Traditionally leadership involves influencing and inspiring others to work towards a common goal. By definition, a leader is someone who has followers or individuals who willingly choose to be influenced by their leadership. Therefore, the concept of leadership implies the presence of followers.  However,  leadership is not solely tied to a formal position or title. Leadership can also be exhibited in various contexts and situations where one takes charge, provides direction, and inspires others, even if there are no direct followers in the traditional sense.  For instance, in entrepreneurial or innovative endeavors, an individual may lead by pioneering a new idea or vision, even before others join or become followers. In this case, they may not have immediate followers, but their leadership actions and impact can attract and inspire others to join their cause.

While leadership typically involves having followers, there are situations where individuals can exhibit leadership qualities and actions without immediate followers. The essence of leadership lies in inspiring, influencing, and guiding others towards a shared purpose or goal, whether there are followers present at a given moment or they are yet to be attracted or developed.

But what about those situations where there are medium and large organizations in which there are multiple levels of leaders who are both leading and following at the same time?  By embracing an emerging concept of “Middle Leadership,” we can unlock several benefits to individuals, teams, and more importantly our organizations.  The idea of Middle Leaders is just about leaders.  But what about those followership aspects of these middle leaders who must lead and follow simultaneously.  For these people, I’m going to suggest that we refer to the concept as “Liminal Leaders.”  Liminal Leadership offers a structured approach to discover and describe the benefits, trials, and challenges of both leading and following simultaneously, enabling us to achieve even greater potential within our organizations.

The Need for Liminal Leaders and Followers.

The word "liminal" comes from the Latin word "limen," which means "threshold" or "boundary." It describes the state of being in a transitional or in-between space, not fully belonging to one side or the other.  In the context of leadership and followership, being in a liminal position suggests occupying a role that combines elements of both leadership and followership. It implies having qualities and responsibilities of a leader while still acknowledging and respecting the authority and guidance of others. Individuals in this position often navigate the dynamics of leadership and followership, bridging the gap and operating within the transitional space.

Being in a liminal position can involve qualities such as being a facilitator, collaborator, or integrator, working to bring together the perspectives and contributions of both leaders and followers. It implies having the ability to lead by example while also being receptive and responsive to the guidance and direction of higher-level leaders.  The term "liminal" captures the idea of occupying a middle ground or threshold position between a leader and a follower, suggesting a nuanced and dynamic role that combines elements of both.

Stuck In the Middle

With many organizations having multiple levels of positional leaders and followers, most of the people in the middle of the organization hierarchy are in a role where they must lead and follow simultaneously.  When one person embodies both a leader and a follower role, it can be referred to as "leading from the middle," "leading without authority," or "leading by example." In this context, the individual takes on the responsibilities and characteristics of both a leader and a follower, demonstrating leadership qualities while also actively supporting and collaborating with others.  This approach acknowledges that leadership is not limited to a specific position or title but can be exercised by anyone within a team or organization. The person leading from the middle takes initiative, provides guidance, and sets an example for others, while also recognizing and respecting the contributions and expertise of their peers and superiors.

Middle leaders/followers embody the idea of a liminal situation and must navigate the complexities of leadership and followership simultaneously, leveraging their influence to drive positive change and achieve shared goals.  In essence, middle leadership involves embracing both leadership and followership roles to effectively contribute to the team's success and inspire others through their actions, ideas, and collaboration.  In order to be an effective leader and an effective follower simultaneously, middle leaders need to understand and apply concepts of leader-follower synthesis. 

Leader-Follower Synthesis

"Leader-Follower Synthesis" refers to a concept where the traditional dichotomy between leaders and followers is excelled or blended into a more integrated and collaborative approach to leadership and followership. It involves combining the qualities and behaviors of both leaders and followers to create a unified and cohesive approach to achieving collective goals.

In a Leader-Follower Synthesis model, individuals may interchangeably assume leadership and followership roles based on their expertise, strengths, and the specific needs of the situation. The emphasis is on shared responsibility, collaboration, behaviors, and the recognition that leadership can emerge from any level within the group or organization.

