Striving for mediocrity.

Are you part of the solution or part of the problem? You can’t scream for cultural changes if you are not willing to change yourself.

Mediocrity is just as toxic as bad leadership.

It is one of the jobs of a leader to set the tone. The folks on the line are going to look to you to set the standard for training, for operations, for more things than could possibly be outlined in an SOP manual or directorial doctrine. They will look to this to the point that you may even need to set the moral compass. It will be up to you to set the tone.

Conduct yourself in a manner that leaves little room for questioning motive. Clarity, authenticity, and transparency are excellent blocks for foundational leadership.

Here are some things to consider.

Don’t assume that everyone is starting from the same starting point.       

           

• The folks on your crew may not be reporting as ready for duty as you would have hoped. This is an opportunity for you to set the standard. Outline to them when they begin that this is the way that your shift, house, assignments run.

• Develop a system to measure progress with them. Establish benchmarks with them and measure the progress to these things regularly. This is a key element to include in the review of probationary personnel. If you are not reviewing with them their ability to meet objectives then you are not leading them. Coaching is a huge part of leadership. Generally the standard department level review process is not enough and is usually set in place to make sure that people are meeting the minimum standards. We can no longer accept the minimum standard.

• Train. Yes, you. With them. Train with them and know their assets and limitations. Get to know your folks on the line. Find out what their story is. Why they are there. What have they done in the past. What do they aspire for. What are their hobbies. Find out about their families. I am asking you to invest in them. It will give you a little insight and give you a much better place to start from when you need to fight next to them.

• Share in the triumphs and tragedies as they come along. This happens to everyone as we negotiate our way through life. Whether it be personal accomplishments throughout the process or difficult life situations that arise as they come through the program. Be there for them. You said you wanted to be.

• Show them who you are. Give them your contact information. If you really want to freak them out send them a note or even a text message just before their 1^st shift or assignment or meeting to let them know that you are looking forward to working with them.

Their is a lot going on. Their is almost always constant access to instant information. We are living in a microwave work force. We want a rapid response to the every situation whether it be in regards to an emergency or a workplace issue. Don't create committees to develop solutions. Committees further cloud and complicate an issue. The phrase "Dead in committee", wasn't coined because of the high efficiency of the system.  

The fire service has had a lot of discussion of the last few years about the loss of the brotherhood or the death of it. It certainly isn’t just relative that we have had the same cultural issues in society. Be real. Be what you want them to be. be the reasons that legends are passed along. Every minute is a chance to be a better you. With that you have to ask yourself if you have been part of the brotherhood or a poll bearer at its demise.

Be Ready. Be Willing. Be Present. 

-NexGen