NFA: Managing Officer Program

Managing Officer Program

The National Fire Academy’s (NFA’s) Managing Officer Program is a multiyear curriculum that introduces emerging emergency services leaders to personal and professional skills in change management, risk reduction and adaptive leadership. Acceptance into the program is the first step in your professional development as a career or volunteer fire/Emergency Medical Services (EMS) manager, and includes all four elements of professional development: education, training, experience and continuing education.

How the Managing Officer Program benefits you

As a Managing Officer Program student, you will build on foundational management and technical competencies, learning to address issues of interpersonal and cultural sensitivity, professional ethics, and outcome-based performance. On completion of the program, you will:

• Be better prepared to grow professionally, improve your skills, and meet emerging professional challenges.
• Be able to embrace professional growth and development in your career.
• Enjoy a national perspective on professional development.
• Understand and appreciate the importance of professional development.
• Have a network of fire service professionals who support career development.

The Managing Officer Program consists of:

• Five prerequisite courses (online and classroom deliveries in your state).
• Four courses at the NFA in Emmitsburg, Maryland.
• A community-based capstone project.

A certificate of completion for the Managing Officer Program is awarded after the successful completion of all courses and the capstone project.

Selection criteria for the Managing Officer Program

The selection criteria for the Managing Officer Program are based on service and academic requirements.

Service Requirement

At the time of application, you must be in a rank/position that meets either the Training or Experience requirements below. Your chief (or equivalent in nonfire organizations) verifies this training and experience through his or her signature on the application.

1. Training
You should have a strong course completion background and have received training that has exposed you to more than just local requirements, such as regional and state training with responders from other jurisdictions.
This training can be demonstrated in one of many forms, which may include, but not be limited to, the following:

• Certification at the Fire Officer I level (based on National Fire Protection Association 1021, Standard for Fire Officer Professional Qualifications).
• Credentialed at the Fire Officer designation through the Center for Public Safety Excellence.
• Training at the fire or EMS leadership, management and supervisory level.
• State/Regional symposiums, conferences and workshops supporting leadership, management and supervision.
• Other training that supports the competencies identified for the Managing Officer in the International Association of Fire Chiefs (IAFC) Officer Development Handbook, Second Edition.

2. Experience
You must have experience as a supervising officer (such as fire operations, prevention, technical rescue, administration or EMS), which could include equivalent time as an “acting officer.”

Academic Requirement

To be considered for the Managing Officer Program, you must have:
Earned an associate degree from an accredited institution of higher education.
OR
Earned a minimum of 60 college credit hours (or equivalent quarter-hours) toward the completion of a bachelor’s degree at an accredited institution of higher education.
In addition, you need to pass these courses before applying (available both locally and online through the Federal Emergency Management Agency and the NFA):

• ICS-100, “Introduction to ICS for Operational First Responders.”
• ICS-200, “Basic NIMS ICS for Operational First Responders.”
• IS-700, “National Incident Management System (NIMS) An Introduction.”
• IS-800, “National Response Framework, An Introduction.”

How to apply to the Managing Officer Program

You may submit an application package at any time during the year, but not later than Dec. 15. The first sessions of the Managing Officer Program will be offered in April and August of 2015. Students who apply by Dec. 15, 2014 will be selected for one of the 2015 sessions or a session offered in 2016 at a date to be determined.
To apply, submit the following:

1. FEMA Form 119-25-1 General Admissions Application Form (PDF, 337 Kb). In Block 9a, please specify “Managing Officer Program.”
2. A letter requesting admission to the Managing Officer Program. The letter should include (with no more than one page per item):
   
   
   • Your specific duties and responsibilities in the organization.
   • A description of your most substantial professional achievement.
   • What you expect to achieve by participating in the program.
   • How your background and experience will contribute to the program and to fellow participants.
   • A description of a challenging management topic in your organization.
3. A letter from the chief of the department (or equivalent in nonfire organizations) supporting your participation in the Managing Officer Program. The letter must certify that you have supervisory responsibilities and that all of the information in the application packet is true and correct.
4. A copy of a transcript from an accredited degree-granting institution of higher education.
5. A resume of professional certifications including date and certifying organization.
6. A resume of conventional and online management and leadership courses completed, including title, date, location and host of the training.

