WEBVTT 1 00:00:00.908 --> 00:00:04.400 So I think leadership at CBP starts with our mission-focused culture. 2 00:00:04.400 --> 00:00:08.106 That's what we build it on. It's, why do we do what we do? 3 00:00:08.106 --> 00:00:09.693 How do we demonstrate that as leaders, 4 00:00:09.693 --> 00:00:11.637 the value of it, the importance of it. 5 00:00:11.637 --> 00:00:13.885 How do we engage our people to get them fired up about it? 6 00:00:13.885 --> 00:00:16.573 And I think the second key aspect for us is going to be, 7 00:00:16.573 --> 00:00:19.417 showing our people we care about them as human beings. 8 00:00:19.417 --> 00:00:22.635 Yes, they're serving in critical law enforcement roles. 9 00:00:22.635 --> 00:00:25.809 Yes, they have a tough job, and we need them out there doing it every day. 10 00:00:25.809 --> 00:00:27.965 But we also care about them and their families, 11 00:00:27.965 --> 00:00:29.922 and what they're going through in their lives. 12 00:00:29.922 --> 00:00:31.794 Those are the two aspects of leadership 13 00:00:31.794 --> 00:00:33.627 that I want us to demonstrate; 14 00:00:33.627 --> 00:00:35.128 that mission focus, 15 00:00:35.128 --> 00:00:37.069 and that support for our people. 16 00:00:38.825 --> 00:00:41.549 I think one of the key principles for this leadership year is, 17 00:00:41.549 --> 00:00:42.851 lead from where you are. 18 00:00:42.851 --> 00:00:45.701 And CBP has examples across all of our mission 19 00:00:45.701 --> 00:00:47.490 sets of that happening every day. 20 00:00:47.490 --> 00:00:53.263 I think of our task force liaison officer up in Boston, 21 00:00:53.263 --> 00:00:55.415 who basically created a national program, 22 00:00:55.415 --> 00:00:57.693 just because he saw a mission opportunity 23 00:00:57.693 --> 00:01:01.113 and a partnership opportunity with the Federal Bureau of Investigation. 24 00:01:01.113 --> 00:01:04.883 That kind of seeing an opportunity and seizing it, 25 00:01:04.883 --> 00:01:06.883 and then building it out and teaching others 26 00:01:06.883 --> 00:01:09.314 how they can do it in their areas of operation, 27 00:01:09.314 --> 00:01:11.157 I see that as leadership. 28 00:01:11.157 --> 00:01:14.046 We have a Border Patrol agent who knows we can get better 29 00:01:14.046 --> 00:01:15.592 at our mission by innovating, 30 00:01:15.592 --> 00:01:18.391 by borrowing the best ideas from technology companies, 31 00:01:18.391 --> 00:01:22.061 from start-ups, and applying them in our Border Security mission environment. 32 00:01:22.061 --> 00:01:24.466 And he's out there pushing the envelope every day, 33 00:01:24.466 --> 00:01:26.705 bringing good ideas back to agents 34 00:01:26.705 --> 00:01:29.270 who hadn't even though of being able to do it that way. 35 00:01:29.270 --> 00:01:31.095 And he's gaining lots of traction. 36 00:01:31.095 --> 00:01:33.378 He doesn't have an official supervisory role; 37 00:01:33.378 --> 00:01:34.923 he can't direct people to do it. 38 00:01:34.923 --> 00:01:37.075 But he's earned their trust by adding value 39 00:01:37.075 --> 00:01:38.986 and by seeing a new opportunity. 40 00:01:38.986 --> 00:01:41.948 Those are the kind of leaders that I like to see developed in CBP. 41 00:01:43.424 --> 00:01:45.462 I think we've been very fortunate at CBP 42 00:01:45.462 --> 00:01:49.116 to have tremendous law enforcement leaders throughout our history, 43 00:01:49.116 --> 00:01:52.055 from our first commissioner on down. 44 00:01:52.055 --> 00:01:53.679 The other group that I like to learn from 45 00:01:53.679 --> 00:01:57.586 is our current leaders, and how they mentor, and how they lead. 46 00:01:57.586 --> 00:02:02.265 We've got this great commitment to our CBP Leadership Institute program, 47 00:02:02.265 --> 00:02:04.339 and we've got a group of executives 48 00:02:04.339 --> 00:02:09.095 who are out there mentoring our rising and future leaders every quarter. 