turn in any of the planned patrol paperwork.
What type of leader is the sergeant (Direction/Support) and what type of follower is the officer (competence and commitment)?
Sergeant Present Level
Direction (High or Low) Support (High or Low)
Officer Former Level (before impacted by Sergeant)
Competence (High or Low) Commitment (High or Low)
Officer Present Level (after impacted by sergeant)l
Competence (High or Low) Commitment (High or Low)
What would you do for: (Would use high or low Direction/Support)
The Officer (what should the sergeant give the officer):
Direction (High or Low) Support (High or Low)
Solution: Drop down from the lieutenant level to the sergeant level - Specifically what would you do for the officer? Ex. I
would increase the officer competence by sending them to basic accident investigation school. I would set up a time with the officer to
review every one of his accident reports – I would give specific direction on how to improve the reports. I would have a due date for
all corrected work to be completed.
Situational Leadership Group Exercise CJUS300 Fall 2019 Student Sheets revision 06-12-19 5
Situation Five
5) You are a police lieutenant who just came to a new precinct. You are using and old time leadership principle of leadership by
walking around. You overhear one of your sergeant’s complaining about one of his officers. The sergeant seems to be very
frustrated in getting the officer to do some work. You take to opportunity to invite the sergeant to your office. You ask the
sergeant to tell you about his frustration.
He says that he has an older officer that seems to have a great deal of street knowledge. He always seems to barely get to work on
time. In fact he always is outspoken in muster stating how stupid everything is. The sergeant says because of his expertise he decided
to give him an extra task. The sergeant gave the officer the task of creating a planned patrol for a crime spree that was going on in the
precinct. The sergeant says that although the officer has the knowledge and experience to create the planned patrol the officer will not
complete the work. The sergeant says that his leadership style is to be a coach and cheerleader for each of his officers. He said he also
likes to provide specific and detail instruction to all of his officers so they do not mess things up. The officer has failed to turn in any
of the planned patrol paperwork.
What type of leader is the sergeant (Direction/Support) and what type of follower is the officer (competence and commitment)?
Sergeant Present Level
Direction (High or Low) Support (High or Low)
Officer Former Level (before impacted by Sergeant)
Competence (High or Low) Commitment (High or Low)
Officer Present Level (after impacted by sergeant)l
Competence (High or Low) Commitment (High or Low)
What would you do for: (Would use high or low Direction/Support)
The Officer (what should the sergeant give the officer):
Direction (High or Low) Support (High or Low)
Solution: Drop down from the lieutenant level to the sergeant level - Specifically what would you do for the officer? Ex. I
would increase the officer competence by sending them to basic accident investigation school. I would set up a time with the officer to
review every one of his accident reports – I would give specific direction on how to improve the reports. I would have a due date for
all corrected work to be completed.
Situational Leadership Group Exercise CJUS300 Fall 2019 Student Sheets revision 06-12-19 6
Situation Six
6) You are a police lieutenant who just came to a new precinct. You are using and old time leadership principle of leadership by
walking around. You overhear one of your sergeant’s complaining about one of his officers. The sergeant seems to be very
frustrated in getting the officer to do some work. You take to opportunity to invite the sergeant to your office. You ask the
sergeant to tell you about his frustration.
He says that he has an older officer that seems to have a great deal of street knowledge. He always seems to barely get to work on
time. In fact he always is outspoken in muster stating how stupid everything is. The sergeant says because of his expertise he decided
to give him an extra task. The sergeant gave the officer the task of creating a planned patrol for a crime spree that was going on in the
precinct. The sergeant says that although the officer has the knowledge and experience to create the planned patrol the officer will not
complete the work. The sergeant says that his leadership style is to leave the officers alone that being a coach, supporter, or
cheerleader is a stupid leadership method. He said he also likes to provide specific and detail instruction to all of his officers so they
do not mess things up. The officer has failed to turn in any of the planned patrol paperwork.
What type of leader is the sergeant (Direction/Support) and what type of follower is the officer (competence and commitment)?