Key characteristics of Leader-Follower Synthesis may include:

Synthesized Decision-making:

Leaders and followers engage in participatory decision-making processes, where everyone's input and perspectives are valued and considered not based on position, but rather on knowledge skills and abilities. The focus is on generating ideas, exploring different options, and reaching decision using the best viable options available.  A leader-follower synthesis model has a significant impact on shared decision-making within a group or organization. In this model, shared decision-making is not limited to leaders alone, but involves active participation and input from both leaders and followers. Here's how a leader-follower synthesis model influences shared decision-making:

• Inclusion of Diverse Perspectives: A leader-follower synthesis model recognizes that individuals in various roles bring unique perspectives and insights. Shared decision-making allows for the inclusion of diverse viewpoints, ensuring that decisions are well-rounded and consider multiple angles. Leaders actively seek input from followers, valuing their expertise and experiences in the decision-making process.
• Collaborative Decision-Making: Shared decision-making becomes a collaborative effort in a leader-follower synthesis model. Leaders facilitate a participatory approach where everyone has an opportunity to contribute their ideas, suggestions, and concerns. Through open dialogue and collaboration, decisions are reached through consensus or compromise, leveraging the collective wisdom and expertise of the group.
• Empowerment and Ownership: Followers in a leader-follower synthesis model are empowered to actively engage in decision-making. Leaders provide a supportive environment where followers feel comfortable expressing their opinions and taking ownership of decisions. This empowerment fosters a sense of ownership, commitment, and accountability among followers, resulting in greater dedication to implementing the decisions effectively.
• Transparency and Communication: Shared decision-making requires open and transparent communication channels. Leaders in a leader-follower synthesis model ensure that information relevant to the decision-making process is shared with followers. This transparency builds trust and enables informed participation from all involved, enhancing the quality and acceptance of the decisions made.
• Flexibility and Adaptability: In a leader-follower synthesis model, shared decision-making allows for flexibility and adaptability. Leaders recognize that different decisions may require different approaches, and they are open to adjusting their leadership style based on the situation. This flexibility encourages followers to contribute their ideas and adapt their roles to effectively address the evolving needs and challenges.

Generally leader-follower synthesis fosters a culture of shared decision-making by promoting inclusivity, collaboration, empowerment, and open communication. It leverages the collective intelligence and expertise of both leaders and followers, resulting in decisions that are more comprehensive, well-informed, and aligned with the goals and values of the group or organization.

Synthesized Empowerment:

Both leaders and followers are empowered to take ownership of their roles and contribute proactively to the group's objectives. Followers are encouraged to exhibit leadership behaviors, such as taking initiative, offering suggestions, and influencing the direction of the team.  A leader-follower synthesis model has a significant impact on empowerment within a group or organization. This model shifts the traditional power dynamics and encourages a collaborative and inclusive approach to leadership and followership. Here's how a leader-follower synthesis model influences empowerment:

• Shared Responsibility: In a leader-follower synthesis model, leaders share responsibility with their followers. Rather than hoarding power and decision-making authority, leaders delegate tasks and responsibilities, empowering followers to take ownership of their roles and contribute meaningfully. This shared responsibility fosters a sense of empowerment among followers, as they are entrusted with important tasks and decision-making opportunities.

• Trust and Autonomy: Leaders in a leader-follower synthesis model trust their followers' abilities and provide them with autonomy to make decisions within their respective areas of responsibility. This trust and autonomy empower followers to exercise their judgment, take initiative, and explore innovative solutions. It enables them to develop their skills, gain confidence, and contribute to the overall success of the group or organization.
• Supportive Environment: Leaders in a leader-follower synthesis model create a supportive environment that nurtures the growth and development of their followers. They provide guidance, mentorship, and resources necessary for followers to succeed in their roles. By offering support and removing barriers, leaders empower followers to overcome challenges, develop new skills, and reach their full potential.
• Recognition and Feedback: In a leader-follower synthesis model, leaders recognize and appreciate the contributions of their followers. They provide constructive feedback and acknowledge the efforts and achievements of their followers. This recognition boosts followers' confidence and self-esteem, reinforcing their sense of empowerment and motivation to continue making valuable contributions.
• Development of Leadership Skills: A leader-follower synthesis model emphasizes the development of leadership skills among followers. Leaders invest in the growth and advancement of their followers, providing opportunities for training, mentoring, and leadership development. By empowering followers to enhance their leadership capabilities, leaders create a pipeline of future leaders and foster a culture of continuous learning and growth.

Overall, a leader-follower synthesis model promotes empowerment by redistributing power, fostering trust, creating a supportive environment, recognizing contributions, and investing in the development of followers' leadership skills. It allows individuals at all levels to have a sense of agency, influence, and impact, leading to increased engagement, commitment, and organizational success.

