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CFSI Webinar Series Making the Right Decisions

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Upcoming CFSI Webinar: Making the Right Decisions

CFSI Webinar Series  Making the Right DecisionsDATE: March 31, 2010

TIME: 2:00 – 2:45PM EST

LOCATION: Your personal computer!  FEATURING: Chief Billy Goldfeder

RSVP: Email malderfer@cfsi.org by 3/30/2010

Moderated by Congressional Fire Services Institue (CFSI) Executive Director Bill Webb,, the program will feature Chief Billy Goldfeder, nationally respected and recognized for his leadership in the area of firefighter health and safety. A prolific writer and dynamic speaker, Chief Goldfeder will focus his presentation on the theme “Making the Right Decisions,” which is the theme of the 22nd Annual National Fire and Emergency Services Dinner and Seminars. Chief Goldfeder and Bill Webb will discuss how the right decisions made in the fire house and in Congress can make the fire service a safer profession.
 
To register for this webinar please email malderfer@cfsi.org by close-of-business March 30, 2010.

Established in 1989 as a nonprofit, nonpartisan policy institute, CFSI is designed to educate members of Congress about the needs and challenges of our nation’s fire and emergency services so that the federal government provides the types of training and funding needed by our first responders. 

For CFSI, success is built around education. In an effort to better educate Congress about the needs of the fire service, and to keep the fire service informed on activities in our nation’s capital, we are proud to launch the CFSI Webinar Series. Each month CFSI will host a webinar featuring members of Congress, Congressional staff, federal officials, or fire service leaders discussing the pertinent national issues affecting the fire and emergency services.

 

Company Officers are Instructors and True Leaders

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DSC00396As we embark deep into the millennium and a new decade, changes are sure to occur. The fire service will surely see many of these changes. The place that we need to make changes initially is within ourselves as officers. We must be prepared to meet these new challenges and a new decade with a set of fully charged batteries. The task of change is extremely hard, as we are often times nostalgic. However, we must strive to reach new levels in service through education and training. The first taste of leadership in recruit academies is seen by trainees through the instructors and officers they have. As a young officer one of my mentors told me this little secret, “A true instructor is a leader of the future”. With that I had to ask how? My answer was, “you shape the minds and careers of many firefighters through education. By doing so you are leading the fire service of tomorrow.” It was not until much later that I could truly understood what this great leader was talking about. I have found it to be true that you lead tomorrow’s firefighters through instruction today.

An officer / instructor profile needs to encompass several areas to be able to meet these challenges and changes that we will face. First, we must find new motivation. Motivation that exceeds all levels previous. We must bring newfound excitement to the instructional programs we deliver. The excitement level that comes with the officer carries over and motivates the student to the same level or higher. We as instructors must enter the education setting that instruction is to take place with a true teaching attitude not one of just doing the minimum. Officers need to develop the right attitude about instructing. Attitude starts with evaluating whether you are meeting the mission statement of the fire service and your department through the training that you are performing. Secondly, you must evaluate whether your training is realistic. That is, realistic for your operations and equipment. Higher levels of training are great and have their place, but are we meeting the needs of the departments we serve. If not, we need to reevaluate what and how we are teaching. We must find new ways to deliver quality training in a society where budgets are being slashed to below acceptable levels. This will require you as the officer / instructor to be innovative if you are faced with a substandard budget. There are many resources that are available to a department and an officer if we just look for and cease the opportunities that are available. One opportunity that is not utilized by the fire service to the level that it could be is the National Fire Academy and the Learning Resource Center located there. The quality of education provided by the Fire Academy provides for one of the ultimate learning experiences you could encounter. Finally is your training current or out dated. I know that this is a big argument in every department. “We have done it this way for 30 years”, that is well and good. However, is there a more current, more progressive or better way?

The officer / instructor for this millennium is a three-part process that starts with the instructor as I have shown above. It does have two other key components, such as leaders and students. Leaders must take a more proactive role rather than the typical reactive role. Change is easier when affected from the top down rather than from the bottom up. As a leader of a department you must ask yourself several questions; Are we prepared for the changes of tomorrow? Are we currently meeting our training needs? Are we ready for what we are destined to face in the near future? Are we, as a group, willing to change to meet these new demands?

These are some key questions that not only leaders must ask of themselves, but each department and its members must also do this. Remember talk is cheap and your actions will speak louder than words. These actions may be the spark that starts or revitalizes motivation in the organization.

The students also play an interracial part in the training process. A student today must recognize that changes are imminent and concur. This starts with the willingness of a student to be motivated to new levels by their officers, their peers and by themselves. Motivation is the starting point for change. This motivation should bring new or revived energy. This new energy should be focused towards learning new ideas, concepts and techniques. This will require the student to explore new realms of the fire service and the knowledge that is directly associated. Exploration often times means traveling to different areas of the state, region or nation to find new information and ideas. Large symposiums and conferences like FDIC,
FIREHOUSE Expo and others are excellent examples of this travel where you can meet and learn from individuals worldwide. Travel can occur and you never leave the station. When fire journals arrive, do more than just look at the pictures. The availability of information on the World Wide Web is only a simple search away. Read and study how different departments handle responses and situations. Read the articles for more than just leisure reading. Once in these setting you must be willing as a student to explore new ideas. We often forget as instructors that we are also students. Each time you teach, you should be learning. All of these concepts are important, but without discipline to recognize and participate, change will not occur.

As officer / instructors you have an obligation to provide quality education. The future of the fire service depends on the utilization of our talents as educators. You see, the attributes of good instructors coincide very closely with good leaders. Company officers are the true leaders of the fire service.

Knowledge is power, share it!

Take a Good Look Around-This is Your Town

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11-21-2008 11-21-19 AMAs you drive about your response district today, coming back from an alarm, heading to the firehouse tonight or running errands around your community, take a good look around. Ask your self a simple question; “How well do you know the buildings, structures and occupancies in your response jurisdiction?” Be honest, do you really understand how those “older residential” structures were built and understand how fire travels and impacts your fireground operations?

Are your aware of the newest features of engineered structural support systems being constructed within that new set of homes going up in your second-due area? Are you aware, that vacant office building is being converted into a light manufacturing and assembly business? How about those unoccupied store fronts, businesses and vacant homes that have been closed up due to the tough economic times…. any special hazards or operational concerns to your company should you get a dispatch to respond?

