Time Management as a Police Supervisor.
Of the four types of time manager there are, I would designate myself a type two. I think that I take a slow approach to critical activities, rather than either taking a fast approach, or taking the nocturnal approach favoured by types III and IV (Whisenand & McCain, 2015, 138). I prefer to form relationships, build my team up and form a solid bedrock which will serve me well while a team is with me, rather than being someone who is spurred on purely by deadlines and crises of various sorts. In short, I prefer to act, rather than react, to circumstances.
While a type I time manager does get things done, in the long run, it feels as though that type would constantly be on the run in an attempt to get things done, as though they were chasing behind what needed to be done. A type II manager will be prepared in time to get things done when they come up, and should always feel in control, because of their focus on team-building, communication, and long-range planning (Whisenand & McCain, 2015, 138).
The end goal of type II time managers is “to manage their life effectively” (Whisenand & McCain, 2015, 139). With that in mind, to become an effective time manager in this style, I would make a concerted effort to become acquainted with the people I would be likely to work with and meet on a regular basis within my place of work, thereby ensuring that I was fully aware of their skills, capabilities, and potentialities. I would then combine this knowledge with a set of clear-cut goals, so I was able to create a set path for myself and any team members to follow. Having set goals and processes will allow me to handle crises as they come, because, through the use of effective communication and planning, I will have created a space where I am in control. Having invested the time prior to any crises happening in building up an environment which will be supportive and helpful during said crises, I will be able to spend my time attending to the task at hand, rather than first having to create a space which will enable me to act.
References
Whisenand, P. M. & McCain, E. D. (2015). Supervising Police Personnel: Strengths-Based Leadership. (8th. Ed.) Upper Saddle River, NJ: Prentice Hall. Pp. 136-146.
