Creating Cohesive Teams
“The nice thing about teamwork is that you always have others on your side”
We often use the word team casually, saying things like, “Let’s work as a team” or “We’re a solid team here.” However, simply calling a group a team doesn’t ensure it will function effectively as one.
We tend to think of team as a noun—a label for a group of people. But it’s equally powerful to think of it as a verb. Teaming—the act of working together cohesively and collaboratively—is where real effectiveness begins. Forming a team is only the first step; it’s in the intentional act of teaming that true connection, performance, and problem-solving take shape.
For leaders at the Decatur Police Department, guiding a group toward becoming a high-functioning team requires more than shared uniforms or job titles. It demands a culture that supports open communication, mutual respect, and a shared sense of purpose. These elements don’t just build unity—they are the foundation for healthy conflict resolution.
In high-pressure environments like policing, conflict is inevitable—between team members, shifts, or external partners. But cohesive teams don’t avoid conflict; they engage with it constructively. When communication is open and respect is mutual, disagreements become opportunities to learn, clarify, and grow. Leaders who foster this kind of environment not only build stronger teams—they reduce tension, increase trust, and model the kind of problem-solving that strengthens the entire department.
Creating Cohesive Teams: Self-Assessment
Please take a few moments to contemplate the following self-reflection questions. Where can you identify opportunities for personal growth in your leadership approach?
Do I actively work to create a safe environment where team members feel comfortable sharing their ideas?
Do I encourage team members to collaborate and leverage each other’s strengths?
Do I invite input from all team members, including quieter voices?
Do I address disrespectful or unprofessional behavior when it occurs?
Do I set aside time for team members to openly discuss their challenges and successes?
Do I give constructive feedback aimed at improvement rather than criticism?
Do I actively listen to team members’ concerns and respond thoughtfully?
Does my team effectively resolve conflict in a way that strengthens relationships and promotes collaboration?
Let’s begin our work on building stronger, more cohesive teams by focusing on open communication. In a policing environment, open communication isn’t just a nice-to-have—it’s essential for safety, coordination, and trust. It begins with a commitment to honesty, transparency, and inclusion. That means creating a culture where officers feel safe sharing ideas, raising concerns, and giving input—without fear of judgment or pushback.
When officers know their voices matter, they’re more likely to speak up, share key information, and look out for one another. This leads to better decision-making and a tighter, more unified team.
As a leader, here are actions you can take to strengthen open communication in your unit:
Clarify how to communicate: Whether it’s through shift briefings, informal squad room talks, or digital platforms—make sure your team knows when, where, and how to speak up.
Welcome different views: Officers come with a variety of experiences and instincts. Make it clear that these different perspectives are not only allowed—but valued.
Keep the conversation going: Regular check-ins, honest feedback, and peer discussions help build trust and encourage ongoing communication.
“Open-door” moments—where every officer is invited to share observations or ideas—can build habits of collaboration that benefit both morale and operations.
Ask Yourself: How are you creating opportunities for your team to speak openly and be heard.
Next is mutual respect—a critical component of any high-functioning police team. Respect builds trust, fosters cooperation, and creates a culture where people have each other’s backs. When officers feel respected, they’re more willing to collaborate, accept feedback, and work through differences without conflict.
Respect doesn’t mean everyone agrees—it means everyone is heard. And when that becomes the norm, conflicts are handled professionally, and teams stay focused on their mission.
As a police leader, you build mutual respect when you:
Model respect in every interaction—listen actively, stay present, and acknowledge effort.
Set expectations that everyone treats each other with professionalism and courtesy.
Recognize and value each team member’s unique strengths, backgrounds, and contributions.
A culture of respect helps eliminate silos, reduces tension, and helps officers operate as one unified team. It sends the message: “We are stronger together.”
Ask Yourself: What are you doing to show respect to your team—and how are you encouraging them to do the same with each other?
“The best team is not the team with the best players, but the team that plays best together.”
For any successful team, a shared sense of unity and purpose is essential. When team members feel connected by a common goal, they become more motivated, supportive, and resilient in the face of challenges.. By cultivating this collective mindset, you can transform a group of individuals into a cohesive unit that is greater than the sum of its parts. The following short story illustrates how a team’s cohesiveness can make all the difference in reaching their goals and overcoming obstacles together.
"The Alley Call"
Officer Martinez had only been on the force for six months when her unit responded to a tense domestic disturbance in a narrow alleyway. The call seemed routine at first, but as they arrived, the situation escalated—shouting turned into a struggle, and backup had yet to arrive.
Martinez froze. Her training kicked in, but her nerves betrayed her. She hesitated, unsure of how to move forward. That’s when Sergeant Blake’s voice came through the radio—steady, calm, and direct.
“Martinez, take the left. Jenkins, I’m with you on the right. Watch each other’s backs.”
Without skipping a beat, her teammates fell into motion—not because they rehearsed this exact moment, but because they trusted each other. Every officer knew their role. Every movement was fluid. The situation de-escalated quickly, and no one was hurt.
Later that evening, Sergeant Blake gathered the team and said, “We didn’t just handle that call well—we handled it together. That’s what makes us strong. It’s not about who’s the best shot or who’s the fastest—it’s about having each other’s back without hesitation.”
Martinez nodded. In that moment, she realized that cohesiveness wasn’t just a feel-good word—it was the difference between chaos and control, danger and safety, failure and success.
A cohesive team elevates each member’s strengths, creating outcomes greater than the sum of their parts.
Consider these questions:
Have you ever experienced a moment on duty where team cohesion made a difference? What happened?
What might have gone differently in the story if the team wasn’t cohesive or didn’t trust each other?
How do you personally contribute to team cohesion on your shift?
To build a more cohesive team that is better equipped to handle conflict resolution, it's essential to establish trust, shared norms, and a culture that values open dialogue. Here are key best practices to support this goal:
Set Clear Expectations for Behavior
Define what respectful communication looks like.
Establish ground rules for how the team will handle disagreements.
Build Psychological Safety
Create an environment where team members feel safe speaking up without fear of retaliation or ridicule.
Encourage honest feedback and admit when you're wrong to model vulnerability.
Foster Strong Relationships
Encourage informal check-ins and team-building activities that help officers connect beyond just the task at hand.
Teams that trust each other personally are more likely to resolve professional conflicts constructively.
Practice Active Listening
Train and expect team members to listen with the intent to understand, not to respond.
Restating what others have said to confirm understanding can diffuse tension quickly.
Encourage Open and Timely Communication
Address small issues before they become bigger problems.
Promote a “no surprises” culture where concerns are voiced early and respectfully.
Use Conflict as a Learning Opportunity
After resolving conflict, debrief with the team to explore what was learned and how to improve moving forward.
This helps normalize conflict as part of growth and not as a threat.
Promote Shared Goals
Re-center team members around their common mission, especially in law enforcement where public service is the unifying purpose.
Emphasizing shared purpose reduces the “us vs. them” mentality within teams.
Develop Strong Leadership Presence
Leaders should remain neutral during conflict and guide the process with fairness and clarity.
A calm, steady presence can prevent escalation and set a constructive tone.
Enhance your understanding of Clarity, Conciseness, and Consistency by reviewing the following resources. Take this opportunity to enhance your leadership effectiveness and expand your influence within the department and community.
Teams That Collaborate, Innovate | Berkeley Exec E
Eight Ways to Build Collaborative Teams
How To Foster Collaboration In Your Team: 21 Best Practices
