Q: What initially drew you to participate in leadership coaching with the Red Door Project?
McMillan: I was initially drawn to participate in leadership coaching with Lesli Mones through the encouragement of my supervisor, who had an existing connection with the organization. He shared his positive experiences with the coaching process and emphasized how it supported his professional growth, which inspired me to pursue the opportunity. It seemed like an opportunity to engage in something new that could enhance my leadership development. Additionally, since I had not yet identified a mentor within the Bureau, this program offered a meaningful avenue for guidance and support in my leadership journey.
Q: As a leader in law enforcement, what part of the coaching experience resonated most deeply with you?
McMillan: The Evolve Mindset of Protect, Expand, and Evolve resonated with me on a deeply personal level. The framework offers a clear and practical way to understand not only my own responses to challenges but also those of the people I lead. Through the leadership coaching experience, I gained a deeper appreciation for the importance of all leaders embodying this mindset in their daily practice. It reinforced that effective leadership requires both self-awareness and the ability to meet others where they are, guiding them thoughtfully through change and uncertainty.
The Evolve Mindset also provided valuable insight into how to lead teams through moments of tension or resistance. I learned to better recognize when colleagues are operating from a place of Protect—whether from fear, discomfort, or fatigue—and to help move them toward Expand and ultimately Evolve. This understanding strengthens my ability to hold people accountable while framing expectations with empathy and clarity. It allows me to encourage growth in others while maintaining the standards and discipline necessary for effective and responsible law enforcement leadership.
Q: Have you found yourself applying insights from the coaching in your day-to-day leadership — perhaps in decision-making, team dynamics, or navigating complex conversations?
McMillan: Absolutely. The coaching I received has translated into a myriad of day-to-day situations — from decision-making to navigating difficult conversations and managing team dynamics. I’ve become more aware of how individuals often instinctively try to protect themselves from change, criticism, or critique, and that awareness has helped me approach these moments with greater empathy and patience.
One of the most valuable takeaways has been learning to ask better, more intentional questions to draw people into an Expand mindset. Rather than pushing for immediate agreement or action, I now focus on curiosity and collaboration, helping others explore new perspectives and possibilities. This shift has made my leadership more inclusive and has strengthened both communication and trust within my team.
I have also come to recognize the power of showing up authentically as myself in my leadership. When I lead with transparency and sincerity, people are more receptive, more trusting, and far more likely to engage meaningfully in the work. Authentic leadership builds connection, and that connection fuels collaboration and resilience.
At the same time, I have learned that not everyone will be ready or willing to expand or evolve — and that understanding this limitation is essential to executive-level leadership. Recognizing when individuals or teams have reached their limit informs how we make personnel decisions, align teams, and assign work. It is about meeting people where they are while still holding space and vision for growth across the organization.
Q: If another leader — inside or outside of law enforcement — asked you why they should engage with The Red Door Project, what would you tell them?
McMillan: I would tell them that the experience offers a truly transformative opportunity for personal and professional growth. The perspective of an outside coach or consultant brings new insights that are often lost or unobserved by mentors or coaches within the organization. Having someone who is not influenced by internal culture or dynamics allows for honest reflection, candid feedback, and a deeper level of accountability.
Ultimately, I would tell any leader that engaging with The Red Door Project is an opportunity not only to become a stronger, more self-aware leader but also to gain a better understanding of others, the organization, and the systems in which we all operate. It is a meaningful investment in one’s own evolution and in the health and effectiveness of the teams and communities we serve.
