Q: What lead you to participate in leadership coaching with Kevin Jones?
Rollins: When I agreed to begin coaching with Kevin, my intention was simple: to enter the experience with no expectations. I wanted to allow the process to unfold organically and then evaluate its value based on what it actually provided, rather than measuring it against preconceived outcomes. Over the past several years, I’ve intentionally adopted this approach with many new endeavors, believing that removing expectations allows for a more honest and objective assessment of an experience that is free from bias, pressure, or assumptions.
[...] I was curious about perspective, self-awareness, and whether the coaching could offer something meaningful that I couldn’t fully see on my own. What I found was space to reflect, challenge myself in new ways, and grow without agenda—an experience that ultimately proved far more impactful than anything I could have anticipated.
Q: Is there a story or moment from your coaching sessions that stayed with you that shifted how you think about your role, your team, or the broader community of West Linn?
Rollins: There wasn’t a single conversation or exercise that stood out as a defining moment. Instead, what stayed with me was a word that surfaced repeatedly as we worked to get to the core of who I am as a leader and who I want to become: authentic.
That word drives what I do and how I do it. Authenticity matters deeply to me, and I came to realize that if I could not lead authentically as Chief, I could not see myself doing the job at all. For me, credibility, trust, and connection with my team and the West Linn community all begin with being genuine and showing up consistently, honestly, and aligned with my values.
The Red Door Project helped me develop a leadership mindset and framework that centers on my authentic self, while still challenging me to grow beyond any self-imposed boundaries. It reinforced that authenticity and growth are not opposites.
Q: Which part of The Evolve Mindset™ pushed you the most?
Rollins: The area that challenged and pushed me the most was 'Expand.’ While I am comfortable standing firmly in my own perspective, I came to recognize the need to intentionally expand my acceptance and understanding of others’ viewpoints. This meant becoming more aware of how different people experience the same situations in very different ways, and how those differences shape their reactions, trust, and engagement. I realized that effective leadership requires more than holding strong values—it requires the humility and curiosity to truly see the world through the lenses of others.
Ultimately, I learned that expanding does not require compromising my values or beliefs. Instead, it allows me to lead with greater empathy, awareness, and credibility. By learning to hold my values steady while broadening my perspective, I am better equipped to connect, build trust, and lead people from where they are.
Q: How has your work with The Red Door Project influenced the kind of leader you want to be?
Rollins: Rather than focusing solely on immediate operational demands, the coaching pushed me to think holistically about culture, energy, and sustainability, both for myself and for the organization. It reinforced that leadership is not just about what we do, but how we do it, why we do it, and how people experience it. [...]
Ultimately, the Red Door Project reinforced for me that sustainable leadership is intentional, values-driven, and human-centered. I want our department to continue experiencing leadership that is clear in purpose, consistent in values, and committed to building a culture where people are supported, trusted, and empowered to do their best work.
Q: If another leader — whether in policing or another field — asked you why investing their time in coaching with the Red Door Project is worth it, what would you tell them?
Rollins: It is absolutely worth it if they are willing to honestly confront their preconceived notions about who they are, how they think, and how they lead. The work requires openness, humility, and a willingness to look inward.
What the Red Door Project offers me is intentional space for reflection and introspection, space that most leaders, especially in law enforcement, rarely allow themselves. Through that process, I was challenged to slow down, examine my assumptions, and better understand the internal drivers behind my decisions, reactions, and leadership style.
Approached honestly and genuinely, that reflection led me to a more grounded and confident place of leadership. Not confidence rooted in position or authority, but confidence built on clarity, self-awareness, and alignment with my values.