Synthesized Communication:

There is a culture of open and transparent communication, where leaders and followers actively exchange ideas, feedback, and information. Constructive feedback is welcomed, and discussions are encouraged to foster learning and growth.  A leader-follower synthesis model enhances open communication within a group or organization by creating an environment that encourages and values the exchange of ideas, perspectives, and information. Here's how a leader-follower synthesis model impacts open communication:

• Non-Hierarchical Communication: In a leader-follower synthesis model, communication is not limited to top-down or one-way channels. Leaders actively encourage and facilitate open communication that transcends hierarchical boundaries. Followers feel empowered to express their thoughts, concerns, and suggestions without fear of retribution or judgment. This open communication allows for a free flow of ideas and information.
• Active Listening: Leaders in a leader-follower synthesis model practice active listening, demonstrating genuine interest in what followers have to say. They give followers their full attention, seek clarification, and show empathy. By listening attentively, leaders foster an atmosphere of trust and openness, encouraging followers to express themselves more freely.
• Valuing Diverse Perspectives: In a leader-follower synthesis model, leaders recognize and value diverse perspectives within the group. They actively seek input from followers, acknowledging that different viewpoints can lead to more comprehensive and well-rounded decision-making. By creating space for diverse perspectives, leaders encourage open communication and ensure that all voices are heard.
• Constructive Feedback: A leader-follower synthesis model promotes a culture of constructive feedback. Leaders and followers provide feedback to one another in a respectful and supportive manner. This feedback helps individuals improve their performance, fosters growth, and strengthens communication channels. It encourages open and honest dialogue, ensuring that ideas and concerns are addressed effectively.
• Transparent Information Sharing: Leaders in a leader-follower synthesis model prioritize transparent information sharing. They provide followers with relevant and timely information related to the group's goals, challenges, and decisions. Transparent communication builds trust and ensures that everyone has access to the necessary information to contribute effectively.
• Encouraging Collaboration: A leader-follower synthesis model emphasizes collaboration among leaders and followers. Leaders promote collaborative communication channels such as team meetings, brainstorming sessions, and cross-functional discussions. These collaborative platforms facilitate open communication, encourage idea sharing, and foster a sense of shared ownership among team members.
• Addressing Communication Barriers: Leaders in a leader-follower synthesis model proactively address communication barriers and promote an environment where open communication can thrive. They identify and mitigate factors such as hierarchy, fear, and siloed thinking that hinder effective communication. By removing these barriers, leaders create space for open and transparent communication.

Overall, a leader-follower synthesis model enhances open communication by promoting non-hierarchical communication, active listening, valuing diverse perspectives, providing constructive feedback, transparent information sharing, encouraging collaboration, and addressing communication barriers. This model fosters an environment where individuals feel comfortable expressing their ideas, concerns, and feedback, leading to improved understanding, engagement, and collaboration within the group or organization.

Synthesized Collaboration and Teamwork:

Leaders and followers work together as a cohesive unit, leveraging each other's strengths and expertise. Roles and responsibilities may be flexible and dynamic, adapting to the needs of the team and the specific tasks at hand. A leader-follower synthesis model has a profound impact on collaboration and teamwork within a group or organization. By blurring the traditional boundaries between leaders and followers, this model fosters a culture of shared responsibility and active participation, leading to enhanced collaboration and teamwork. Here's how a leader-follower synthesis model influences collaboration and teamwork:

