Countless firefighters from all over America have been promoted to lieutenant, captain, battalion chief, division chief, assistant chief, deputy chief and fire chief using our curriculum! This workshop is unlike any other you will find. Students will receive our book, Mastering the Fire Service Assessment Center, published by Fire Engineering, which helps them identify strengths and weaknesses, utilize mock exercises, and build a plan for success. Our 9-step program includes 1) elimination of barriers, 2) assessment center orientation 3) the mental paradigm shift from test-taker to officer, 4) knowledge, skills and abilities to be an excellent officer, 5) exercise-specific tools and key points 6) mock exercises, 7) common pitfalls and additional key points, 8) developing your plan/the self-assessment, 9) interviews.
Fewer fires and little or no command training have created an era in today’s fire service where the simple “bread and butter” house fire is a sentinel event. Communications are sloppy and unclear, radio traffic is adrenaline-charged and ineffective, and officers lack command presence. Communication is always cited as the biggest problem on the fireground. The NIOSH top 5 line of duty death causes on the fireground surround size up, command and communications. This hands-on and interactive workshop hits these issues head on and will simplify the components of tactics & strategy, SOP’s and ICS. We synthesize these 3 key ingredients to help you drastically improve the way you command your next incident!
Spend two intense days discussing the command officer of today and more importantly, tomorrow. Today’s company and chief officers are facing unprecedented challenges, fireground dangers, liability, personnel conflict, public and fiscal scrutiny. Don’t be part of the problem; Be part of the solution! Day 1 focuses on Leadership and Team Building. Day 2 focuses on strategy and tactics.
A leadership pandemic is sweeping the American Fire Service. The result is increased litigation, liability, injury and even death to firefighters and civilians alike. Gross inefficiency, ineffectiveness and tarnished public trust are just some of the results of this enormous problem.
Solid, effective and dynamic leadership is rare in the fire service today. This daylong workshop is geared toward what excellent leaders are, and are not. We focus on the challenges facing today’s fire service supervisors, leaders and fire departments.
Real, credible experiences are discussed that deal with all facets of leadership: Keys to real world motivation, goal-setting, the “Old Salt”, the “Y” generation, the “Recliner Jockey”, effective communications, time management, problem solving, conflict resolution, risk management, empowerment, the “Oreo” factor, and many others.
This daylong workshop is an ideal (but not requisite) mate to the leadership class above. We discuss what makes excellent teams work, the difference in personalities and roles, and look at the U.S. Air Force Thunderbirds as a model. A Meyers-Briggs personality exercise allows students to find their personality type, how others perceive them, and gives them a keen insight to their strengths and weaknesses. A communication exercise bridges the gap between sender and receiver, allowing the students to participate in and see the effect of poor communications.
The Officer Academy is a rigorous extension of the Assessment Center Workshop. Our academy consists of only 2-6 people, allowing students plenty of time to be in the hot seat and receive more individualized instruction and feedback. The exercises and simulations are customized to fit each student’s specific department, which provides a greater opportunity for realistic and relevant assessments. The academy can be one day, or as many days as the group feels are necessary. Students have said that it was well worth their investment, and better prepared them for the upcoming test and promotion.
Many fire departments suffer from mistrust between labor and management. The result is lackluster planning and blurred goals that are often shot down by one side or the other. The organization and the people in it endure conflict, ineffectiveness, and disenfranchising of the members. A solution must create trust, harmony, and build relationships between labor and management while accomplishing the organization’s goals.
RBO (Relationships by Objectives) has been used by only a select few fire departments in the country. While Sacramento Metro Fire now uses a form of RBO in their Strategic Planning Team system, Phoenix Fire Department is the most widely known for its success and effectiveness.
This workshop deals with fire department mergers. The first half of the day is spent with your management team discussing lessons learned from past mergers, both good and bad. The second half of the day consists of a brainstorming session to identify critical obstacles to the prospective merger and potential solution strategies. Lessons learned by those who have been there are invaluable and may prevent you from making the same mistakes.