Have the senior members of your station or department shared their stories of operations and incidents at various buildings around your district or community? Did you listen to them, or were you quick to dismiss those “old war stories”. There’s a wealth of “pre-planning’ nuggets hidden in those stories. Take the time to listen, remember or postulate.Take a good look around….think about any given building, the one across the street that you’re looking at while you wait for the traffic light to change; Think about a fire in that same building.

Do you really understand how it will truly perform under combat structural fire conditions? What’s the building’s collapse profile, how much operational time will you have, what dynamic risk assessment factors will you have to deal with, how safe is it for you to engage in interior operations upon your arrival? How can this building, its occupancy and structural system hurt, my team, my company, my firefighters, my department, me? Sometimes things aren’t as obvious as them seem. You may have responded and operated at numerous incidents at a wide variety of buildings in your response area, or very few; some routine, others maybe more demanding…the question remains, “What do you Really know about your buildings?” Your life may one day depend on what you actually do know or recollect. Take a good look around ….

Don’t forget to think about issues realted to vacant or unoccupied structures, HERE and HERE

Ten Minutes in the Street: Stretchin’ the line on the First-Due Scenario

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Ten Minutes in the StreetHead on over to Firefigher Nation to the Fireground Tactics & Firefighter Safety Forum for a new Ten Minutes in the Street Scenario.

We’ve just posted Ten Minutes in the Street: Stretchin’ the line on the First-Due . Join in on the discussions and dialog on strategies, tactics, command, decision-making and firefighter safety. There’s lots to be gained either by active participation or side-line observations of the postings and view points from a wide lattitude of firefighters, company and command officers from around the United States and abroad. So don’t just sit there, get ready to stretch that line in on the action.

Check out other previously published Ten Minutes in the Street Scenarios HERE 

These scenarios make for great drill topics, table top exercises and discussion points for all ranks and personnel

Sixty Seconds for a Three Sixty

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11-8-2008 9-26-52 AMLeadership and Cultural Safety go hand-in-hand. As does our desire to succeed and progress. There are various perspectives, strategies and of course beliefs and attitudes. Aligning them certainly is the challenge for today’s command and company officer.  My good friend Brian O’Malley a motivational speaker, provided a three-sixty (360) review to a recent strategic alignment meeting I participated in.

As I looked at the words and phrased statements, it became obvious that these thirty-six words aligned compactly within twelve lines provide a distinct three hundred and sixty degree perspective on much of what each of us should strive for; each day, on each shift, and at every call. These are demanding times that accellerate a variety of emotions, uncertaintly and at times of personal discovery. Regardless of your rank or time in grade, the length of time in your organization, the size and structure of your department or the level of your daily demands and challenges; leadership, mentoring, contributing, setting the example, being at your very best individually or collectively as part of a team, a company or a department is essential and pivotal-Think about it…..

Find your Energy
Explore your Strengths
Discover you Passion
Expand your Perspective
Understand your Beliefs
Choose your Attitude
Align your Behaviors
Challenge your Perception
Define your Success
Live your Value
State your Mission
Proclaim your Purpose

Take the time to look at this video HERE, take the time to Celebrate What’s Right…..

Buildingsonfire Reaches Milestone

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Buildingsonfire on Face Book reaches 3,000 fan milestone, are you one? Sign up and follow Buildingsonfire on Facebook today

Remember, Building Knowledge=Firefighter Safety

3-26-2010 9-31-01 PM

The Fire Station

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Here’s an interesting perspective on a typical 24 hours at the fire station. This was originally posted at STATter911 and is a great time lapse video of a day in the life of the Leesburg Volunteer Fire Company in Loudoun County, Virginia. It was put together by Photo 601 Steve Kusterer.

Credentialing and Qualifications Resources

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National_Fire_AcademyThe recent insights related to fire officer credentialing and qualifications gave way to some questions posed on resources, opportunities and guidance. In both the posting and the links there are a number of avenues for further research and exploration. With obvious reason start by looking at the offerings and requirements established within your home state fire training system. If an officer or chief within your own organization can’t provide you with the desired information contact a larger fire department or agency that may be within the region.

Here’s a (non-inclusive) list of resources and links that should support your quest for additional information on fire officer credentialing, qualifications and training and the related elements within this broad based area;

• Fire and Emergency Services Higher Education (FESHE) Program, HERE
• Interoperability for Professional Development: The National Professional Development Model and Matrix, HERE
• FESHE Program/Professional Development Committees and Business Model, HERE
• NFA, Executive Fire Officer Program, HERE
• National Fire Academy-NFA, HERE
• NFA Online courses, HERE
• Emergency Management Institute-EMI, HERE
• International Society of Fire Service Instructors-ISFSI, HERE
• ProBoard Fire Service Professional Qualifications System, HERE
• ProBoard Accredited Agencies, HERE
• The International Fire Service Accreditation Congress (IFSAC), HERE
• National Fire Protection Association-NFPA, Codes and Standards, HERE
• IFSTA, e-Learning Programs, HERE
• FEMA’s Independent Study Program offers courses, HERE
• Commission on Professional Credentialing (CPC) HERE
• The Chief Fire Officer (CFO) Designation Program HERE
• The Chief Medical Officer (CMO) Designation Program, HERE
• The Fire Officer (FO) Designation Program, HERE
• Society of Fire Protection Engineers-SFPE, HERE
• Certified Emergency Manager. HERE
• Institution of Fire Engineers, HERE
• Institution of Fire Engineers USA Branch, HERE

Officer Credentialing and Qualifications

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1-18-2009 2-13-42 PMIt’s no longer acceptable to be functioning and performing in a rank and position of responsibility without the necessary knowledge, skills and abilities (KSA) in order to execute those duties in an effective, efficient and compliant manner aligned with your department’s policies, procedures and standards. The aspect of officer Credentialing and Qualifications isn’t anything new. The NFPA Professional Fire Officer Qualifications standard has been around since 1976, as have a variety of Pro Board, IFSAC and State approved training programs that lead to certification, credentialing and have a sequential qualifications track.

Origin and Development of NFPA 1021 In 1971, the Joint Council of National Fire Service Organizations (JCNFSO) created the National Professional Qualifications Board (NPQB) for the fire service to facilitate the development of nationally applicable performance standards for uniformed fire service personnel. On December 14, 1972, the Board established four technical committees to develop those standards using the National Fire Protection Association (NFPA) standards-making system. The initial committees addressed the following career areas:

  • Fire Fighter,
  • Fire Officer,
  • Fire Service Instructor, and
  • Fire Inspector and Investigator

 The first edition of NFPA 1021 was published in July 1976.