• Shared Goals and Vision: In a leader-follower synthesis model, leaders and followers work together to establish and articulate shared goals and a compelling vision. This shared sense of purpose aligns the efforts of the entire team, creating a unified direction and fostering collaboration toward common objectives.
• Open and Transparent Communication: A leader-follower synthesis model emphasizes open and transparent communication channels. Leaders encourage and facilitate the exchange of ideas, information, and feedback among team members. This open communication builds trust, facilitates understanding, and ensures that everyone is on the same page, enhancing collaboration and teamwork.
• Active Participation and Engagement: Followers in a leader-follower synthesis model are actively engaged and encouraged to contribute their unique perspectives, expertise, and skills. Leaders create an inclusive environment where all team members feel valued and empowered to actively participate in team discussions, problem-solving, and decision-making. This active participation fosters a sense of ownership, commitment, and shared responsibility for the team's outcomes.
• A leader-follower synthesis model has a profound impact on collaboration and teamwork within a group or organization. By blurring the traditional boundaries between leaders and followers, this model fosters a culture of shared responsibility and active participation, leading to enhanced collaboration and teamwork. Here's how a leader-follower synthesis model influences collaboration and teamwork:
• Shared Goals and Vision: In a leader-follower synthesis model, leaders and followers work together to establish and articulate shared goals and a compelling vision. This shared sense of purpose aligns the efforts of the entire team, creating a unified direction and fostering collaboration toward common objectives.
• Open and Transparent Communication: A leader-follower synthesis model emphasizes open and transparent communication channels. Leaders encourage and facilitate the exchange of ideas, information, and feedback among team members. This open communication builds trust, facilitates understanding, and ensures that everyone is on the same page, enhancing collaboration and teamwork.
• Active Participation and Engagement: Followers in a leader-follower synthesis model are actively engaged and encouraged to contribute their unique perspectives, expertise, and skills. Leaders create an inclusive environment where all team members feel valued and empowered to actively participate in team discussions, problem-solving, and decision-making. This active participation fosters a sense of ownership, commitment, and shared responsibility for the team's outcomes.

Overall, a leader-follower synthesis model enhances collaboration and teamwork by establishing shared goals and vision, promoting open communication, encouraging active participation, embracing collaborative decision-making, leveraging individual strengths, fostering mutual support and interdependence, and fostering a culture of continuous learning and growth. These elements combine to create a collaborative and synergistic team dynamic that drives success and achievement of shared objectives.

Synthesized Development of Skills:

Followers are encouraged to develop leadership skills, and leaders actively support the growth and development of their followers. This approach fosters a culture of continuous learning and leadership development throughout the organization.  A leader-follower synthesis model has a significant impact on the development of leadership skills within a group or organization. This model promotes the idea that leadership can emerge from any level and encourages the growth and development of leadership skills among both leaders and followers. Here's how a leader-follower synthesis model impacts the development of leadership skills:

• Expanded Leadership Opportunities: In a leader-follower synthesis model, followers are empowered to take on leadership roles and responsibilities. This creates opportunities for individuals to develop and practice their leadership skills. By allowing followers to lead in specific areas or projects, the model provides them with hands-on experience and exposure to leadership challenges, fostering the growth of their leadership abilities.
• Mentoring and Guidance: Leaders in a leader-follower synthesis model play a crucial role in mentoring and guiding their followers' leadership development. They provide support, feedback, and coaching to help followers enhance their leadership skills. Through regular interactions and mentorship, leaders help followers identify their strengths, areas for improvement, and provide guidance on how to develop their leadership capabilities.

• Collaborative Learning: A leader-follower synthesis model encourages collaborative learning among team members. Leaders and followers learn from one another by sharing knowledge, experiences, and insights. This collaborative learning environment provides opportunities for individuals to develop their leadership skills through exposure to diverse perspectives, problem-solving discussions, and constructive feedback from their peers.
• Shared Decision-making: In a leader-follower synthesis model, leaders involve followers in the decision-making process. This engagement allows followers to develop decision-making and critical thinking skills. They gain experience in analyzing situations, considering various viewpoints, and making informed choices. Through shared decision-making, followers develop leadership skills such as problem-solving, communication, and strategic thinking.
• Responsibility and Accountability: A leader-follower synthesis model promotes shared responsibility and accountability. Followers are entrusted with specific tasks and are held accountable for their outcomes. This responsibility encourages followers to take ownership of their work, make decisions, and demonstrate leadership in their roles. By assuming responsibility and being accountable, followers develop leadership skills related to decision-making, problem-solving, and taking initiative.
• Feedback and Reflection: Leaders in a leader-follower synthesis model provide feedback and create opportunities for reflection on leadership behaviors and performance. This feedback helps followers gain self-awareness and identify areas for improvement. By reflecting on their actions, followers can continuously refine and develop their leadership skills.
• Continuous Learning and Growth: A leader-follower synthesis model fosters a culture of continuous learning and growth. Leaders and followers are encouraged to seek learning opportunities, attend training programs, and engage in professional development activities. This commitment to ongoing learning enhances the development of leadership skills, as individuals strive to improve their knowledge, capabilities, and effectiveness as leaders.