Send your application package to:

National Emergency Training Center
Admissions Office
16825 South Seton Ave.
Emmitsburg, MD 21727

Curriculum for the Managing Officer Program

Prior to Oct. 1, 2017, you may take prerequisite courses before, during and after the NFA on-campus first and second year program. Starting Oct. 1, 2017, prerequisite courses must be completed before beginning the on-campus program.
Select a course code below to see the course description.

Prerequisites	First-year on-campus courses	Second-year on-campus courses
“Introduction to Emergency Response to Terrorism” (Q0890)	“Applications of Community Risk Reduction” (R0385)	“Contemporary Training Concepts for Fire and EMS” (R0386)
“Leadership I for Fire and EMS: Strategies for Company Success” (F0803 or W0803)	“Transitional Safety Leadership” (R0384)	“Analytical Tools for Decision-Making” (R0387)
“Leadership II for Fire and EMS: Strategies for Personal Success” (F0804 or W0804)
“Leadership III for Fire and EMS: Strategies for Supervisory Success” (F0805 or W0805)
“Shaping the Future” (F0602 or W0602)

Managing Officer Program Capstone Project

The Managing Officer Program Capstone Project allows you to apply concepts learned in the program toward the solution of a problem in your home district.
You and the chief of your department (or equivalent in nonfire organizations) must meet to identify a problem and its scope and limitations. The scope of the project should be appropriate to your responsibilities and duties in the organization, and it should be appropriate to the Managing Officer Program. Possible subjects include:

• Lessons learned from one of the core courses required in the Managing Officer Program.
• Experiences of the Managing Officer as identified in the IAFC Officer Development Handbook, Second Edition.
• An issue or problem identified by your agency or jurisdiction.
• Lessons learned from a recent administrative issue.
• Identification and analysis of an emerging issue of importance to the department.

Before initiating the project, you must submit a letter from your chief indicating the title of the project, projected outcomes, how it will be evaluated or measured, and approval for the project to go forward. When the project is completed, your chief must submit a letter indicating that it was completed successfully.

 
http://www.usfa.fema.gov/nfa/managing_officer_program/index.shtm

Union County Fire Academy Graduation Keynote - Semper Paratus

Had the opportunity to address the graduating fire fighters at the Union County Fire Academy Graduation.

FOTRUST PODCAST: Deputy Chief Chris Pepler

Deputy Chief Chris Pepler has been on the lecture and training circuit for some time now.  He holds the rank of Deputy Chief and is a 15 year veteran of the Torrington Fire Department in Connecticut.  My first encounter with him was when he brought the first NFPA Certified Electric Car Train-the-Trainer course to us in New Jersey.  His delivery was crisp and informing.  I have been impressed with him, since.

Having followed his career has given me a great appreciation for the Instructor and Fire Officer he has become.  Check out the short interview I was able to grab, during our time @FDIC.



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An Officer and a Gentleman: Captain Mark Lee (Deceased)

Gone but not forgotten... Captain "Markie" Lee will be missed:
 
The following is a clip from his local news outlet; followed by a short article I wrote.  Captain Mark Lee was one of the reasons I started writing th Fire Officer Trust Blog.  I wanted fire fighters and other fire officers to know the caliber and character of Great Fire Officers.  I can say, with out fear of contradiction, that he was one of the best and finest, I have ever had the honor to serve with or encounter.  He was one of a kind and in a class all by himself.

A Jersey City firefighter from Toms River who was called a hero for his efforts at Ground Zero on Sept. 11, 2001 died last Friday.

Capt. Mark Lee, 53, died at Community Medical Center, having succumbed to respiratory failure, his relatives told News12, in a report.

Lee, who helped remove rubble from the World Trade Center site after the terrorist attack in a search for survivors, had to leave active duty with the fire department by Christmas 2013, News12 reported, but organized one last Christmas toy drive before he did.

His family, the television station reported, believes that, like many first responders, their loved one fell ill due to toxins in the air after the attack.