Sergeant Present Level
Direction (High or Low) Support (High or Low)
Officer Former Level (before impacted by Sergeant)
Competence (High or Low) Commitment (High or Low)
Officer Present Level (after impacted by sergeant)l
Competence (High or Low) Commitment (High or Low)
What would you do for: (Would use high or low Direction/Support)
The Officer (what should the sergeant give the officer):
Direction (High or Low) Support (High or Low)
Solution: Drop down from the lieutenant level to the sergeant level - Specifically what would you do for the officer? Ex. I
would increase the officer competence by sending them to basic accident investigation school. I would set up a time with the officer to
review every one of his accident reports – I would give specific direction on how to improve the reports. I would have a due date for
all corrected work to be completed.
Situational Leadership Group Exercise CJUS300 Fall 2019 Student Sheets revision 06-12-19 7
Situation Seven
7) You are a police lieutenant who just came to a new precinct. You are using and old time leadership principle of leadership by
walking around. You overhear one of your sergeant’s complaining about one of his officers. The sergeant seems to be very
frustrated in getting the officer to do some work. You take to opportunity to invite the sergeant to your office. You ask the
sergeant to tell you about his frustration.
He says that he has an officer that seems to have a great deal of motivation and street knowledge. He is always to work on time and he
is seems to be a mentor for many of the other officers. The sergeant says the other officer look up to him for advice because of his
great street knowledge. The sergeant says because of his expertise and motivation he decided to give him an extra task. The sergeant
gave the officer the task of creating a planned patrol for a crime spree that was going on in the precinct. The sergeant says that he (the
sergeant) has been burned on his officer not getting their work in. The sergeant says that he has stayed on this officer about getting the
planned patrol done. He said that he (the sergeant) gave the officer a specific list of tasks to do and a specific order to do them to
prepare the planned patrol. He said that he (the sergeant) gave the officer motivational talks about getting the work done every day.
The officer completed the work on time and in an excellent manner. However, right after he completed the work he seemed to mope
around. He also put in for a transfer. You knew the officer loved to work in the precinct and on the shift he was presently on.
What type of leader is the sergeant (Direction/Support) and what type of follower is the officer (competence and commitment)?
Sergeant Present Level
Direction (High or Low) Support (High or Low)
Officer Former Level (before impacted by Sergeant)
Competence (High or Low) Commitment (High or Low)
Officer Present Level (after impacted by sergeant)l
Competence (High or Low) Commitment (High or Low)
What would you do for: (Would use high or low Direction/Support)
The Officer (what should the sergeant give the officer):
Direction (High or Low) Support (High or Low)
Solution: Drop down from the lieutenant level to the sergeant level - Specifically what would you do for the officer? Ex. I
would increase the officer competence by sending them to basic accident investigation school. I would set up a time with the officer to
review every one of his accident reports – I would give specific direction on how to improve the reports. I would have a due date for
all corrected work to be completed.
Situational Leadership Group Exercise CJUS300 Fall 2019 Student Sheets revision 06-12-19 8
Situation Eight
8) You are a police lieutenant who just came to a new precinct. You are using and old time leadership principle of leadership by
walking around. You overhear one of your sergeant’s complaining about one of his officers. The sergeant seems to be very
frustrated in getting the officer to do some work. You take to opportunity to invite the sergeant to your office. You ask the
sergeant to tell you about his frustration.
He says that he has an officer that seems to have a great deal of motivation and street knowledge. He is always to work on time and he
is seems to be a mentor for many of the other officers. The sergeant says the other officer look up to him for advice because of his
great street knowledge. The sergeant says because of his expertise and motivation he decided to give him an extra task. The sergeant
gave the officer the task of creating a planned patrol for a crime spree that was going on in the precinct. The sergeant says that he (the
sergeant) has been burned on his officer not getting their work in. The sergeant says that he has stayed on this officer about getting the
planned patrol done. He said that he (the sergeant) gave the officer a specific list of tasks to do and a specific order to do them to
prepare the planned patrol. He said that he (the sergeant) is so mad at the officer for not doing his tasks that he does not even talk to
the officer. The officer completed the work on time and in an excellent manner. However, right after he completed the work he seemed
to mope around. He also put in for a transfer. You knew the officer loved to work in the precinct and on the shift he was presently on.
What type of leader is the sergeant (Direction/Support) and what type of follower is the officer (competence and commitment)?