Overall, a leader-follower synthesis model impacts the development of leadership skills by creating expanded leadership opportunities, providing mentoring and guidance, promoting collaborative learning, engaging in shared decision-making, fostering responsibility and accountability, offering feedback and reflection, and encouraging continuous learning and growth. This model recognizes that leadership is a dynamic process that can be nurtured and developed at all levels, leading to the growth and effectiveness of leaders and followers alike.  Leader-Follower Synthesis aims to create a collaborative and inclusive environment that harnesses the collective intelligence and strengths of all individuals within the group or organization. It recognizes that effective leadership can emerge from various sources and that successful outcomes are often achieved through shared efforts and a synergy between leaders and followers.

Can Leader-Follower Synthesis emanate from one single person?

Leader-follower synthesis typically involves the collaboration and integration of multiple individuals within a hierarchical group or organization.  However, it is possible for a single person to embody aspects of this model.  Through self-leadership, inclusive decision-making, collaboration, effective and active following, enhanced communication skills including active listening, and continuous learning and growth, an individual person can display and practice both leader and follower knowledge, skills, and abilities. 

Self-Leadership:

A single person can practice self-leadership by taking responsibility for their own actions, setting goals, and demonstrating self-motivation and self-discipline. They can exhibit the qualities of a leader by being proactive, making informed decisions, and taking ownership of their work and personal development.

Inclusive Decision-Making:

Even as an individual, one can incorporate inclusive decision-making practices by seeking input from others, considering different perspectives, and weighing diverse options before making decisions. This approach involves actively seeking feedback, engaging in self-reflection, and being open to learning from others.

Collaboration with Others:

Whether in a formal leader-follower relationship or operating as both leader and follower, a single person can still collaborate effectively with others. They can build relationships, establish mutual respect, and foster a sense of teamwork by seeking opportunities to work together, share ideas, and support others in their endeavors. This collaborative mindset can promote a positive and supportive environment. An individual can collaborate as both a leader and follower by adopting a flexible and adaptive approach to their roles.  By embodying these practices, an individual can effectively collaborate as both a leader and follower, fostering a culture of collaboration, trust, and shared success.

Effective and Active Followership:

Being an effective and active follower requires certain qualities and behaviors regardless of whether you are in a leadership or followership role.  Even as a single person, one can practice active followership by being engaged, supportive, and proactive in supporting the goals and vision of others. This involves demonstrating a willingness to contribute, being receptive to feedback and guidance, and aiding colleagues or leaders when needed.  These actions contribute to a positive and collaborative work environment, promote team success, and enhance personal and professional growth.

Communication and Feedback:

Communication and feedback are essential aspects of effective leadership and followership. Effective communication skills can be demonstrated by actively listening, expressing thoughts and ideas clearly, and providing constructive feedback to others. Even as an individual, one can engage in open and transparent communication with colleagues, stakeholders, or superiors, fostering an environment of trust and understanding.  By utilizing effective communication and feedback practices in both leadership and followership roles, individuals can foster understanding, collaboration, and continuous improvement within the team or organization. These practices contribute to building strong relationships, promoting trust, and enhancing overall performance and success.

Continuous Learning and Growth:

Continuous learning and growth are crucial for both leaders and followers to stay relevant, adapt to change, and reach their full potential.  Embracing a mindset of continuous learning and personal growth is a key aspect of the leader-follower synthesis. A single person can embody this concept by seeking opportunities for self-improvement, pursuing professional development, and reflecting on their experiences to identify areas for growth and enhancement. 

By actively pursuing continuous learning and growth as both a leader and follower, individuals can enhance their skills, knowledge, and effectiveness in their respective roles. It enables them to adapt to changing circumstances, contribute to the success of the team or organization, and reach their full potential.

It is important to note that while an individual can embody certain aspects of the leader-follower synthesis model, the full realization of this model often requires the participation and collaboration of multiple individuals within a group or organization. The integration of leader and follower qualities is more likely to be fully realized and effective when there is a collective effort and a shared commitment to collaboration and mutual respect among all individuals involved.

How would a leader-follower synthesis model impact succession planning in organizations?

The leader-follower synthesis model can have a significant impact on succession planning within organizations. Traditionally, succession planning has focused on identifying and grooming individuals for specific leadership positions. However, the leader-follower synthesis model encourages a more collaborative and inclusive approach to leadership development and succession planning. Let’s look at how leader-follower synthesis can influence succession planning.