The original concept of the professional qualification standards was to develop an interrelated set of performance standards specifically for the fire service. The various levels of achievement in the standards were to build on each other within a strictly defined career ladder. In the late 1980s, revisions of the standards recognized that the documents should stand on their own merit in terms of job performance requirements for a given field. Accordingly, the strict career ladder concept was abandoned, except for the progression from fire fighter to fire officer. The later revisions, therefore, facilitated the use of the documents by other than the uniformed fire services.

The 1992 edition of NFPA 1021 reduced the number of levels of progression in the standard to four. In the 1997 edition, NFPA 1021 was converted to the job performance requirement (JPR) format to be consistent with the other standards in the Professional Qualifications Project.

The intent was to develop clear and concise job performance requirements that can be used to determine that an individual, when measured to the standard, possesses the skills and knowledge to perform as a fire officer. These job performance requirements can be used in any fire department in any city, town, or private organization throughout North America. (Excerpt from the NFPA 1021 Standard preamble, Copyright © 2008 National Fire Protection Association®. All Rights Reserved.) To order a complete version of the NFPA 1021 standard go HERE.

The scope and purpose of the NFPA 1021 standard is to identify the minimum job performance requirements necessary to perform the duties of a Fire Officer and specifically identifies four levels of progression— Fire Officer I, Fire Officer II, Fire Officer III, and Fire Officer IV. The intent of the standard is to define progressive levels of performance required at the various levels of officer responsibility. The authority having jurisdiction (AHJ) has the option to combine or group the levels to meet its local needs and to use them in the development of job descriptions and specifying promotional standards. The NFPA 1021 standard does not restrict any jurisdiction from exceeding the minimum requirements defined by the standard.

In most progressive organizations there is a formal and defined process whereby a firefighter transitions and becomes a fire officer. The general practice consists of time in grade, examination, oral and sometimes practical examinations, followed by a list ranking and then appointment. Some organizations utilize an appointment process based upon wide latitude of criteria and still others utilize a popular voting process. There are stringent civil service requirements and protocols that define the qualification, ranking, selection and appointment process in career organizations. There are numerous variations on these themes that take into account a variety of local or regional commonalities, and elements that define the process and procedure in becoming a fire officer. It’s safe to say that the vast majority of volunteer organizations utilize some form of membership voting process or an appointment process often with little to minimal prerequisites. 

This form of promotion has varied measures of liability and risk for those individuals who attain leadership roles and responsibilities as company or command officers with nothing more than a few “basic” training courses, a few years of experience and a following. The lack of creditable and measurable knowledge, skills and abilities that align with nationally recognized processes and standards in this day and age is questionable at best, and may border on the edge of negligence. A candidate or appointee who assumes the role of a company or command officer or raises through the ranks without any balance of credentials and qualifications in so doing, has the potential to practice with a degree of assumed risk. 

The volunteer fire service has traditionally been recognized as being seriously challenged when it comes to officer credentialing and qualifications for a variety of reasons. The inability to follow or complete the rigors, burdens and demands associated with traditional and conventional credentials and qualifications programs leaves many officer candidates or appointees with little in the way of quantifiable and documented training and education.

An innovative process was developed and implemented in 2009 in Onondaga County (NY) that was designed to bridge the gap between conventional State and/or national certification, credentialing and qualifications processes and officer requirements that prevailed at the local department level; providing a structured and recognized methodology and basis that would allow knowledge, skills and abilities to be attained and documented within the officer ranks.

Based upon selective NFPA 1021 standard criteria that formed that basis and provided a recognized structure and methodology, a Voluntary Fire Officer Qualification Based Credentialing program was established to meet the needs of the volunteer fire service sector.

The Onondaga County Executive’s Fire Advisory Board recognized the need to address today’s challenges for fire officer development. The goal of the Voluntary Fire Officer Qualification Based Credentialing Program is to assist individuals and organizations in improving safety, health and operational efficiencies. This program provides a “map” to guide individuals and organizations towards leadership training and an opportunity for advancement in the fire service.

The County Fire Advisory Board recognized New York State legislative “home rule” that essentially allows each organization to determine the acceptable criteria for training, skills and competencies for fire officers within its organization. The Voluntary Fire Officer Qualification Based Credentialing Program offers one method to achieve fire officer development based on generally accepted standards and practices.

Program Overview Inconsistencies in training levels, skills and operational proficiencies existed in the county’s emergency services organizations related to fire officer qualifications. The Onondaga County Fire Advisory Board recommended the implementation of a voluntary fire officer qualification based credentialing program that may increase the opportunities for safe and successful emergency operations. The purpose of the voluntary credentialing program is to provide a sequential template of training, education and knowledge steps for supervisory and management levels within the organization structure of an agency. Enhanced personnel safety and operational effectiveness may be achieved, contributing towards operational excellence and risk reduction measures. Furthermore to enhance individual responsibility, empower leadership, provide technical skill uniformity and operational integrity.

Objectives

1. Provide Onondaga County Emergency Service personnel with a disciplined and uniform approach to learning, skill and knowledge, aligned with New York State and national standards and recommendations.

2. Provide a career path to achieve proficiency and skill development to meet the demands of officer positions and ranks commensurate with roles and responsibilities.

3. Provide a systematic approach towards officer development and growth that is based upon recognized curriculum and subject areas.

4. Promote voluntary compliance to achieve regional uniformity, consistency and standardization of fire officer training.

 

Voluntary Fire Officer Qualification Based Credentialing Program

The recommendations promulgated by the Voluntary Fire Officer Qualifications based Credentialing Matrix are based upon the following subject and topical areas;

The Voluntary Fire Officer Qualifications program allows for maximum flexibility, allows for awarding of equivalencies in nearly all subject area categories and promotes the implementation of grandfathering exiting agency personnel based upon documentation of past training, education and structured training drill opportunities.

The purpose of this program is to provide a means to document training, skills and proficiencies aligned with standard rank and position responsibilities. This would allow an agency to determine the method for phased implementation of the elements of this program. The intent of the Voluntary Fire Officer Qualifications Credentialing Matrix is to provide a sequential model for training, education and skill set development that provides uniformity to achieve increasing proficiencies that align with advancements in rank and responsibilities. ( It is not the intent to replace traditional certification paths and processes)

Credentialing Subject Areas

There are seventeen (17) subject areas that comprise the Credentialing Matrix (based upon NFPA 1021);

1. Command Management

2. Supervision & Management

3. Reporting & Planning

4. ICS Tabletops and Simulations

5. Strategy and Tactics

6. Building Construction

7. Multiple Company Operations

8. Hazardous Materials

9. Fire Behavior & Arson Awareness

10.Suppression Systems

11. FAST & RIT

12.Incident Safety

13.Live Fire Training

14.Fire Instruction & Training Methodologies

15.Special Operations

16.WMD and Homeland Security

17.Disaster Operations

Furthermore, The Voluntary Fire Officer Qualifications Credentialing Matrix identifies suggested prerequisites for entry level into the first line supervisory rank.

