As forensic supervisors, leading your team through challenges, changing dynamics, and evolving needs requires a unique combination of leadership skills, effective communication, and strategic planning. This podcast episode highlights expert insights on creating a culture of growth and overcoming barriers within forensic units. We will break down key takeaways from the interview to help forensic supervisors build an outstanding forensic unit culture and bring meaningful change to the field.
Featuring Guest Expert: Shawn Henderson
Today’s guest, Shawn Henderson, is a leading expert in evidence management. Shawn is the Executive Director of Evidence Management Institute in partnership with Tracker Products. Evidence Management Institute provides training classes, online certifications, and auditing and consulting services to support law enforcement agencies in optimizing their evidence management practices.
Shawn’s presentation, “Creating an Outstanding Unit Culture”, was a highlight of our 2022 Forensic Supervisor Success Summit where he shares his expert strategies for transforming forensic unit culture and leadership.
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1. The Power of Professional Relationships and Communication in Forensic Leadership
Effective leadership within forensic teams doesn’t come from simply issuing commands; it’s about building relationships and knowing who you’re communicating with. As pointed out in the interview “Your job is not only to get your team what they need but to communicate that need effectively to the right people.” Whether you’re asking for more resources or pushing for improvements, understanding how to speak the language of executive leadership is essential.
Forensic supervisors must understand that executives think in terms of liability and measurable outcomes. This means framing requests in ways that highlight the impact on case success, accreditation, and legal compliance. Supervisors should avoid presenting complaints and focus instead on proposing solutions that outline how their needs will directly improve outcomes.
2. Breaking the Cycle of Learned Helplessness
A major obstacle forensic leaders face is the mentality of “They won’t give us what we need.” It’s easy to blame upper management, but this external locus of control doesn’t solve problems. Supervisors must take ownership and move beyond this mindset. Instead, supervisors should focus on what they can change internally and communicate effectively to encourage upper management to make the right decisions.
Forensic teams can’t keep waiting for change to come from the top down. Supervisors need to adopt a long-term mindset and develop strategies like a five-year plan to implement incremental improvements. Bringing solutions to the table, framed in measurable terms that address liability, makes it easier to gain leadership support and make meaningful progress.
3. Tracking Data and Metrics for Forensic Unit Success
Data is your ally in leadership, especially when it comes to showing the need for improvements in forensic units. Supervisors should be tracking key metrics like case throughput, turnaround times, and resource utilization. Having these statistics will support your position when you’re asking for budget increases or additional staffing.
As mentioned in the interview, tracking stats is crucial for supporting your team’s needs. Too often, forensic supervisors fail to gather the necessary data to back up their requests, which weakens their arguments. By documenting performance and operational gaps, supervisors can demonstrate the quantifiable value of proposed changes.
4. Understanding the Cultural Landscape and Changing It from Within
Culture plays a significant role in any organization. When supervisors inherit a toxic culture or are dissatisfied with the current team dynamics, they must start by understanding the existing culture. This means getting to know your team, understanding their experiences, and recognizing the underlying causes of discontent or stagnation.
The first step in addressing negative culture is to assess the people and history. Change doesn’t happen overnight, especially if the issues are deeply rooted. Supervisors should begin with small, manageable improvements—showing consistent support and building trust with their teams. Over time, positive cultural shifts will occur as supervisors set clear values, goals, and expectations.
5. Leading with Gratitude and Encouragement
Supervisors are often responsible for motivating their teams, but this can be difficult if your leadership style isn’t naturally inclined toward positive reinforcement. An attitude of gratitude and words of encouragement are simple but effective tools for building morale and fostering a collaborative environment. The negative effects of a single discouraging comment can be felt long after it is spoken, so it’s important for supervisors to be mindful of how they communicate with their team.
By recognizing achievements, even the small wins, supervisors can boost confidence and foster a culture of continuous improvement. Just as important is maintaining a posture of humility and appreciation, especially during challenging times. Showing gratitude can be a game changer in shifting the mindset of your team from frustration to forward momentum.
6. Embracing Failure as Part of Growth
Failure is inevitable, and it’s important for supervisors to create an environment where it’s viewed as an opportunity for growth rather than something to avoid. As Theodore Roosevelt famously said, “It is not the critic who counts… The credit belongs to the one who is actually in the arena.” Supervisors need to lead by example, accepting that mistakes will happen and that they are a natural part of the journey toward improvement.
A supervisor who is open about their mistakes and shows resilience in the face of setbacks encourages their team to do the same. Failing forward helps teams develop a problem-solving mindset and fosters a culture where growth, learning, and innovation are prioritized.
7. Get to Know Your Team and Understand Their Roles
Effective leadership starts with understanding the people you’re leading. As the expert in the podcast shared, getting to know your team and understanding their roles is the first step in creating a supportive and productive work environment. Take time to learn their names, what they do, and how they contribute to the success of the unit.
Once you understand the dynamics of your team, you can begin building trust and laying the groundwork for meaningful culture change. Make sure to approach this process with patience and humility. Culture transformation takes time, but the effort pays off in the long run.
Conclusion: Empowering Forensic Supervisors to Build an Outstanding Forensic Unit Culture
As forensic supervisors, it’s essential to create an environment of accountability, communication, and growth. By focusing on measurable outcomes, tracking data, and embracing a proactive approach to cultural change, you can transform your forensic unit and overcome any challenges that come your way. It starts with understanding your team, speaking the language of executive leaders, and leading by example with gratitude and humility.
Unlimited Access to this Training on Forensic Unit Culture
If you want to dive deeper into Shawn Henderson’s insights and learn from other forensic leadership experts, get access to the 2022 Forensic Supervisor Success Summit Replay.
With the All-Access Pass, you’ll gain exclusive resources, tools, and methods you need to start thriving as a forensic supervisor.
👉 Purchase the full replay here
Don’t miss this opportunity to enhance your leadership skills and build stronger forensic teams!
Keep Learning: More Insights from Forensic Leadership Experts
If you’re eager to continue exploring the topics covered at the 2022 Forensic Supervisor Success Summit, be sure to check out these podcast episodes featuring more of the summit’s expert speakers:
- Prioritizing When You Supervise Multiple Forensic Units with Larry Stringham
- Having Conversations with Your Chain of Command with Ryan Berry
- Gaining Buy-In from Your Team and Chain of Command with Steven Moser
