When demands on a small town police department grow rapidly without corresponding administrative development, the departmental culture can become limited and linear which is contrary to a community policing culture. However, it is possible to transition from an outdated administrative model to a community policing model. The Middlebury Police Department in Vermont is an example of such a transition. The small college town of Middlebury experienced rapid population growth through the 1980s, however even with increasing police personnel, there was no attempt to instill professionalism or redefine the department’s mission to match the new community dynamics. Today, the Middlebury Police Department has integrated with the town administratively, functionally, and culturally. This transition was effected in seven steps. This article describes these seven steps that include: (1) inventory and assess strengths and weaknesses, (2) ask and listen, (3) identify values, (4) codify policies, (5) make opportunities, (6) restructure to clear obstacles, and (7) open doors for continual feedback. Continual rededication is required to maintain a community policing culture. This transition is more a matter of strategy than of departmental size or monetary resources.