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Schwein, Richard D. Title Transforming Leadership in the FBI A Author(s) Schwein, Richard D. Title Transforming leadership in the FBI a recommendation for strategic change Publisher Monterey, California. Naval Postgraduate School Issue Date 2007-03 URL http://hdl.handle.net/10945/3665 This document was downloaded on October 11, 2013 at 09:01:39 NAVAL POSTGRADUATE SCHOOL MONTEREY, CALIFORNIA THESIS TRANSFORMING LEADERSHIP IN THE FBI: A RECOMMENDATION FOR STRATEGIC CHANGE By Richard D. Schwein Jr. March 2007 Thesis Advisor: Christopher Bellavita Co - Advisor: David Brannan Approved for public release; distribution is unlimited THIS PAGE INTENTIONALLY LEFT BLANK REPORT DOCUMENTATION PAGE Form Approved OMB No. 0704-0188 Public reporting burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instruction, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to Washington headquarters Services, Directorate for Information Operations and Reports, 1215 Jefferson Davis Highway, Suite 1204, Arlington, VA 22202-4302, and to the Office of Management and Budget, Paperwork Reduction Project (0704-0188) Washington DC 20503. 1. AGENCY USE ONLY (Leave blank) 2. REPORT DATE 3. REPORT TYPE AND DATES COVERED March/2007 Master’s Thesis 4. TITLE AND SUBTITLE Transforming Leadership in the FBI: A 5. FUNDING NUMBERS Recommendation for Strategic Change 6. AUTHOR(S) Richard D. Schwein Jr. 7. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES) 8. PERFORMING ORGANIZATION Naval Postgraduate School REPORT NUMBER Monterey, CA 93943-5000 9. SPONSORING /MONITORING AGENCY NAME(S) AND ADDRESS(ES) 10. SPONSORING/MONITORING N/A AGENCY REPORT NUMBER 11. SUPPLEMENTARY NOTES The views expressed in this thesis are those of the author and do not reflect the official policy or position of the Department of Defense or the U.S. Government. 12a. DISTRIBUTION / AVAILABILITY STATEMENT 12b. DISTRIBUTION CODE Approved for public release; distribution is unlimited. A 13. ABSTRACT (maximum 200 words) The FBI has entered a critical point in its history. The new normalcy of the post-9/11 world has created seemingly insurmountable challenges that highlight the need to further examine the FBI’s policies, practices, and procedures used to identify, select, professionally develop, evaluate and place leaders in its Special Agent ranks. The FBI must identify its most capable leaders, set conditions for their success, and systematically place them in positions that will maximize their impact on the future of the organization. This research examines drivers and impediments that have led to the current methodologies used by the FBI to select and place its Special Agent leaders. It also reviews the current mechanisms for training and developing FBI Special Agent mid-level and executive managers and explores an alternative strategy to identify, select, professionally develop, evaluate and place ensuing generations of FBI Special Agent leaders. Finally, this research recommends specific courses of action and a new strategic framework, moving from a system of individual career management to a system of organizational career development or a leadership pipeline, to transform the FBI’s Special Agent leaders into standard setters within the larger intelligence and law enforcement communities they serve. 14. SUBJECT TERMS Federal Bureau of Investigation, Law Enforcement, National 15. NUMBER OF Security, Training and Education, Leadership, Organizational Change PAGES 140 16. PRICE CODE 17. SECURITY 18. SECURITY 19. SECURITY 20. LIMITATION OF CLASSIFICATION OF CLASSIFICATION OF THIS CLASSIFICATION OF ABSTRACT REPORT PAGE ABSTRACT Unclassified Unclassified Unclassified UL NSN 7540-01-280-5500 Standard Form 298 (Rev. 2-89) Prescribed by ANSI Std. 239-18 i THIS PAGE INTENTIONALLY LEFT BLANK ii Approved for public release; distribution is unlimited TRANSFORMING LEADERSHIP IN THE FBI: A RECOMMENDATION FOR STRATEGIC CHANGE Richard D. Schwein Jr. Supervisory Special Agent, Federal Bureau of Investigation B.S., Radford University, 1983 Submitted in partial fulfillment of the requirement for the degree of MASTER OF ARTS IN SECURITY STUDIES (HOMELAND SECURITY AND DEFENSE) from the NAVAL POSTGRADUATE SCHOOL March 2007 Author: Richard D. Schwein Jr. Approved by: Christopher Bellavita, Ph.D. Thesis Advisor David Brannan Ph.D. Co Advisor Dr. Douglas Porch Chairman, Department of National Security Affairs iii THIS PAGE INTENTIONALLY LEFT BLANK iv ABSTRACT The FBI has entered a critical point in its history. The new normalcy of the post- 9/11 world has created seemingly insurmountable challenges that highlight the need to further examine the FBI’s policies, practices, and procedures used