As we begin to transcend generations in the fire service we
are at a pivotal moment. We are rapidly approaching a shift in direction. The
changing direction is not based on tactics, science, or procedure. It is based
on leading people and not simply managing an organization. At the heart of the
organization is its people.
Leadership is about people.
We are coming into a social series in which leadership is
now based on credential based leaders and away from the motivational styles of
the past. This is a double edged sword. Leaders must be knowledgeable in the
craft of fire suppression with a reasonable understanding of the technical and
scientific based aspects but they also must be able to motivate a
multigenerational organization toward a common goal.
There are many opportunities where emergency services and
military services have come into the arena looking to tackle the same problems.
Recognition Primed Decision Making was one of the first models that was used to
evaluate the interaction between leadership decision making between leaders in
the fire service and leaders in the armed services. In this study they
evaluated how leaders in both groups made calculated decisions and what models
they used to make them.
The military style of leadership trends more toward rank,
structure and discipline. We in the fire service have attempted to mimic that
and have had limited success. The success on this is really dependant, at
times, on the organizational model that is in place, having clearly defined
roles for leaders within the organization and adhering to the policies,
procedures, and overall tone of the agency.
Motivating factors for leaders can come from a variety of different
things. Some are there for the power and authority others are in place because
it was their time, while some have risen through the rank and file based on
performance and dedication. The method in which leaders are chosen varies
through out the fire service. While some go through an assessment center still
others are voted in by populous within the organization, and in a few remaining
places within the country they are voted in on the general government ballot by
the citizens of the communities for which they serve.
When looking at the base for which they are selected it’s
not unreasonable to look and see that some of the leaders are failing
miserably. We are seeing this in small towns and large urban centers. We can’t
blame the leaders, well, not entirely anyway. They may have never had any sort
of leadership development. As we said earlier, some were voted in by popular
vote. Some may be suffering from antiquated notions from which to operate. This
will likely not end well for these leaders. Especially if they are of the
thought process that nothing is wrong and that the way that they have always
done it is working just fine.
“When placed in command take charge”
This doesn’t simply mean that now that you are there it time
to toss over the apple cart and see what you can stir up.
It starts simply with “When placed in command…….
However you may have ended up in the leadership role is not
of any relevance to the rule. Regardless of it how you got there it is now time
to take charge.
Develop your leadership skills in a manner that affords you
to interact with all the personnel within your organization.
Above all now that you are here own it. Own up to everything
that is involved in your position. Honesty and transparency are strong
character traits that will compliment any great leader’s character.
While we are on the topic of character, be of strong
character, in a positive manner. Be something that sets the example. No one is
going to follow you if you aren’t willing to set the tone and show them that this
is where the bar is.
Strong leadership has nothing to do with managing people.
Leadership is about people. Its about showing them their value to the
organization, about showing them that without them their the team is
incomplete. Engage them. Bring them in and show that you are accountable to
them just as they are accountable to the organization and then you.
Go out with the crews, engage them and set the standards.
They expect it.
-NexGen
www.nexgenleadership.net
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