"These guys went over there and did everything they could, and in the process it might have gotten them sick," Mark Lee, Jr., who is also now a firefighter in Jersey City, told the television station.

According to an obituary, Lee was born in Jersey City but had lived in Toms River for several years.

He received numerous awards as a firefighter and volunteer for organizations such as the Special Olympics Torch Run and Fireman's Picnic and was a Board Member of the FDJC Distress Fund. For the past 27 years, Mark led the FDJC Christmas Drive. He was named Irish Firefighter of the year in 2011.

Lee leaves behind his wife, Cheryl, and children, Jennifer Bimbo and her husband, Richie, Christina and Mark Jr., and a grandson, plus siblings.

Visitation will be Monday, May 12 and Tuesday, May 13, from  4-8 p.m. at Greenville Memorial Home, Jersey City. Everyone will meet on Wednesday May 14 at St. Paul the Apostle Church for a 10:30 a.m. Funeral Mass. Burial will follow at  St. Joseph's Cemetery, Toms River.


My Original Article from 2012 Follows:

Before we experienced Hurricane Sandy, I was writing a short article about a great Fire Officer.  Over the last few weeks, we have been busy, here on the East Coast; responding and recovering from the emergencies created by that storm.  We're back on track, now. 

Congratulations to Mark and Cheryl Lee.  Captain Mark Lee, was named Fire Officer of the Year, by the Jersey City Fire Department.  Mark is a tremendous Fire Officer and gentleman.  He is well respected throughout the city and department.  I have had the pleasure to work with Mark as firefighters, company officers and now as a captain in my battalion.

Whether at a fire, medical call, school drill, working with firefighters or being Santa Claus to so many Jersey City children, he is kind, compassionate and knowledgeable.  Mark possess all of the qualities, expertise and professionalism that a Fire Officer should have.  We have come to count on him and his crew on the scene of emergencies.  He constantly trains his crew and is proactive at incidents.

If we didn't have him, we'd have to invent him.  Congratulations to you, Cheryl, because I know that none of us are who we are by ourselves.

After all that has happened, Mark is right back to his old tricks:  making sure the children in the area have a great Christmas; that's after working the entire storm.

Well deserved and well done.

Know Your Smoke!

I was recently out at #FDIC2014 and had the chance to run into a good friend, Battalion Chief Wayne Smith, of the Indianapolis Fire Department. 

We had "the talk" about this subject and he informed me of their departments "Mandatory Mask Policy".  I told him, "Most if not all fire departments have the policy and hardly anyone enforces it or assigns penalties when the policy is violated.".

Listen in on our conversation: 



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PODCAST: Lee Ireland - The Future Fire Service

While taking another advanced management class in Emmittsburg, with Mr. Lee Ireland, I was able to get some interview time with him.  Lee has been involved in the Fire Service, Emergency Management, Local Government and an enlightened prolific Author/Teacher.

I have had the profound opportunity to hear him before and the experience is always edifying.  The course I took with him last was the Train-the-Trainer for the National Fire Academy Course, "Shaping the Future".  I can't wait to deliver it!

Lee Ireland has a great method of delivering instruction, while empowering his students.

Listen in, as Lee and I discuss current and future trends in the Fire and Emergency Services realm.

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FOTRUST PODCAST: Dr. Denis Onieal

Dr. Denis Onieal, Superintendent National Fire Academy

 While attending the 2013 New Jersey Weekend, at the National Fire Academy, I was able to sit down for an informative chat with the Superintendent.  Dr. Denis Onieal and I go way back.  Twenty-eight years to be exact.  He has been a friend and mentor, for equally as long. Back in the mid to late 80's, Dr Onieal and I worked on several projects for the Jersey City Fie Department, the State of New Jersey and the Federal Government. 

He has always taken a practical and insightful approach, to every project or issue.  His interpersonal skills are, what I think, the essence of his character; he cares about people.

Listen to our brief talk concerning Fire Officers and the future of the Fire Service, in general.

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FOTRUST PODCAST: Chief Eddie Burns

Fire Chief Eddie Burns (Ret'd) Dallas F.D.

