Page 80 of Taken from Her
They entered Lavender's office, which had tripled in size since the early days when she'd managed everything from a corner of the café. Now it resembled a professional nonprofit operation: grant applications organized on whiteboards, volunteer schedules coordinated through digital systems, and impact metrics displayed with the kind of precision Diana recognized from her own departmental reporting.
Lavender looked up from her desk where she was reviewing what appeared to be budget projections. "You're early. Good or bad news from the department?"
"Good news. Seattle confirmed they're implementing the full community liaison model starting next month." Diana settled into the chair across from Lavender's desk, a comfortable piece of furniture that had obviously been chosen for the long conversations that happened here. "Their mayorspecifically requested training materials from 'the Phoenix Ridge approach.'"
"How do you feel about creating a national model?"
Diana considered the question seriously. Five years ago, the idea of other departments studying her methods would have made her uncomfortable. Today, it felt like validation that caring about people produced results that mattered beyond individual cases.
"Proud, grateful…and slightly overwhelmed by the responsibility." Diana's honesty came easily now. "Twenty-three departments implementing programs based on what we developed here means hundreds of communities potentially feeling safer."
"And police officers are learning they don't have to choose between being effective and being human."
"That too." Diana smiled. "Speaking of which, how's your afternoon going? Elena says you're training new volunteers."
"Three new business mentors are starting next week, plus two counselors for the support groups." Lavender gestured toward files spread across her desk. "The federal grant covers staff positions, but volunteer coordination is what makes the programming sustainable."
Diana studied the organizational charts Lavender had developed. "This is impressive. You've essentially created a social services agency that supplements official resources."
"We've created community infrastructure that fills gaps institutional systems can't address." Lavender's correction was gentle but important. "People who can't access traditional counseling, entrepreneurs who don't qualify for bank loans, and kids who need mentorship outside school systems."
The distinction mattered. Diana had learned to understand the difference between replacing official services and enhancing them.
A knock on the door interrupted them. Captain Julia Scott entered, followed by Dr. Samira Hassan and two people Diana didn't recognize—a woman with a professional demeanor and tablet, and a man with a camera.
"Hope we're not interrupting," Julia said. "The visitors from Portland arrived early."
Lavender stood, extending her hand to the woman with the tablet. "Dr. Erica Hartley, welcome to Phoenix Ridge. This is Chief Diana Marten."
Dr. Erica Hartley, Diana learned, was a researcher from Portland State University studying community-based violence prevention models. The photographer, Clark Fenner, documented innovative social programs for a national foundation considering replication grants.
"We've been studying your partnership model for six months," Dr. Hartley said, settling into chairs Elena arranged around Lavender's desk. "The measurable outcomes are remarkable, but we wanted to see the integration in practice."
"What specific metrics are you tracking?" Diana asked, falling into professional mode.
Erica consulted her tablet. "Crime reduction, community trust surveys, economic development indicators, and youth engagement rates. But we’re also tracking softer measures: sense of safety, community connection, and cross-cultural cooperation."
"What were the results?"
"Unprecedented. Twenty-eight percent reduction in reported crime over five years, but more importantly, there’s been a sixty percent increase in community members reporting they feel 'very safe' in Phoenix Ridge." Erica's academic excitement was obvious. "Property values are up eighteen percent, and small business formation is up forty-five percent."
Diana felt professional satisfaction mixing with personal pride. The numbers validated not just their methods, but their life choices.
"What interests us most," Erica continued, "is how your personal partnership supports your professional effectiveness rather than compromising it. Traditional models assume emotional investment creates bias. Your results suggest the opposite."
Julia nodded. "Chief Marten's leadership evolution has transformed our entire department culture. Officers are more effective because they're emotionally engaged with community outcomes."
"And the community responds better to police who demonstrate authentic care rather than just professional duty," Dr. Hassan added. "Medical professionals see it too. There are less trauma-related presentations and better mental health outcomes overall, which lead to higher trust in institutional services."
Lavender leaned forward. "The integration isn't just professional. Personal happiness makes us both better at our work, which serves the community more effectively, which strengthens our personal satisfaction. It's a positive feedback loop."
"Can you give us a specific example?" Erica asked.
Diana and Lavender exchanged glances, not needing to always vocalize their shared thoughts.
"Last month's domestic violence case," Diana said. "A traditional approach would have been arrest, prosecution, and a victim services referral. Standard procedure."
"But what happened instead?" Erica prompted.