to identify, select, professionally develop, evaluate and place leaders in its Special Agent ranks. The FBI must identify its most capable leaders, set conditions for their success, and systematically place them in positions that will maximize their impact on the future of the organization. This research examines drivers and impediments that have led to the current methodologies used by the FBI to select and place its Special Agent leaders. It also reviews the current mechanisms for training and developing FBI Special Agent mid-level and executive managers and explores an alternative strategy to identify, select, professionally develop, evaluate and place ensuing generations of FBI Special Agent leaders. Finally, this research recommends specific courses of action and a new strategic framework, moving from a system of individual career management to a system of organizational career development or a leadership pipeline, to transform the FBI’s Special Agent leaders into standard setters within the larger intelligence and law enforcement communities they serve. v THIS PAGE INTENTIONALLY LEFT BLANK vi TABLE OF CONTENTS I. INTRODUCTION........................................................................................................1 A. PROBLEM STATEMENT .............................................................................1 B. SIGNIFICANCE OF RESEARCH AND RESEARCH QUESTIONS.......2 C. SCOPE AND METHODOLOGY ..................................................................4 II. IDENTIFICATION AND DISCUSSION OF THE PROBLEM.............................7 A. DISCUSSION OF LEADERSHIP..................................................................7 B. INDICATORS THE FBI IS BROKEN..........................................................9 C. EVIDENCE OF LEADERSHIP AS THE CORE ISSUE ..........................14 D. DEFINING THE CENTRAL QUESTION .................................................18 III. UNDERSTANDING THE RELEVANCE AND STRATEGIC IMPLICATIONS .......................................................................................................25 A. ANALYSIS OF FBI STAKEHOLDERS AND POST-9/11 STRATEGIC SHIFT.....................................................................................25 B. DEFINING THE CENTRAL QUESTION AS A STRATEGIC ISSUE ..29 C. ANALYSIS OF THE SPECIAL AGENT WORKFORCE AND LEADERSHIP POOL ...................................................................................33 D. JUST ONE THING: DEVELOPMENT OF A STRATEGIC VISION AND STRATEGIC CHANGE GOAL.........................................................44 IV. EXPLORATION OF COMPREHENSIVE SOLUTIONS ....................................53 A. THE STRATEGY CANVAS: A COMPARISON OF LEADERSHIP SYSTEMS.......................................................................................................53 B. ANALYSIS OF STRENGTHS, WEAKNESSES, OPPORTUNITIES, AND THREATS OR CHALLENGES FOR FBI LEADERSHIP SYSTEMS.......................................................................................................61 C. A NEW STRATEGIC FRAMEWORK: THE LEADERSHIP PIPELINE.......................................................................................................65 D. INPUTS, OUTPUTS, AND OUTCOMES: A DISCUSSION OF DEVELOPING THE LEADERSHIP PIPELINE ......................................78 E. BENCHMARKING THE STRATEGIC ACTION REQUIRED TO DEVELOP AN FBI SPECIAL AGENT LEADERSHIP PIPELINE .......80 V. RECOMMENDATION FOR STRATEGIC CHANGE ........................................87 A. LOOKING BEYOND TRANSACTIONS ...................................................87 B. A POLICY RECOMMENDATION FOR LEADERSHIP TRANSFORMATION.................................................................................105 LIST OF REFERENCES....................................................................................................113 INITIAL DISTRIBUTION LIST .......................................................................................119 vii THIS PAGE INTENTIONALLY LEFT BLANK viii LIST OF FIGURES Figure 1. Stakeholder Analysis (After Bryson, Creating and Implementing Your Own Strategic Plan: A Workbook For Public and Nonprofit Organizations 2nd Edition) .....................................................................................................25 Figure 2. FBI Strategic Shift (After Briefing Slides Presented at the FBI Executive Development Institute, Quantico, Virginia, August 2006)..............................27 Figure 3. Strategy Canvas Comparing FBI Leadership Systems (From W. Chan Kim and Renee Mauborgne Blue Ocean Strategy, 2005)........................................60 Figure 4. FBI Special Agent Leadership
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