Talent Identification and Development:

The leader-follower synthesis model emphasizes the importance of developing leadership qualities and skills at all levels of an organization. Instead of solely focusing on a select few individuals for leadership positions, the model recognizes that leadership potential exists in various roles and encourages the identification and development of talent across the organization. This expands the talent pool for succession planning.

Collaboration and Knowledge Transfer:

In the leader-follower synthesis model, there is an emphasis on collaboration and shared decision-making. This approach fosters a culture of knowledge sharing and learning, allowing leaders and followers to exchange ideas, insights, and experiences. As part of succession planning, this collaborative environment enables the transfer of knowledge and expertise from current leaders to potential successors, ensuring a smoother transition of leadership.

Broadening Leadership Skills:

The leader-follower synthesis model encourages individuals to embody both leadership and followership qualities. This approach promotes the development of well-rounded leaders who possess a diverse set of skills, including the ability to lead, follow, collaborate, and communicate effectively. By broadening the focus of leadership development, succession planning can identify individuals who can adapt to different leadership roles and contribute to organizational success in various capacities.

Succession Pipeline Development:

The leader-follower synthesis model supports the creation of a robust succession pipeline that goes beyond traditional hierarchical structures. It involves identifying and nurturing individuals who demonstrate leadership potential and followership qualities at various levels and in various roles. This expanded succession pipeline ensures a continuous supply of potential leaders who can step into leadership positions when needed, increasing organizational resilience and agility.

Shared Leadership:

The leader-follower synthesis model challenges the notion that leadership is solely the responsibility of designated leaders. Instead, it encourages a shared leadership approach, where individuals at all levels can contribute to leadership and decision-making processes. Succession planning within this model involves identifying and preparing individuals who can effectively collaborate, share leadership responsibilities, and adapt to changing organizational dynamics.

Continuous Development and Adaptation:

The leader-follower synthesis model recognizes that leadership is an ongoing process that requires continuous development and adaptation. Succession planning within this model involves providing opportunities for ongoing learning, training, and mentorship to potential leaders and followers. It also emphasizes the need for leaders to continuously adapt and evolve their leadership style to meet the evolving needs of the organization.

By incorporating the principles of the leader-follower synthesis model into succession planning, organizations can create a more inclusive, collaborative, and adaptable approach to leadership development, especially for the liminal leader. This approach ensures a diverse pool of potential leaders, facilitates smooth leadership transitions, and promotes a culture of shared leadership throughout the organization.

Conclusion

Almost every medium and large-sized organization has significantly more people in middle-leadership positions, who are required to lead and follow simultaneously, than people in primarily leading or primarily following positions.  These liminal leaders need training in both leadership and followership.  So, if we focus on the behaviors rather than the positions, whether leading or following, or both, the liminal leader will act in a consistent manner.  The term "liminal" captures the idea of occupying a middle ground or threshold position between a leader and a follower, suggesting a nuanced and dynamic role that combines elements of both.  Middle leaders/followers embody the idea of a liminal situation and must navigate the complexities of leadership and followership simultaneously, leveraging their influence to drive positive change and achieve shared goals.  In essence, liminal leadership involves embracing both leadership and followership roles to effectively contribute to the individual, team, and organization's success and embody and inspire others through their actions, ideas, and collaboration.  In order to be an effective leader and an effective follower simultaneously, a person must embrace the idea of liminal leadership.

About the Author: Dr. Chris Fuzie is the owner of CMF Leadership Consulting and is currently is the Business/HR Manager for a District Attorney’s office in California. Chris is a Leaderologist II and Vice President of the National Leaderology Association (NLA) who holds a Doctor of Education (Ed. D), M.A. and B.A. in Organizational Leadership, and has graduate certificates in Human Resources and Criminal Justice Education. Chris is a developer, trainer, consultant for leadership of public, private, profit, and non-profit organizations since 2010. Chris is a graduate of the FBI National Academy and a former National Instructor for the International Association of Chiefs of Police and California P.O.S.T. Courses. Chris is the author of "Because Why... Understanding Behavior in Exigencies." and of "S.C.O.R.E. Performance Counseling: Save the Relationship, Change the Behavior." Chris is honorably retired from the Modesto Police Department after 28 years of public service leading such teams as the Homicide Team, the Hostage Negotiations Team, the Street-Level Drug Team and the School Police Officer Team.