I had an information packed and candid conversation with Chief Eddie Burns, retired of the Dallas Fire Department, Dallas, TX.  I have had the great fortune to team up with Eddie Burns inside and outside of the classroom.  Here he shares keen insight into the successful steps and preparation one must take to be productive and effective as an Executive Fire Officer.

He talks about the importance of Competence, Trust and Loyalty.  Listen and let us know what you think.

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FOTRUST PODCAST: Stephanie Denis Gatineau Province Canada

Lt. Stepahnie Denis, Gatineau Province Canada

While Larry Conley and I took a pause to grab some grub, we met two cool firefighters from Canada @FDIC. LT Stephanie (pronounced "STEF-ON) Denis, of Gatineau Province Canada. He and his co-worker Patrick traveled to FDIC to train and meet other firefighters from near and far. We had a great conversation about the fire service and he agreed to share some of it our readers and listeners here. There may be some minor differences in our organizations, but listen clearly to the many similarities. Almost everyone of our interviewees have been able to point one, if not more, person(s) who influenced them. That makes me know that we, who have been in the service for some time, have to be careful about those who are watching us and being influenced by us. Not just by what we say, but more importantly, by what we do and how we carry ourselves. I want to thank LT Denis, for taking the time out to share.

Click below to hear our short chat.

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FDIC 2013 - Here We Go Again

Had a great and informative time this week at FDIC 2013.  As always, a record crowd.  As always, a great place for firefighters and fire instructors to exchange ideas, learn and grow.

The session opened with a stellar ceremony and great words of encouragement and inspiration.  As with most important ceremonies and events the pipes and drum corps sound the clarion call to action and remembrance.  The corps is made up of Pipers and Drummers from all over the nation.

I found a great opportunity to chat with Sparky in his fire engine.  He gave a lesson on how to become "The Man:.  LOL  This great piece of Public Fire Safety Education equipment still draws a crowd and when the operator s a character themselves...well, you just have to watch.

The week has gone so fast we're going to post pictures (worth a thousand words) to catch you up.   Sat down to interview some great fire officers and instructors that we are posting for your listening pleasure and edification.  Be sure to check back periodically for them.

BRB...

FOTRUST PODCAST: BC John Mittendorf Los Angeles

A Great Fire Officer - BC John Mittendorf

With all of the great opportunities @FDIC to share and grow, you cannot help but get edified in the presence of a John Mittendorf.  I have know John for quite some time.  I have followed his career and work ethic for many years.  Many will value his lectures, articles and new book on Truck Company Operations. 

He is legendary for his description and detail of all truck company operations on the fireground. His publications and lectures are as entertaining as they are informative.  He is a frequent presenter at FDIC and across the nation.

But few may remember that he wrote a book on, "Facing the Oral Interview".  Pages I still peruse from time to time.  They have ageless wisdom inextricably attached to them.

 

I caught up with Chief Mittendorf, recently.  I asked him a few questions about Fire Officers and the Fire Service.  Click on the link below and take a listen to our chat.

 

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FDIC Attendees Pause For West, Tx FF's

With all of the activities and training occurring this week, at @FDIC 2013, we were fortunate that the staff of the conference made available a live feed from the memorial service honoring the 10 Firefighters killed in the tragedy of the West, Texas Fire and Explosion.

 

Those being remembered and honored include

• Morris Bridges, West Fire Department
• Cody Dragoo, West Fire Department
• Joseph Pustejousky, West Fire Department
• Douglas Snokhous, West Fire Department
• Robert Snokhous, West Fire Department
• Cyrus Reed, Abbott Fire Department/West EMS
• Jerry Chapman, Abbott Fire Department/West EMS
• Kevin Sanders, Bruceville Eddy Fire Department/EMS
• Kenny Harris, Dallas Fire-Rescue
• Perry Calvin, Merknel Fire Department/West EMS
• Jimmy Matus, honorary firefighter, West Fire Department
• William Uptmor Jr., honorary firefighter, West Fire Department

The fire and emergency service as a whole mourns the loss of 10 of our own and two honorary firefighters and honors their service and sacrifice in West, Texas. "We remember with deep sadness and gratitude our colleagues who died in service to the community of West, Texas, and extend our sincere condolences to their loved ones," said Chief Hank Clemmensen, IAFC president and chairman of the board. "It's with heavy hearts that we say goodbye, but it's in their honor that we put on our helmets each day."