Training hours assigned to each subject area for each rank and position.

Training hours in each area can be achieved through any combination of methods that include but are not limited to;

  • Department Training Drills
  • Local, regional and state courses and program
  • Documented Life experiences applicable to the subject areas
  • Training Seminars
  • On-line training programs such at the NFA, EMI and ODP program
  • NYS OFPC programs and course offering
  • National Fire Academy/ EMI On-line programs
  • Community College or other Public Safety Institute programs
  • Conference and Training Program offerings
  • Web based seminar and POD Casts
  • Trade and professional training offerings
  • Documented lecture programs
  • Open Fire Academy (OFA) On-Line
  • Computer Based Training (CBT) & educational offerings

 For a complete program overview and a view of The Voluntary Fire Officer Qualifications Credentialing Matrix go to the county web site HERE to download the program. Program  Questions or to request a copy of the program by email to commandsafety@gmail.com  or Buildingsonfire@gmail.com

What ever path you select; traditional certification, degree program or hybrid, ensure you choose one and work towards achieving credentialing and qualifications commensurate with your rank, roles and responsibilities. You own it to yourself, the firefighters you supervise and the community and  citizens you protect.

Shiners, Whiners and Recliners

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     I have heard a lot of Picture3analogies over my career about the fire service like “You can peal one fire department name off the wall and replace it with another one and it would be the same” and “it is the same circus but with different clowns”. The more I hear this type of talk the more I have come to realize that we got some really big issues at hand that need immediate attention. I have witnessed many events and issues over the years and recently listened to a guest speaker at church talk about recent situations he was in and how his staff reacted. The first thought that came to mind was the fire service. I know that many folks are going to say here is a negative attitude about to come out. Well it just might be but it is reality and we have to face that it is what it is! We have three types of folks in the fire service: Shiners, Whiners and Recliners. So which do you fall into? Let’s take a look at all three and see what we can do to identify their characteristics.
      This group known as the shiners in the fire service is the backbone of keeping the fire service moving and getting the work accomplished. These individuals work tirelessly in efforts to make the fire service more professional, safer ad better educated. They work to improve the safety of the community and give of themselves wholly. So why do Shiners get criticized so much. I recently had a department’s Deputy Chief tell me, “the more we do, the more they are going to expect and that will keep us having to do more, we need to coast for a while. We need to slow some of these folks down so we are not expected to do as much.”
     The “Shiners” are self motivated and they are always looking to make the system better. They are team players and truly care about the fire service. This group of personnel is usually only a hand full in your department. This is not always the case as I have witnessed departments that the majority of the personnel were shiners.
      Shiners are driven to find better ways to do their jobs. Even though a firefighter may have pried open a door on a search and rescue assignment, he may spend his time off thinking of a better or faster way of accomplishing the same task. That firefighter may spend time at construction sites or outside training to find out what works and what doesn’t. The whiners would complain that they had to work too hard, they didn’t have enough help, didn’t have the newest piece of equipment and not enough training. However if they had all they were complaining about it would be something else. These individuals are never satisfied and they try to bring everyone else down to be in their misery. The recliners would do just that, they would be hanging back doing nothing and telling everyone just how much they have done.
     Time and success are very important to the shiner. Shiners are never content with the status quo and tend to be highly organized. To the average person, a shiner’s desire to have things in such an orderly fashion and in control could be considered “obsessive-compulsive.” Shiners also tend to be easily bored, which makes them more inclined to find trouble or become productive. Shiners are always trying new ideas, techniques and looking for a better way. Not embracing mediocrity, they believe if it is not broke lets break it, let’s find a better way.
     Whiners would do just that whine that they are always tied up and they are too busy. They have a tendency to always be complaining and not working. The down grade new ideas and believe status quo is good. It has worked for the last twenty years so why do we need to go changing. The whiners like being bored; it gives them something to whine about.
     The recliners believe success is measured in how much time they can be reclined in the lazy boys resting. Recently I have heard firefighters and officers with the mentality that we are here to run calls and fight fires not all this other busy work crap. The public demands us to be in the stations so they know we are ready to respond. Well from the typical position of feet propped up and head laid back position that is what they see. Unfortunately they never make it out of the station to see that the public and the job demands more.
     Shiners, whiners and recliners, all firefighters don’t tend to be loners; they seek out group activities on the job and off the job. It has been said that birds of a feather flock together. Firefighters work and live in a group environment. From their very first day walking into a fire station, recruits learn that the fire service functions in a team environment. Firefighters train in groups, work in groups, live in groups and eat in groups. This close interaction favors people who are trusting, cooperative, dependable and determined. Because firefighters share so much of their lives with each other, they generally will build team values, foster increased team cohesion, and identify each member’s strength and weakness.
      However, some firefighter personality traits may conflict with the team environment. The fire service is generally looking for people who are assertive, upbeat and talkative. Each of these traits can be of benefit to the group, but they also can be a liability to the team. So the shiners are carrying the recliners why the whiners are complaining about the entire situation.
       In an interesting look at how firefighters work together, a study on work injury frequency and duration found that when firefighters cooperated in groups, injury rates were lower than when firefighters didn’t interact with each other. Firefighters who are reluctant to interact with other firefighters may in fact be reluctant to ask for help when they’re in trouble, possibly leaving them at risk of injury. So we can see that the shiners who most likely are always training and learning are our lowest risk to injuries. The whiners are complaining about something and most likely get out of doing it to speed the operation up and the recliners, well they are the ones who end up injured since they have not trained or worked much with the other groups. Heck it is tough getting up out of the recliner and doing something.
      During my 29 years in the fire service, seldom have I witnessed a shiner give up on a task. Shiners will work at all cost to complete a task or assignment, sometimes placing them self at risk for the betterment of the task. A whiner may complete a task but it usually takes double the time as they have to complain about it for one length and then after realizing they are being forced to do the work get it accomplished…whining the entire time about it. The recliners well it may or may not get done and most times it is the shiners who pick up their slack and get it completed for them.
     Failure isn’t in the Shiner’s vocabulary, so when Shiners are faced with a failed mission, they tend to take it very personally. Some administrators may think that a mission was a success without realizing that the shiner may have viewed the mission in a different light. Sometimes the fire chief’s viewpoint and the shiner’s viewpoint aren’t the same, resulting in conflict. The whiner’s failure is in the forefront of their vocabulary as they will be quick to tell you that this will not work and embrace failure. They then blame it on someone else saying that it was stupid to begin with and they knew it would not work from the start. The recliner’s view on this is well…if we sit around long enough someone else will do it or it will go away and we won’t have to deal with it. Problem is…they are correct, a shiner will pick it up of the mission dies due to lack of interest.
      Firefighting isn’t just a job to the shiner; it’s who they are. Shiners strongly identify with the job, as evidenced by the off-duty clothing, homes and vehicles of many. They’re highly dedicated people who love nothing better than a bigger and better challenge. On the flip side, a shiner who loses his or her job because of layoffs, early retirement, disability retirement or regular retirement will lose this identity, which can be personally devastating. Whiners do what they do best they whine but they are in the same boat here as the shiners if they would lose his or her job because of layoffs, early retirement, disability retirement or regular retirement will lose this identity, which can be personally devastating. Why because they like the sense of belonging to have something to whine about. They have to start all over again in some cases. Most whiners are whiners in all aspects of their life so they will transition easier than the shiner. Recliners will embrace this because they get to do more of what they like.
     Another common denominator in many shiners’ personalities is the burning desire to help people. Shiners enjoy helping out people in need. Firefighters are people who will place their own lives in jeopardy in order to save a life. They enter the fire service knowing that the fire service is a high-risk occupation and that they will place their own lives on the line for others. The whiners hold the same desire at a lesser level but like the fact they get to whine about having to do something. The recliners got into this because of the ability to hang out, do nothing and be involved. Shiners in their off-duty time have a tendency for volunteering with local civic groups or raise money for Muscular Dystrophy Association in an effort to help others. You rarely see a whiner or recliner involved in an event like this unless there is something in it for them personally.
     Well what I have described is the shiners, whiners and recliners theory. I know that this is a different piece under leadership, not politically correct and made a bunch of folks mad, but it has value. The value is these are the types of people you are forced to manage and deal with on a daily basis. My advice is to keep the shiners motivated, give the whiners plenty to whine about and the recliners move them to the busiest station where they can’t recline or just get rid of them, they are dead weight.

