Hyden Leadership Development Services (HLDS), LLC was formed in early 2014. The motto of HLDS is "Committed to Leadership Excellence" and this is something we live. The mission of HLDS is to provide quality leadership training to both public and private organizations. Our courses are geared for various levels of leadership from an entry-level supervisor to a chief executive officer. For specific course information, please refer to my website - www.hydenleadership.com. You can also like us on Facebook.

Associate Professor: Introduction to Police Theory & Practices, Ethics in Criminal Justice, Contemporary Issues & Futures in Criminal Justice, Organizational Ethics & Social Responsibility, Management Theory, Practice & Application, Organizational Development, Organizational Behavior & the Functions of Management, Organizational Change Management, Criminal Organizations, Introduction to Corrections, Institutional & Community Corrections, Survey of Correctional Processes & Penal Systems.

• Optimize benefits for law enforcement agencies in the South Texas Region by establishing and cultivating collaborative relationships with local leaders, serving as lead negotiator for collective bargaining, and assisting the legal team in arbitration case preparation. Coach, mentor, and advise leaders on daily operations and federal regulations such as FMLA and FLSA, as well as on Texas Local Government Code related to collective bargaining, meet and confer, civil service, organizational and staff development, and more. Manage conflict resolution and mediation, organize elections for initiatives, facilitate labor relations meetings with labor and management, develop strategies for political campaigns, handle media relations, and host networking meetings for local leaders from various organizations.• Formed new associations with several hundred new members by organizing and recruiting members, creating governance documents, and executing formation requirements for filing with the Texas Secretary of State. • Successfully negotiated collective bargaining agreements employing the interest-based bargaining methodology to create a win-win resolution.• Played a key role in increasing internal compensation an average of 13%+ while serving on the employee negotiation team.• Facilitated meeting clear goals by educating on and conducting strategic planning sessions with local associations; utilized the Four Framed model to determine existing positioning politically, socially, with membership, and structurally, and for identifying roadmaps for the future.• Resolved organizational conflict between labor and management by employing collaborative leadership skills; authored a conflict resolution document designed to aid management teams and labor with effective internal conflict resolution.• Provided an objective promotion system for adoption by city and county law enforcement agencies that replaced a legacy subjective promotion system.

• Served as a Deputy Sergeant with a full-time position as the 1,100-member Association President; this included executing a $750,000 annual budget. Oversaw a 34-person Member Advisory Board; organization had a 4-member Executive Board and a 6-member Board of Directors. • Co-facilitated a merger between 2 in-house associations by establishing a relationship with a board member from the other association and persuading him on the value of a united group; the associations had a 19-year history of contentiousness.• Eliminated the potential for termination of 92 uniformed positions by implementing a public awareness campaign employing radio and newspaper advertisements, block walkers, and social media, and by resolving a perceived budget issue. Provided a win-win resolution by partnering with the county on defining a retirement buy-out option for senior team members.• Furnished a fair and equitable transfer policy for officers desiring to move from the jail division to the law enforcement division; all officers were initially hired into the jail division when joining the department. Removed favoritism as the legacy process to transfer into law enforcement by locking the new process into a collective bargaining agreement; new process included written and physical fitness tests and offered an objective alternative.• Enabled transparency with the Executive Board by implementing an ethics committee; provided members with a process to initiate an investigation in the event of unethical conduct by an Executive Board member; instilled a sense of control among the members.• Facilitated a $346,000+ cost savings to the county by negotiating a fair settlement with management over an issue with housing inmates.• Implemented a monthly newsletter while Secretary and developed the organization’s first budget as Treasurer; eliminated out-of-control spending while providing accurate and timely financial information to the Executive Board.