  

                          

Our thoughts and prayers, from Fire Officer Trust, go out to the families, members and friends of those who lost their lives.  More information can be found on the National Fallen Firefighters Foundation site: 

Where Did the Time Go???

Dear Friends

Where did the year go?  I blinked, had a Christmas cookie and the next thing you know it's April!

In all seriousness and not to whine, A Vision and as an extension, myself has been incredibly busy.  You might have heard about our weather experience...you know Sandy?  Lost my home office and basement, computer, network and microwave.  Sheesh....we're still working on getting out from under the mess, but as in everything, some good did come out of it.  I was assigned as the Evacuation/Mass Shelter Branch Director for Jersey City; managing 9 shelters.  We were able to develop a few new directives in Mass Shelter that we will be sharing with the rest of the country in Emergency Preparedness. Our validation came when Federal Agencies, Assets and Resources stated that they wanted to copy a few items from my playbook.  Great job done by all and a tremendous effort by, Fire, EMS and Police.  (why can't we work that way with the day to day ops),  --- Did I say that?

Many Thanx to all who helped.  The full story has to be told and I will post when I get a vacation.  Special Thank You goes out to our Military Personnel, at the Jersey City Armory; led by Chief Armorer Charles Parsons and my new Bro. Capt. Rene Roa.  (fotos to follow)

I recently joined the prestigious Instructor Cadre of the International Association of Fire Fighters (www.iaff.org) Master Instructor Corps.  I am honored and humbled; I hope to share and learn with the best (students and instructors).  This position  gives me the opportunity to share information and knowledge with even more folks in the upcoming years. 

Are you going to be at FDIC2013(www.fdic.com)?  If so, please let me know and let's get together, trade a few war stories,  and just learn from each other.  My best lessons are those I've picked up from  colleagues and friends.  I'm giving a class on "Highrise Fire Safety Management: A Look from Both Sides Now".  It will be Friday, April 26, 2013, in Rooms 134-135, @ 8:30hrs and will last for 90 minutes.  Pop by and say hello

Also to the Victims and Responders in Boston and elsewhere.  Our thoughts and prayers are with you.

Stay safe !

John

A Pause for the Cause: Hurricane Sandy

Hey Friends.  Thanx for all of the kind thoughts, wishes and actions on our behalf, during Hurricane Sandy.  As you must know, I haven't had time to blog or write lately.   I was in charge of the Evacuation & Shelter Branch.  It was a labor of love and quite arduous.  It was accomplished by a great team and cooperation between all agencies, medical and military.  We are going to re-write the book on Mass Care and Sheltering.  More details to follow, as we defrost from the Nor-easter that followed the hurricane.  (I just got power and internet back on at home )

Listen to this great song, by Barry Manilow and continue to think of us in NJ, as we recover.  It's not over yet.

The Chameleon Fire Officer: Mentor, Menace or Mediocre: Make up your mind!

A chameleon is defined as any one of numerous Old World lizards of the family Chamaeleontidae, characterized by the ability to change the color of their skin, very slow locomotion, and a projectile tongue; or a changeable, fickle, or inconstant person.

Having worked with Firefighters and Fire Officers from several departments, over many years, I continue to hear the same complaint and praises.  The issue is consistency.

THE CHAMELEON FIRE OFFICER:

Graphics by Malcolm Alston

The Chameleon Fire Officer: (The one who changes and blends with his/her environment as a defense mechanism.)  Is slow to react.  They can be characterized as fickle, moody and unpredictable.  They may display one aspect of their character as Firefighters; then a different one as a Fire Officer.  At best, they will make one change and you have to live with it; or at worst be one way today and another tomorrow.  I hear this assessment, over and over and over again.  Indecision and inconsistency in the fire station is bothersome yet tolerable.  It can be deadly on the fire-ground.

Let's look at the three: Mentor, Menace or Mediocre.