Learning from the Past: Five Alarm Church Fire and Collapse leads to two Line of Duty Deaths (LODD) and Twenty-Nine Fire Fighter Injuries three hours into the incident

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200417P1Six years ago on March 13, 2004, two career firefighters with the City of Pittsburg (PA) Fire Bureau were fatally injured during a structural collapse of a bell tower at the Ebenezer Baptist Church fire. Battalion Chief Charles G. Brace (55 years of age) was acting as the Incident Safety Officer and Master Firefighter Richard A. Stefanakis (51 years of age) was performing overhaul, extinguishing remaining hot spots inside the church vestibule when the bell tower collapsed on them and numerous other fire fighters. Twenty-three fire fighters injured during the collapse were transported to area hospitals. A backdraft occurred earlier in the incident that injured an additional six fire fighters. The collapse victims were extricated from the church vestibule several hours after the collapse. The victims were pronounced dead at the scene. A total of twenty-nine other fire fighters were injured during the incident. 

The Structure
The church was a National Historic Landmark that was built in 1875. The building was still in use as a house of worship and school at the time of this incident. The exterior construction was masonry with several courses of red brick covered with stone. The building foundation was approximately 120 x 70 feet and approximately 50 feet to the roof line. The pitched roof was covered with asphalt shingles and supported by heavy timber roof trusses. The stone façade exterior of the structure was added during a renovation in the 1930s. This renovation also included the addition of a 115 foot bell tower capped with four spires. The bell tower was not a stand-alone structure, but was supported by steel I-beams with a brick and stone façade that was connected into the southwest corner of the original church.

The church had four levels. The entry level or ‘Cay Cee Level’ had the main assembly area with a performance stage, a kitchen and two bathrooms. The top floor was the ‘Sanctuary Level’ which contained the pulpit, choir section, baptismal pool, and balcony. The basement or ‘King Level’ had several meeting rooms, three bathrooms, a computer room, a boiler room, and an electrical room. (Note: An unfinished sub-basement was also present with three rooms).

The church had an attached annex added to the eastern side of the original structure in 1994. The annex was approximately 60 x 45 feet in size and the three story addition contained an elevator that served the entire church. The annex was attached to the original structure via hallways on each floor with a central elevator shaft. On the first floor was a chapel, five offices and a bathroom. The second floor had nine meeting rooms. The third floor contained a fellowship hall, a kitchen and bathrooms.

The Fire

The fire occurred on a Saturday morning as parishioners were preparing to have breakfast. The church staff noticed smoke coming from an electrical outlet. When the pastor went to investigate in the electrical room located in the basement, he found heavy smoke. Building occupants called 911 and reported an electrical fire. Building occupants had evacuated the church prior to the arrival of fire fighters.

The origin of the fire was in the basement ceiling located in the front southwest corner of the church within an electrical/computer room. The actual ignition mechanism of the fire was unable to be determined. The fire spread horizontally through the concealed space between the basement ceiling and first floor. The fire then spread vertically via concealed wall spaces to the structural members, framing and interior furnishings.

There were approximately 70 fire fighters and 13 apparatus on scene during the 4th alarm response when the bell tower collapse occurred at 1213 hours.

At 0845 hours, an alarm was received for an electrical fire at a church. The 1st Alarm assignment included three engine companies, a truck company, another engine company to serve as the RIT team, an acting Battalion Chief as the IC, a Battalion Chief as the Incident Safety Officer (ISO), a Mobile Air Truck used to fill SCBA air tanks and a Safety Unit that maintains command status and fire fighter accountability boards.