Sergeant Present Level
Direction (High or Low) Support (High or Low)
Officer Former Level (before impacted by Sergeant)
Competence (High or Low) Commitment (High or Low)
Officer Present Level (after impacted by sergeant)l
Competence (High or Low) Commitment (High or Low)
What would you do for: (Would use high or low Direction/Support)
The Officer (what should the sergeant give the officer):
Direction (High or Low) Support (High or Low)
Solution: Drop down from the lieutenant level to the sergeant level - Specifically what would you do for the officer? Ex. I
would increase the officer competence by sending them to basic accident investigation school. I would set up a time with the officer to
review every one of his accident reports – I would give specific direction on how to improve the reports. I would have a due date for
all corrected work to be completed.
Situational Leadership Group Exercise CJUS300 Fall 2019 Student Sheets revision 06-12-19 9
Situation Nine
9) You are a police lieutenant who just came to a new precinct. You are using and old time leadership principle of leadership by
walking around. You overhear one of your sergeant’s complaining about one of his officers. The sergeant seems to be very
frustrated in getting the officer to do some work. You take to opportunity to invite the sergeant to your office. You ask the
sergeant to tell you about his frustration.
He says that he has an officer that seems to have a great deal of motivation and street knowledge. He is always to work on time and he
is seems to be a mentor for many of the other officers. The sergeant says the other officer look up to him for advice because of his
great street knowledge. The sergeant says because of his expertise and motivation he decided to give him an extra task. The sergeant
gave the officer the task of creating a planned patrol for a crime spree that was going on in the precinct. The sergeant says that he (the
sergeant) has been burned on his officer not getting their work in. The sergeant says that he has stayed on this officer about getting the
planned patrol done. He said that he (the sergeant) gave the officer the responsibility to get the work done without specific direction.
He said that he (the sergeant) gave the officer motivational talks about getting the work done every day. The officer completed the
work on time but with a lot of technical errors that he should not have made. However, right after he completed the work he seemed to
mope around. He also put in for a transfer. You knew the officer loved to work in the precinct and on the shift he was presently on.
What type of leader is the sergeant (Direction/Support) and what type of follower is the officer (competence and commitment)?
Sergeant Present Level
Direction (High or Low) Support (High or Low)
Officer Former Level (before impacted by Sergeant)
Competence (High or Low) Commitment (High or Low)
Officer Present Level (after impacted by sergeant)l
Competence (High or Low) Commitment (High or Low)
What would you do for: (Would use high or low Direction/Support)
The Officer (what should the sergeant give the officer):
Direction (High or Low) Support (High or Low)
Solution: Drop down from the lieutenant level to the sergeant level - Specifically what would you do for the officer? Ex. I
would increase the officer competence by sending them to basic accident investigation school. I would set up a time with the officer to
review every one of his accident reports – I would give specific direction on how to improve the reports. I would have a due date for
all corrected work to be completed.
Situational Leadership Group Exercise CJUS300 Fall 2019 Student Sheets revision 06-12-19 10
Situation Ten
10) You are a police lieutenant who just came to a new precinct. You are using and old time leadership principle of leadership by
walking around. You overhear one of your sergeant’s complaining about one of his officers. The sergeant seems to be very
frustrated in getting the officer to do some work. You take to opportunity to invite the sergeant to your office. You ask the
sergeant to tell you about his frustration.
He says that he has an officer that seems to be a dud. He gets to work barely on time, mopes about, always gets technical issue wrong,
and just seems to be a liability to the department. He would be the last person you or any of the squad would call for police help
although he is generally a nice guy. Because the officer is a no-load the sergeant decided to give the officer the task of creating a
planned patrol for a crime spree that was going on in the precinct. The sergeant says that his leadership style is to assign tasks and
expect them to be done. The officer has failed to turn in any of the planned patrol paperwork.
What type of leader is the sergeant (Direction/Support) and what type of follower is the officer (competence and commitment)?