MENTOR:

Graphic by Malcolm Alston

Have you adopted the character traits, persona and practices of a mentor.  Someone who is approachable, learned, intuitive, genuinely concerned for the positive growth and development of others?  Are you a good listener?  Do you constantly strive to stay at the top of your game (by study, taking courses and by information sharing), so that you are a valuable and knowledgeable resource to subordinates, colleagues, your superiors, and the public?  Do you help, aid, and assist all members of your service?  Do you seek genuine opportunities to encourage others?  Do you attempt to turn negatives into positives?

Being a mentor is a selfless act.  It is a continuous process. It is a transparent process. It takes a strong commitment and a lot of work!

MENACE:

Have you adopted the character traits or persona of a Menace?  Are you perceived as one? Let's face it --many members of our profession are "Type A" personalities. That is a good thing, at times and a horrible attribute at others.  I have met officers that bring hidden and no-so-hidden agendas to the workplace.  Why?

When this happens, it clouds their judgement in all aspects of the work environment.  It causes other members of the service to shut down and avoid them.  One of the problems with that is many times those Menacing Officers are in key positions in the organization. LOL.  There is not enough couch time to unpack the psychological "issues" that created this "character"; just know that they are out there.

Now, when I say a "Menacing Officer", I don't just mean the type that is always lewd, crude and obnoxious.  I don't even limit that monicker to the one that is "in your face".  I have met some of the quietest menaces you could find. Their modus operandi is calm, cool and just as menacing as officer who is "out there".  These quiet, nondescript, "Closet Menacers" (<--poetic license, instead of "Menaces") have their own way about harassing coworkers and subordinates.  They apply discipline and work assignments, disproportionately.  They play favorites and the "ends against the middle" (Classic divide and conquer).  Some of whom you would think stepped right out of the pages of General Sun Tzu's, "Art of War" or Niccoli Machiavelli's, " The Prince ".  Cold, quiet and calculating.  Yet, a Menace, none the less!

MEDIOCRE:

Have you adopted the attitude, character traits and/or persona of a mediocre officer.  Status Quo is sufficient. It's the Guy or Gal at the top who caused these problems and only they can fix them.  "Morale is low!"  "You really can't change things, anyway."  "Why Try?"  "There's no benefit or penalty for attempting to improve things."  "People are people."  "This new generation of Firefighters are the worst ever!"  "You just have to go along to get along (and get ahead)."  "Things are just fine the way they are."  "I set my expectations low and that way I am rarely disappointed."  "Same Circus, Different Clowns!" "I'm just here for the paycheck.".  Sound like anyone you know?

The Mediocre Officer is indecisive or, at worst, nonchalant. They are not engaging.  They skate by, with everything.  This person takes on the personality trait that they have already arrived or have risen as high as they can.  His/her characteristics are "Laissez-faire" (indifferent, hands-off or do the bare minimum).  One definition of laissez-faire is literal, "let it/them pass".  Meaning let it along.  Don't get involved.  Don't interfere.  Don't make changes.  Don't make decisions.

Which One is Worse?


Please use the comment section to explain.

Copyright 2012 John Alston. All rights reserved.

"The Seven Steps to Success" by John C. Maxwell

One of my favorite authors,  John C. Maxwell, continues to deliver these pearls of wisdom and insight.


“Seven Steps to Success"
1) Make a commitment to grow daily.
2) Value the process more than events.
3) Don't wait for inspiration.
4) Be willing to sacrifice pleasure for opportunity.
5) Dream big.
6) Plan your priorities.
7) Give up to go up.”
― John C. Maxwell

The 5 Failures of Command

Recently, I had a conversation with a group of Fire Officers about the state of Leadership and Character, in the ranks of the modern day fire service. I stated, without fear of contradiction that the "First-line Supervisor" Rank was the most critical position on the job.  We all agreed.  We went through all of the ranks and discussed them, 1 by 1; their impact on our profession, in all of its aspects. We then began to discuss the effectiveness and/or the lack thereof. We are willing to stipulate that there are so many areas to cover, that we ran out of time. There were so many items that we had to start narrowing the focus.  We got down to 5.  They are: 1) Poor Communications, 2) Lack of Accountability, 3) Lack of Discipline, 4) Lack of Commitment, 5) Lack of Training.