  • Engine 4 (E4) was the first company on scene at 0850 hours. The apparatus was positioned in front of the church and the crew reported seeing light to moderate smoke inside the church. The church pastor told the crew that the building had been evacuated and that the smoke was coming from the electrical room in the basement.
  • The crew advanced a 1 ¾-in hand line through the front southeast entrance and down the stairs to the basement. Once in the basement, the crew was met with intense heat and thick black smoke. The crew could not see any flame but heard crackling sounds that they localized to the ceiling above them.
  • The crew then attempted to open the ceiling, but heavy plaster and lathe construction hindered their efforts.
  • Truck 4 (T4) also arrived on scene at 0850 hours and positioned the apparatus in the parking lot. The crew was preparing to raise the aerial ladder to the roof and begin ventilation when the IC ordered them to open the floor on the first floor above the fire.
  • Once on the first floor, the crew started using a chainsaw and immediately began to experience problems with the saw stalling. (Note: It is believed that the interior smoke conditions and a lack of oxygen caused the gas-powered saw to stall out rendering it unusable.)
  • The crew switched to axes and started chopping the floor. The E4 crew could hear the axe strikes above them from the basement below.
  • Engine 5 (E5) arrived on scene at 0851 hours and established water supply to E4. The crew advanced another 1 ¾-in hand line to the basement to back up the E4 crew.
  • Engine 10 (E10) arrived on scene at 0852 hours and established a second water supply. The crew advanced a 1 ¾-in hand line to the first floor to back up the T4 crew and assisted in opening the floor.
  • Both crews experienced heavy smoke conditions upon entering the church.

A 2nd Alarm was requested for additional manpower by Victim #1 at 0900 hours and the assignment included two engine companies, a truck company and the Deputy Chief. Prior to the 2nd Alarm being dispatched, the Deputy Chief was already en-route and upon arrival at 0900 hours conducted a size-up and was briefed by Officers. The Deputy Chief assumed IC while the Acting Battalion Chief became the Operations Chief and Chief Brace became the ISO.

A 3rd Alarm was requested by the IC at 0911 hours and the assignment included three additional engine companies and the Assistant Chief. Since the exact seat of the fire was still not located, the IC made a special request for Engine 29 (E29) to bring a thermal imaging camera (TIC) to the scene. (Note: At the time of this incident, the department had only one TIC, a unit that was on loan from the manufacturer.)

At 0919 hours (approximately 30 minutes into the incident), the IC called for an evacuation and an accountability check based on the deteriorating interior conditions.

  • All firefighters on the interior attack crews reported outside to the Safety Unit for the accountability check. After all personnel were accounted for at 0925 hours, the IC continued the interior attack with crews located in the basement and on the first floor.
  • The E12 Officer reported to command that they had located the fire in the basement prior to the accountability check; they were ordered to continue fire suppression with E4 acting as back-up.
  • Both crews re-entered the basement and began to extinguish the fire.
  • The E12 Officer reported that soon after they began to spray water, the basement went “black, totally black, like the fire left.” He immediately yelled for everyone to back out. Some fire fighters reported hearing a “big, loud whistle” followed by a bang.

At 0928 hours, a major backdraft occurred that injured six fire fighters. The E4 Officer who was standing at the top of the stairwell was blown out of the building into the street by the force of the backdraft. The E4 Officer suffered bruises and facial burns. The E12 crew in the basement was beginning to back out when roaring fire rolled over top of them knocking them down.

  • They quickly climbed the steps and exited the church with their bunker gear smoldering. The E12 Officer received burns on his back, hands and face; an E12 fire fighter received hand and facial burns and another E12 fire fighter received facial burns.
  • The E11 Officer and E11 fire fighter were venting windows from a ground ladder against the wall on the western exterior when they saw that smoke was puffing in and out of the windows. They heard a load roar and started to run, but the force of the backdraft blew them across the street.
  • Fire fighters immediately began administering first aid to the injured and the IC ordered an evacuation and accountability check. The accountability check was quickly conducted by the Safety Unit and all fire fighters were accounted for by 0929 hours. Five of the injured fire fighters were transported by ambulance to a metropolitan trauma/burn center.
  • Fire fighters from Truck 14 did not reenter the church but were ordered to set up a positive pressure ventilation fan in a window in the front of the church. (Note: This task was not completed prior to the backdraft.)

A 4th Alarm was requested by the IC at 0931 hours and the assignment included two additional engine companies, the Chief, a Communications Officer, and another Battalion Chief as an additional ISO.

  • For the next several hours, both ISOs were working their sectors and updating the IC with progress reports.
  • At 0948 hours (approximately 1 hour into the incident), heavy smoke was reported throughout the church and the IC changed tactics to a defensive attack and removed all personnel from the building. Numerous master steam appliances and hand lines were operated from all exposure sides in an attempt to extinguish the fire in the church and protect the annex.
  • At 0949 hours, fire was present throughout the western side of the church.
  • At 1007 hours, heavy black smoke was observed in the eastern side and at 1009 hours, fire was breaking through the roof.
  • At 1031 hours, there was heavy fire throughout the church
  • At 1048 hours (approximately 2 hours into the incident), the roof was completely burnt away and companies were continuing with “surround and drown” operations.
  • At 1148 hours, the IC ordered all exterior hose streams shut down. One ISO left the immediate scene as instructed by the Assistant Chief to impound the fire gear of the fire fighters injured in the back draft. The IC met with company officers and discussed overhaul operations to extinguish the remaining pockets of fire.

At 1213 hours (approximately 3½ hours into the incident), the church bell tower collapsed sending large chunks of stone, brick, heavy wooden timbers, and other debris crashing through the vestibule trapping both victims under debris.

  • Other fire fighters operating in the vestibule recall that heavy timbers and wood boards broke through the ceiling and then the entire ceiling came down. Several fire fighters reported narrowly escaping from the collapse. Fire fighters standing outside of the church were showered with falling debris that injured numerous fire fighters.
  • The collapse caused some of the heavy timber roof trusses to fail. Falling roof trusses struck several fire fighters and one fire fighter became trapped. The fire fighters made an urgent radio transmission for assistance and requested rescue equipment. Their call went unanswered due to command being incapacitated.
  • At 1214 hours, an arson Officer radioed to dispatch that a major collapse had occurred and requested a 5th alarm for additional manpower to assist with rescue efforts. The 5th alarm assignment included three additional engines and two additional truck companies. Fire fighters immediately began administering first aid and transporting injured fire fighters to ambulances. Upon hearing of the collapse over the radio, the other ISO returned to the immediate scene from impounding the fire gear from injured fire fighters.
  • The ISO, assisted by an officer of the Safety Unit, conducted an accountability check a short time after the collapse and verified that Victim #1 and Victim #2 were missing. Twenty three fire fighters were injured during the collapse and transported to area hospitals.

