Navigating Leadership Challenges in Animal Services:
When to Stay, When to Move On
Twenty-five years into my career in park services, I was given an extraordinary opportunity: to lead the animal shelter as its director. The promotion came with immense responsibility, but I was fortunate to work alongside a boss who shared my vision for professional excellence. Together, we set out to transform the shelter and end the killing of pets—a goal that had seemed unattainable for so long.
In just two years, thanks to a dedicated leadership team and intentional efforts to modernize outdated practices, policies, and programs, we elevated the shelter to one of the top 1% in the nation. Not only were we saving lives locally, but we were also assisting rural communities and nearby cities. The shelter became a community hub—a place of celebration and connection. Media coverage was glowing, morale was high, and our work earned national recognition as we were invited to share our successes at conferences across the country.
The Unseen Challenges
But behind the scenes, it wasn’t always easy. A small group of animal control officers, resistant to lifesaving changes, misused the police department’s internal affairs process to file anonymous complaints. These officers were uncomfortable with the new accountability and lifesaving standards, even though the changes were rooted in best practices, data, and science.
To bridge the divide, my team and I worked hard to build rapport. We attended roll calls, participated in ride-alongs, celebrated their work in the media, and maintained an open-door policy to address concerns. Privately, many officers expressed gratitude and support for the changes. Publicly, however, a vocal minority viewed the reforms as a threat to their authority and continued to create unnecessary distractions.
This resistance escalated to the point where armed internal affairs officers would arrive unannounced during shelter operating hours, questioning routine practices like adoptions and rescue transfers. My leadership team and I were subjected to lengthy interrogations at police headquarters—isolated and grilled over mundane shelter operations. While I was reassured by my boss that everything would be fine, the internal affairs process was beyond his control.
As a civilian leader under the police department, I quickly realized I was at a cultural disadvantage. Despite my 26 years of award-winning public service, I was navigating a system that wasn’t built for the flexibility and evolution animal services demanded. I later learned that other shelter directors working under law enforcement faced similar challenges.
A Bold Move for Lifesaving Change
It became clear that the shelter’s long-term success required a structural change. I worked quietly with elected officials to transition the shelter from the police department’s oversight to the county executive’s office. This move would align the shelter with a civilian leadership structure, ensuring it had the culture, flexibility, and resources to thrive.
At the same time, I was recruited for an executive director position in a major city that fully embraced no-kill animal sheltering. After careful consideration, I accepted the role. It was a chance to continue lifesaving work on a larger scale while ensuring the shelter I left behind was set up for lasting success.
Today, that shelter operates as an independent department, free from the constraints of law enforcement oversight. Its leadership and community are committed to ensuring it never reverts to a “catch-and-kill” system.
Lessons Learned
My tenure as director was both challenging and rewarding. It reinforced the importance of knowing when to soldier on, when to fight for change, and when to make a strategic decision to move on. The experience also highlighted the need for resilience in the face of obstacles. Ultimately, the painful moments were worth it, knowing that the structural changes we implemented will save countless lives for years to come.
Advice for Lifesaving Leaders
If you’re navigating challenges in your role as an animal services leader, here are some considerations to help guide your decision-making:
- Seek Perspective: Talk with mentors and trusted confidants to gain insight and advice.
- Communicate Respectfully: Give your chain of command the opportunity to address your concerns.
- Assess the Situation: Determine whether the challenges you face are situational or systemic.
- Push Through When Possible: Change is hard, but persevering can lead to transformative results.
- Leverage Resources: Organizations like Best Friends Animal Society can provide guidance and support. Reach out for help when needed.
- Do Your Homework: If you’re considering leaving, research potential opportunities thoroughly to avoid trading one set of challenges for another.
- Secure Your Next Step: Always have another job lined up before you move on—it’s easier to transition when you’re already employed.
Moving Forward
No-kill sheltering requires innovative, compassionate leaders. If you find yourself in a position where moving on is the best decision for you and your organization, I encourage you to carry the lifesaving flag to your next role. The work we do is too important to be stifled by obstacles or resistance.
Together, we can ensure that every community embraces no-kill principles and every shelter is a place of hope and healing. Stay committed, stay strong, and know that your efforts are making a profound difference in the lives of animals and the people who love them.