The 5 Failures of Command:

1. Poor Communications - As is stated, so many times, communication is the principle method by which we get things done.  At every level in the fire service, when there is a gap in service (both for our External and Internal Customers), the lack of communications or poor communication rises to the top of the list.  Whether in the Fire Station, Headquarters or in the street, poor communications are at the root of calamities, disasters and miscues.   Written orders, guidelines and rules must be clearly formulated and clearly communicated. Public Fire Education and Fire Prevention efforts must take the "end-user" into consideration.  Complete and succinct information can make working with the public, on important issues, so much more easier.  Yet, many Officers are not trained in effective communications and many don't know when communications have gone awry.
2. Lack of Accountability - ACCOUNTABILITY: for actions and responsibilities; for crew members, equipment and tasks, particularly at the scene of emergencies.  Lack of Accountability could also be classified as a Lack of Responsibility; members being responsible for their own actions. A few years back, I saw so many classes being offered on Accountability Systems, Rapid Intervention Crews, May-Day's and Self-Rescue techniques.  I taught many of them.  The prevailing issue that came up was working to keep our people from getting into those situations in the first place. Purposeful and proactive accountability can aid to that end.  When we impress upon our people that situational awareness is paramount, we are telling them to be accountable.
3. Lack of Discipline - Our service is effected, negatively, not by the exercise and issuance of discipline, but by the lack of the same.  Many members talk about the lack of morale from time to time.  Some attribute it to contracts, equipment, schedules, the person at the top, Officers, etc.  However, I can say that the lack of discipline is a more pernicious element to low morale than any other.  It's easy to blame the Chief, Commissioner or Fire Director for your woes, however, what is going on in your neck of the woods.  What about the things you have direct control over.  I have found that when discipline is effectively applied and evenly enforced; when members know what your expectations are and you are willing to hold them to the standards, morale and productivity improve.  It starts and ends with you!  Yes, YOU!  Lack of discipline, in your own personal and professional demeanor/deportment, can be contagious.  You wear your uniform improperly, so will your subordinates; come to work late and stay unshaven/disheveled, so will your subordinates; cut corners, they will; break rules, they will.
4. Lack of Commitment - I am a big proponent of commitments and being sure that you are clear on them. It is a significant character trait for firefighters and fire officers that is severely lacking these days.  I have seen a great shift from a true commitment to the job, your crew, your officer and yourself  to a true commitment to "yourself".  The number of self-centered, self-absorbed, conceited and narcissistic firefighters is at an all time high.  It permeates every aspect of our service and I don't see the trend slowing.  There are several reasons why, but commitment stands out.  Look up from the phone, laptop and/or iPAD and see what has happened to our beloved profession.  It's not pretty.
5. Lack of Training - How does one get to Carnegie Hall?; Practice, Practice, Practice.  How does one become an Effective Commander in the Fire Service (one that members will Trust)? TRAIN, TRAIN, TRAIN!  You have to train, to acquire the confidence, skill sets and competence to operate in your position. You must read, take courses and network with other more experienced fire officers to stay abreast of emerging technologies.  You must seek a mentor and then be  a mentor to someone else.  Your training must be multi-disciplined.  There are some great corporate management books out there.  There is required reading for our profession and acquired reading.  Be a sponge.  Continue on a course of achievement and education.  It works! 

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 Copyright 2012 John Alston. All rights reserved. 

Box vs. Out of the Box Thinking

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A few years back, I had a great opportunity, during one of our planning sessions, to take notice of a particular "world" view held by a facilitator. The session was an emergency management development group.  It was sponsored by a dear friend and was facilitated by two other individuals.  These persons were not from our agency or group.  They were not familiar with its culture and underpinnings. They led us on different approaches to arrive at some of the decisions that we had to make.  That was the great part!  I like learning new methods and challenging some ideas that may have outlived their usefulness. 