According to the NIOSH Report F2004-017 (HERE) investigators concluded that, to minimize the risk of similar occurrences, fire departments should perform the following;

  • Ensure that an assessment of the stability and safety of the structure is conducted before entering fire and water-damaged structures for overhaul operations
  • Establish and monitor a collapse zone to ensure that no activities take place within this area during overhaul operations
  • Ensure that the Incident Commander establishes the command post outside of the collapse zone
  • Train fire fighters to recognize conditions that forewarn of a backdraft
  • Ensure consistent use of personal alert safety system (PASS) devices during overhaul operations
  • Ensure that pre-incident planning is performed on structures containing unique features such as bell towers
  • Ensure that Incident Commanders conduct a risk-versus-gain analysis prior to committing fire fighters to an interior operation, and continue to assess risk-versus-gain throughout the operation including overhaul
  • Develop standard operating guidelines (SOGs) to assign additional safety officers during complex incidents
  • Provide interior attack crews with thermal imaging cameras
  • Municipalities should enforce current building codes to improve the safety of occupants and fire fighters

References and follow up;

NIOSH Report F2004-017           March 13, 2004

Career battalion chief and career master fire fighter die and twenty-nine career fire fighters are injured during a five alarm church fire – Pennsylvania

NIOSH REPORT 2009-100: Fire Fighter Fatality Investigation and Prevention Program: Leading Recommendations for Preventing Fire Fighter Fatalities, 1998–2005

NIOSH ALERT 2009-146: NIOSH Alert: Preventing Injuries and Deaths of Fire Fighters due to Structural Collapse (1999)

 
Ebenezer tragedy scoured for whys of fire, fatalities. Read more: http://www.post-gazette.com/pg/04117/306737-85.stm#ixzz0iM1F6Zep
 

Criminal negligence on the part of commanders?

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img_5620South Carolina’s SLED is planning to review records for signs of negligence in the case of the June 18, 2007 Sofa Super Store fire in Charleston, SC. A team of State Law Enforcement Division agents is reviewing records from the Sofa Super Store blaze for signs of criminal negligence on the part of commanders who oversaw the attack on the inferno in which nine firemen died, authorities said.

Ninth Circuit Solicitor Scarlett Wilson requested the review after meeting with relatives of two firefighters who died in the June 18, 2007, inferno. Family members of captains Louis Mulkey and William Hutchinson gave Wilson eight binders of materials they say prove that commanders exposed fire crews to unnecessary and deadly risks with insufficient training and leadership. Randy Hutchinson said his group has found people with crucial accounts of the fire who were never interviewed by police. From what they can tell, police seem to have focused on the cause and origin of the fire while ignoring questions raised about the commanders’ actions, he said.

The city’s own experts concluded the Fire Department’s command system was virtually nonexistent at the blaze, leaving firefighters without supervision or clear instructions and leaving commanders with no idea of who was where and what they were doing. No one was monitoring who was in the building, how long they were inside or how much air they had left in their tanks. Key tasks were left undone and standby rescue teams were never established in the rush to funnel as many people inside as possible, according to the consultants’ report.

For a complete reporting of the leading events go to the Post and Courier article HERE

What do you know about Building Construction?

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BKFFSWhat do you know about Building Construction?
Regardless of your rank or time in your organization or company; what do YOU know about building construction? It’s a loaded question to say the least, since the characteristic replies run the gamete of what one thinks they know versus what they actually know. I had the opportunity to lecture in different regions around the country over the past four weeks doing a series of programs on building construction, command risk management and firefighter safety. I say this to frame into context the following. When discussing strategic and tactical operational issues related to combat structural fire operations in the built environment, the majority of personnel, when asked “what type of formal training or instruction have they received in the areas of building construction?”; the majority of replies was typical- NONE, or in varied instanced; a seminar, maybe a weekend field class, or what they received in recruit school. There were some who indicated they had completed a college level course or some more comprehensive single course delivery.

At the minimum, as a company or command officer you must have a soild and fundamental understanding of building construction in order for you to safely and effectively do your job. It’s that simple, it’s that clear, it’s that important.

This common theme is distressing on a number of levels. First and foremost, do you think that, we as firefighters when tasked with the distinctive job of fighting fires in buildings and occupancies; that we should know intimately how a building is constructed, it’s materials and methods of construction, what systems and assemblies hold it in place. How fire loading, dynamics, behavior, intensity and travel and will affect a structure in terms of impingement, propagation, compromise, integrity and collapse. A solid and well versed knowledge base on building construction is an essential and fundamental element in all operational assignments at fires involving a structure and occupancy. Do you think it is anything less?

Knowledge and proficiencies related to building construction are formulative to all strategic, tactical and task level assignments. Without understanding the building-occupancy relationships and integrating; construction, occupancies, fire dynamics and fire behavior, risk, analysis, the art and science of firefighting, safety conscious work environment concepts and effective and well-informed incident command management, company level supervision and task level competencies; You are derelict and negligent and “not “everyone may be going home”.

Take a look at local, regional or national level training offerings and opportunities. Check out on-line offerings and select from the many seminar programs being offered related to building construction, risk management , structural systems, fire dynamics and fire behavior that integrate construction , strategies, tactics, safety, and operational relevant to today’s fireground risks and operational parameters.

Remember, Building Knowledge = Firefighter Safety.

Understanding Buildings, Performance & Fire Operations-Random Thoughts

• There is an acute corollary of technical knowledge and inter reliance on occupancies, construction, strategy, tactics, risk, safety, physics, engineering and fire suppression theory…FACT!

• There are Fundamental Domains that can be applied

• The Rules of Combat Structural Firefighting have changed; Didn’t anyone tell you?

• What about; Structures, Occupancy Types, Construction, Systems, Materials, Size, Height, Dimensions, Volumes, Vintage, Square footage, Resistance, Combustibility, Fire Loadings, Hazards, Occupancy Loads, Compartments, Barriers, Defenses, Protective’s, Inherent, Style, Design, Features, Appearance, Form, Façade, Deceptions, Assumptions, Distance, Proximity, Exposure, Access, Restrictive, Limiting, Vulnerable, Risk, Value, Operations and Safety. What do these mean to you?

• Do you equate the true limitations of time related to occupancy, structure and fire dynamics and fire load? Or is it just stretching the line and getting in…?

• Do you truly integrate occupancy risk with operational deployment and task assignments?

• Does your Incident action plan (IAP) reflect dynamic risk assessment related to the structure and occupancy?

• Modern building construction is no longer predicable; Do you an appreciation of what impact this has on your strategic or tactical operations?