Sergeant Present Level
Direction (High or Low) Support (High or Low)
Officer Former Level (before impacted by Sergeant)
Competence (High or Low) Commitment (High or Low)
Officer Present Level (after impacted by sergeant)l
Competence (High or Low) Commitment (High or Low)
What would you do for: (Would use high or low Direction/Support)
The Officer (what should the sergeant give the officer):
Direction (High or Low) Support (High or Low)
Solution: Drop down from the lieutenant level to the sergeant level - Specifically what would you do for the officer? Ex. I
would increase the officer competence by sending them to basic accident investigation school. I would set up a time with the officer to
review every one of his accident reports – I would give specific direction on how to improve the reports. I would have a due date for
all corrected work to be completed.
Situational Leadership Group Exercise CJUS300 Fall 2019 Student Sheets revision 06-12-19 11
Situation Eleven
11) You are a police lieutenant who just came to a new precinct. You are using and old time leadership principle of leadership by
walking around. You overhear one of your sergeant’s complaining about one of his officers. The sergeant seems to be very
frustrated in getting the officer to do some work. You take to opportunity to invite the sergeant to your office. You ask the
sergeant to tell you about his frustration.
He says that he has an officer that seems to be a dud. He gets to work barely on time, mopes about, always gets technical issue wrong,
and just seems to be a liability to the department. He would be the last person you or any of the squad would call for police help
although he is generally a nice guy. Because the officer is a no-load the sergeant decided to give the officer the task of creating a
planned patrol for a crime spree that was going on in the precinct. He said that he (the sergeant) gave the officer a specific list of tasks
to do and a specific order to do them to prepare the planned patrol. The sergeant says that his leadership style is to leave the officers
alone that being a coach, supporter, or cheerleader is a stupid leadership method. The officer has failed to turn in any of the planned
patrol paperwork.
What type of leader is the sergeant (Direction/Support) and what type of follower is the officer (competence and commitment)?
Sergeant Present Level
Direction (High or Low) Support (High or Low)
Officer Former Level (before impacted by Sergeant)
Competence (High or Low) Commitment (High or Low)
Officer Present Level (after impacted by sergeant)l
Competence (High or Low) Commitment (High or Low)
What would you do for: (Would use high or low Direction/Support)
The Officer (what should the sergeant give the officer):
Direction (High or Low) Support (High or Low)
Solution: Drop down from the lieutenant level to the sergeant level - Specifically what would you do for the officer? Ex. I
would increase the officer competence by sending them to basic accident investigation school. I would set up a time with the officer to
review every one of his accident reports – I would give specific direction on how to improve the reports. I would have a due date for
all corrected work to be completed.
Situational Leadership Group Exercise CJUS300 Fall 2019 Student Sheets revision 06-12-19 12
Situation Twelve
12) You are a police lieutenant who just came to a new precinct. You are using and old time leadership principle of leadership by
walking around. You overhear one of your sergeant’s complaining about one of his officers. The sergeant seems to be very
frustrated in getting the officer to do some work. You take to opportunity to invite the sergeant to your office. You ask the
sergeant to tell you about his frustration.
He says that he has an officer that seems to be a dud. He gets to work barely on time, mopes about, always gets technical issue wrong,
and just seems to be a liability to the department. He would be the last person you or any of the squad would call for police help
although he is generally a nice guy. Because the officer is a no-load the sergeant decided to give the officer the task of creating a
planned patrol for a crime spree that was going on in the precinct. The sergeant says that his leadership style is to be a coach,
supporter, or cheerleader. He said that he does not like to micro-manage the tasks however. He likes the officer to have full
responsibility of task design. The officer has failed to turn in any of the planned patrol paperwork.
What type of leader is the sergeant (Direction/Support) and what type of follower is the officer (competence and commitment)?
Sergeant Present Level
Direction (High or Low) Support (High or Low)
Officer Former Level (before impacted by Sergeant)
Competence (High or Low) Commitment (High or Low)
Officer Present Level (after impacted by sergeant)l
Competence (High or Low) Commitment (High or Low)
What would you do for: (Would use high or low Direction/Support)
The Officer (what should the sergeant give the officer):
Direction (High or Low) Support (High or Low)
Solution: Drop down from the lieutenant level to the sergeant level - Specifically what would you do for the officer? Ex. I
would increase the officer competence by sending them to basic accident investigation school. I would set up a time with the officer to
review every one of his accident reports – I would give specific direction on how to improve the reports. I would have a due date for
all corrected work to be completed.