49 00:02:09.095 --> 00:02:10.720 They're committed to it. 50 00:02:10.720 --> 00:02:13.122 Our deputy commissioner, Ron Vitiello for one, 51 00:02:13.122 --> 00:02:16.334 always working on mentoring the next generation. 52 00:02:16.334 --> 00:02:20.282 And what I hear from them is that that responsibility, 53 00:02:20.282 --> 00:02:23.485 that opportunity to interact with our rising '14s and '15s 54 00:02:23.485 --> 00:02:25.287 about what they're learning and what they care about 55 00:02:25.287 --> 00:02:28.502 is always equally rewarding to the mentors. 56 00:02:28.502 --> 00:02:33.467 So for me, it's making sure that we support that culture, 57 00:02:33.467 --> 00:02:35.733 that we have our leaders engaged in the practice 58 00:02:35.733 --> 00:02:37.250 of developing future leaders, 59 00:02:37.250 --> 00:02:39.769 not just in running their day-to-day business. 60 00:02:39.769 --> 00:02:42.006 And I think we've seen that commitment 61 00:02:42.006 --> 00:02:43.798 across all of our offices. 62 00:02:44.773 --> 00:02:48.641 I'm very proud of our responses to the three major hurricanes we faced 63 00:02:48.641 --> 00:02:50.459 that have made landfall this year; 64 00:02:50.459 --> 00:02:54.077 in Texas, in Florida and Puerto Rico and the US Virgin Islands. 65 00:02:54.077 --> 00:02:57.906 I think they've been great examples of empowering our field leadership 66 00:02:57.906 --> 00:03:00.833 to act with good support and good policies, 67 00:03:00.833 --> 00:03:02.459 but as a team. 68 00:03:02.459 --> 00:03:04.900 When I went down to see our teams in Houston, 69 00:03:04.900 --> 00:03:08.482 in Key West, in Aguadilla, in San Juan, 70 00:03:08.482 --> 00:03:12.460 and in the US Virgin Islands, what I saw at each stop was a group of people 71 00:03:12.460 --> 00:03:14.857 that didn't care what office you started from, 72 00:03:14.857 --> 00:03:17.143 that were working together on a common problem 73 00:03:17.143 --> 00:03:21.621 with a common commitment to serve not only their fellow CBP family, 74 00:03:21.621 --> 00:03:22.517 their colleagues, 75 00:03:22.517 --> 00:03:24.798 but also the communities that they live in, 76 00:03:24.798 --> 00:03:28.381 that they come from in recovering from these terrible storms. 77 00:03:28.381 --> 00:03:33.453 And I would call it a great example of being around a common purpose, 78 00:03:33.453 --> 00:03:35.496 with a shared vision on how to get it done, 79 00:03:35.496 --> 00:03:37.449 and then empowered execution 80 00:03:37.449 --> 00:03:38.630 so they could make their decisions 81 00:03:38.630 --> 00:03:39.890 and act right away. 82 00:03:39.890 --> 00:03:41.688 I'm very proud of how we responded. 83 00:03:41.688 --> 00:03:45.924 The rescues, the care for our fellow CBP personnel -- 84 00:03:45.924 --> 00:03:48.014 tremendous effort, tremendous response. 85 00:03:49.715 --> 00:03:53.860 Leadership at work is our responsibility, it's our job. 86 00:03:53.860 --> 00:03:58.173 It comes naturally to men and women protecting this country, right? 87 00:03:58.173 --> 00:04:00.004 They demonstrated that in their conduct. 88 00:04:00.004 --> 00:04:01.955 They demonstrate that in their commitment 89 00:04:01.955 --> 00:04:04.928 to the mission in their community in general. 90 00:04:04.928 --> 00:04:07.251 Carrying over to leadership in our daily lives, 91 00:04:07.251 --> 00:04:11.431 I love to talk to our personnel about what they do in their private lives; 92 00:04:11.431 --> 00:04:14.403 how they volunteer at their son or daughter's school, 93 00:04:14.403 --> 00:04:16.653 how they like to coach a sports team, 94 00:04:16.653 --> 00:04:21.211 how they like to reach out off duty to make a difference where they live. 95 00:04:21.211 --> 00:04:23.693 And that happens across the country, every day. 96 00:04:23.693 --> 00:04:27.149 We've got tremendous people doing a tremendous job, 97 00:04:27.149 --> 00:04:31.171 not only for this agency, but for their communities and their families.