However, the not-so-great part was that, as the days went on, I got a sense that one of the facilitators may have been harboring a little negative, possibly condescending, attitude.  It was noticeable, in his comments and gestures.  I tried to shake it, because anyone can have a bad day (theirs or yours).  First impressions, although are usually "spot on", can sometimes be misleads.  You have to give presenters a chance. People who make presentations to others know that you have to warm up the room, get a read and then proceed.  You may have to change methods, tactics and directions to get your room to "buy-in". But I digress!  Okay, this guy bothered me. The feeling I had just wouldn't go away.  As the days went on into multiphase sessions, that sense increased.   I thought, "Hey, this guy doesn't know us.". 

Then, it happened:  One of my colleagues made a suggestion.  It was a great idea, by the way. It was based on sound past practices. It seemed feasible.  It was succinct.  But the response from the facilitator was, "Well, you're just not an "Out-of-the-Box thinker".   I then saw my colleague retreat and shut down.

You're just not an out of the box thinker? I thought to myself; the way that statement was delivered was condescending. It seemed as if he was saying to the person, "You're not that creative", ; "You're not that bright!, "You're not intelligent enough.", "You're not that flexible." You're rigid. You don't know what we know.  YOU'RE NOT THINKING!   I took umbrage to that and I didn't like it either. ;)

When you tell someone that they're not an out-of-the-box thinker,  it shouldn't be a negative.

I find that "Box" and "Out-of-the-box" thinkers are both needed in planning situations and emergency management.  In our day-to-day situations, Box Thinkers are very clear on their roles and responsibilities. They are clear on the "space" they occupy.  They can prove to be invaluable, under many circumstances.  They have full knowledge of their position in the organization and are detail oriented.  

If you're going to be a "Box Thinker", though, be sure to handle everything within the box.

I know it may seem like an abstract analogy but follow me for a little while.  Be clear on where your box fits into the entire operation.  Know the relationship and responsibilities that your box has to the other boxes adjacent to, below and above your box.

EXAMPLE: If you're a company officer and your "box" is being on the Ladder Company; "Handle everything within your box!  If your task, that day, is to perform search & rescue then handle everything in your box!  If you're assigned to be the supervisor, on the third floor or division three of the building, then you are responsible for everything within that box.  Fire suppression, search and rescue, ventilation, salvage, pre-&post- control overhaul, etc.  Know the  authority, resources and tools that are necessary for the box, completely.  If your box is ventilation; then you should know everything there is to know about Ventilation: positive pressure, negative pressure, hydraulic, mechanical, natural, vertical, horizontal.  You need to know when to apply what and at what appropriate time.  Handle everything within that box.

When you're an out-of-the-box thinker it means that you have the ability or the wherewithal to step outside of the norm; or you just decided to think of things in a different way.  That doesn't make you a better thinker than the people who do think within the box. 

EXAMPLE:  If your box is OPERATIONS, at an incident, and you are the Operations Section Chief...handle everything within your box.  Assign the necessary tasks, establish the correct groups, place them in and on the proper divisions.  Call up the appropriate resources.  Provide for accountability and safety measures.  Monitor progress.  Be clear on your communications, directions and requests.  Staff all required positions.  Use checklists.    And...and...and...

MASTER YOUR BOX!

Additionally, to be an "Out-of-the-box" thinker means that you can take the conventional methods, the tried and true methods and apply them in a different way.  You may have the ability not use the conventional methods at all and still realize a successful outcome.  You know the standards.  You just look at the situation in a different way. You may want to come up with a different or alternative means to perform the same task.  You may very well look at things completely different. 

In Emergency Management, when you think outside of the box you are still utilizing box thinking to formulate your idea.  You have to.  Think of it as a Stringed Quartet vs. a Jazz Quartet.  It's still music.  One is very structured and the other more improvisational and yet they still utilize some of the same instruments, chords and notes to produce the final sound that they desire.  It can even be the same song or piece of music.  Very often the stringed quartet can make improvisations or perform different interpretations to the classical pieces. 

"Out-of-the-Box thinking" is no greater than "Box thinking", when it's done completely. It just means that we have different approaches to achieving a successful outcome..

I think they're both great and I that any individual can possess both characteristics of a "Box or Out-of-the-Box thinker.

Which one are you and why do you think so?