• Command & company officer technical knowledge may be diminished or deficient in the areas of building construction; Does your organization have gaps in this area? If so, what can you do to close those gaps and reduce the risk?

• Technological Advancements in construction and materials have exceeded conventional fire suppression practices, yet we still advocate, train and practice antiquated firefighting principles.

• Some fire suppression tactics are faulted or inappropriate, requiring innovative models and methods.

• Fire Dynamics and Fire Behavior is not considered during fireground size-up and assessment

Risk Management related to building structure and occupancy is either not practiced or willfully ignored during most incident operations

• Nothing is going to happen to me (us); “we’ve been fighting fires the same way for the past thirty years and we’ve done OK. We don’t need any of this stuff”. Sound familiar; what do you think?

Some additonal insights; HERE, HERE, HERE, HERE and HERE

360 DEGREES OF SEPARATION

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2-21-2009 8-21-40 AMThe fireground often has competing or conflicting incident priorities, demands or distractions before a complete appreciation of all mission critical or essentialinformation and data has been obtained. The effective assessment of the incident scene is much more than the three-sided size-up methodology of past fireground practices. In fact the term size-up doesn’t align with the newest directions in firefighter safety and incident command management.

The 360 degree assessment has become the generally accepted standard from which risk assessment is performed and incident action plans derived. The fact that many LODD case studies and reports repeatedly indicate the lack of an effective 360 degree assessment of the incident scene where structural fire engagement is being initiated was a contributing factor or may have contributed to a different incident outcome. Think about the effectiveness and value that the 360 ◦ Degree assessment brings to the development of an effective and valid incident action plan and the tactics that are driven by those identified and assumed assessment indicators. The question is: Are you conducting a 360 upon arrival, and if not WHY?

Seeing Clearly: Cleaning your “Glasses”

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1110817724023_2Commanders and Company Offices need to gain new insights and knowledge related to the modern building occupancy and to modify and adjust operating profiles in order to safe guard companies, personnel and team compositions. Strategies and tactics must be based on occupancy risk not occupancy type and must have the combined adequacy of sufficient staffing, fire flow and nozzle appliances orchestrated in a manner that identifies with the fire profiling, predictability of the occupancy profile and accounts for presumed fire behavior. Today’s engine company operations and fire suppression theory has to progress beyond the pragmatic approaches to fire suppression such as “Big Fire-Big Water principle.

When we look at various buildings and occupancies, past operational experiences; those that were successful, and those that were not, give us experiences that define and determine how we access, react and expect similar structures and occupancies to perform at a given alarm in the future. Naturalistic (or recognition-primed) decision-making forms much of this basis. We predicate certain expectations that fire will travel in a defined (predictable) manner that fire will hold within a room and compartment for a predictable given duration of time; that the fire load and related fire flows required will be appropriate for an expected size and severity of fire encountered within a given building, occupancy, structural system; in addition to having an appropriately trained and skilled staff to perform the requisite evolutions.

Executing tactical plans based upon faulted or inaccurate strategic insights and indicators has proven to be a common apparent cause in numerous case studies, after action reports and LODD reports. Our years of predictable fireground experience have at times clouded our ability to predict, assess, plan and implement incident action plans and ultimately deploy our companies-based upon the predictable performance expected of modern construction and especially those with engineered structural systems.

Today’s incident scene and structural fires are unlike those in past decades and will continue to challenge us operationally when confronted with structural fire engagement and combat operations. Operationally, we need to be doing the right thing, for the right reason in the right place to increase our safety and incident survivability.

The built-environments that form and shape our response districts and communities pose unique challenges to the day-to-day responses of fire departments and their subsequent operations during combat structural fire engagement. With the variety of occupancies and building characteristics present, there are definable degrees of risk potential with recognizable strategic and tactical measures that must be taken.

Although each occupancy type presents variables that dictate how a particular incident is handled, most company operations evolve from basic strategic and tactical principles rooted in past performance and operations at similar structures. This basis is based upon Predictability of Performance.

• Modern building construction is no longer predicable, But has defining predictability when taken in the context of structural compromise, integrity and inherent collapse
• Command & company officer technical knowledge may be diminished or deficient in the areas of building construction, fire dynamics and developing fire suppression therory for extreme fire behavior
• Technological Advancements in construction and materials have exceeded conventional fire suppression practices and mehtodologies
• Some fire suppression tactics are faulted or inappropriate, requiring innovative models and methods.
• Fire Dynamics and Fire Behavior is not considered during fireground size-up and assessment
• Risk Management is either not practiced or willfully ignored during most incident operations
• Some departments or officers show and indifference to safety and risk management
• Command & Company Officer dereliction
• Nothing is going to happen to me (us)

Four Competencies of Leadership

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07Being a leader does not mean you have to be the Chief Brunacini in your fire department. In fact trying to be some type of leader you are not can get you into deep trouble. It is important to develop your own styles and type. In the 1980’s Dr. Warren Bennis of the University of California conducted a 5 year research study that look specifically at various styles of effective leaders. It is interesting to see that the results found that although each leader had his or her distinctive leadership style, they all shared four leadership competencies. These have been identified as the keys to successful leadership and Dr. Bennis identified them as: Management of Attention, Management of meaning, Management of Trust, Management of Self.
Management of Attention – This component is described as the ability to draw others to themselves through an intense focus of attention. Individuals who possess this ability have routinely been able to get others to enroll in their own visions. This has even been to the point that they have adopted the vision as their own. Leaders always keep their intentions in clear evidence.
Management of Meaning – This is the ability to communicate visions, dreams, and ideas effectively to others. These leaders do more than use words they use their entire person to communicate this message. These leaders know talk is cheap and that actions and appearances are the effective ways to communicate.
Management of Trust – This is an essential aspect of leadership. This section is about constancy and focus. I am sure you have heard individuals say “you know where they are coming from and what they stand for”. If you want to be a successful leader, your people have to trust you in order to follow you. They want a leader they can count on, even if they disagree with them rather than one they agree with but changes position constantly.
Management of Self – This is the ability to know one’s own skills and limitations and to get the most out of them. If you don’t have this trait you can do more harm than good. Leaders concentrate on positive goals and do not focus on risks. Here you must reject the idea of failure. Here you need to be able to display total confidence and not worry about mistakes.
     These leadership skills can be learned and used as company officers. Leadership, more than anything else, is a role the Company Officer must effectively fill. Often what we are seeing in today’s society is the “GAP”. That GAP is that the company officer is failing to assume this role and it is critical in the operations and safety of today’s fire service.

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