Fire Service Small Unit Leadership

BY CRAIG J. CARR

Small unit leadership is a crucial aspect of success in the military and in fire service. On the battlefield, the importance of well-trained and effective small unit leaders has been recognized and addressed through formal leadership training programs. In comparison, the fire service has not always placed the same emphasis on small unit leadership development, missing opportunities for improvement. However, advances in technology have opened up new avenues for fire departments to enhance their small unit leadership training programs. Below, I compare and contrast lessons learned from the military with those of the fire service, highlighting the importance of small unit leadership, and propose technological solutions for improving the training and development of fire service leaders.

• Managing the Military Veteran Probie
• Mission Command, Fire Command, and Synchronization
• Fireground Commander’s Intent: Coordinated Actions for Mission Success
• Warfighting for Firefighters

Fireground vs. Battlefield Training

The company officer’s role on the emergency scene is not all that different from a corporal’s or sergeant’s responsibilities in the military leading a fire team, a small four-person military infantry group. However, the military provides its personnel formal leadership training to prepare them for their responsibilities, while the fire service has not always emphasized small unit leadership training.

Devaluing small unit leadership can lead to confusion and poor performance on the battlefield, as has been seen in the Russian military and its performance in Ukraine. In contrast, the United States prioritizes small unit leadership development, with preconflict training in Ukraine and Poland that includes leadership training for soldiers in the traditional noncommissioned officer (NCO) role. The Russian military’s lack of emphasis on small unit leadership has been credited as one of the major factors in its failure to dominate the battlefield, despite its overwhelming numerical advantage.1 U.S. Chairman of the Joint Chiefs of Staff General Mark Milley stated that Russian casualties are more than 100,000 and in November 2022 stated that Ukraine’s were similar despite Russia having four times the number of active troops.2 While many have cited Western military aid as the most significant contributing factor, many military experts acknowledge that dysfunctional leadership has been Russia’s Achilles heel.

Chinese officials, who previously had a similar doctrine as Russia, have recognized the importance of an NCO corps and began to develop small unit leaders in 1990s. Though China’s People’s Liberation Army has had difficulty in developing this NCO corps, it is a key part of the country’s plan to achieve a world class military by 2049.3

Similarly, the fire service can benefit greatly from a focus on small unit leadership training, which will help to prevent issues from arising and improve firefighters’ safety, welfare, and professional development. Investing in leadership development programs at all levels of the firefighting organization is essential to have a pool of capable leaders who can make quick and effective decisions during emergencies.

Over time, the fire service has recognized the importance of investing in leadership development and training for the officer ranks, sometimes missing the small unit leaders or beginning their formal leadership development once they are already tasked with the responsibility. Recognizing that strong leaders improve firefighting operations’ overall effectiveness and efficiency has driven the fire service’s emphasis on leadership; this remains true when you look from a bottom-up perspective as well.

The significance of fire service small unit leadership has not diminished and continues to be critical to successful firefighting operations. Fire departments must invest in leadership development and training programs to ensure their leaders’ readiness and competency in emergency response.

Addressing the Issue

To ensure that your agency is empowering the company level leader to make wise decisions requires planning and strategic training application. An important part of the plan for how you can use new technology and empower mid-level leaders to improve small unit leadership training is offered here in the following steps. 

1. Identify training needs. Conduct a thorough analysis of the current small unit leadership training program to determine areas that need improvement. This will help you identify the skills and knowledge that entry-level leaders must acquire to lead their teams effectively. Survey mid-level leaders to understand their current level of knowledge and their small unit leadership skills. Use recent performance evaluation results to identify areas for improvement. Finally, examine incident reports and debriefs to determine if there were any fireground or emergency scene issues that can be attributed to leadership issues.
2. Adopt new technology. Use technology to create a more engaging and interactive learning experience for company-level leaders. Consider incorporating virtual and augmented reality, gamification, and mobile learning into your training program. This will make the training more appealing and accessible to your entry-level leaders. To implement this step, first research available technology-based training platforms, such as virtual and augmented reality, gamification, and mobile learning, to determine the best options for your fire department. Next, develop interactive and engaging training modules that use the technology you selected. Then provide training and support on how to access and use the technology-based training resources.
3. Empower small unit leaders. Encourage them to take ownership of their own professional development by giving them access to online training resources, such as leadership courses, webinars, and podcasts. This will not only help them develop their leadership skills but also increase their confidence in leading their teams. Create an easy-to-access online library of leadership resources, including courses, webinars, podcasts, and books. Encourage your personnel to set aside time to take advantage of these resources for self-directed learning. Finally, expand opportunities for leaders to share their knowledge and skills with their peers through in-person training sessions and online forums.
4. Offer blended learning. Blend online learning with face-to-face instruction to create a comprehensive small unit leadership training program. This will provide these leaders with the opportunity to ask questions, receive feedback, and engage in hands-on exercises. Develop a comprehensive training program that combines online and face-to-face instruction. Schedule regular in-person training sessions to provide leaders with opportunities to ask questions, receive feedback, and participate in hands-on exercises. Provide opportunities for mid-level leaders to practice their leadership skills through real-world scenarios and role-playing exercises.
5. Create a mentorship program. Establish a mentorship program that pairs these leaders with experienced senior leaders. This will provide them with an opportunity to observe and learn from experienced leaders as well as receive feedback and guidance on their leadership skills. To implement this, identify experienced firefighting leaders who are interested in serving as mentors to entry level leaders. You must establish clear expectations and guidelines for the mentorship program, including the responsibilities of both the mentor and mentee. Lastly, provide opportunities for mentors and those mentored to meet regularly and participate in training and development activities.
6. Evaluate and refine the program. Continuously evaluate the small unit leadership training program and modify as needed. This will ensure that the program remains relevant and effective in helping small unit leaders develop the skills they need to lead their teams effectively. Supervision is key; continuously monitor the progress of your personnel as they participate in the training program. As with any good training program, it is crucial to solicit feedback from those being developed and mentors on the program’s effectiveness and then modify as needed. Regularly and accurately assess your developing leaders’ performance in their leadership roles to determine if additional training is necessary.
7. Provide recognition and rewards. Reward and recognize the efforts of the leaders who successfully complete the training program. This will not only motivate them to continue developing their leadership skills but also demonstrate the importance of small unit leadership within your agency. Find ways to offer incentives for leaders who demonstrate exceptional leadership skills during firefighting operations. Senior leaders must publicly acknowledge the efforts of mid-level leaders who make significant contributions to the agency’s mission.

Benefits of Development

By implementing these steps, you will create a comprehensive small unit leadership training program that leverages technology and empowers mid-level leaders to take charge of their own professional development. This will result in more capable and confident leaders, who are better equipped to lead their teams effectively and efficiently. Additional benefits that may result from successful implementation are below.

1. Improved safety. Effective small unit leaders are responsible for the safety and well-being of their team members. With the right leadership training, small unit leaders can ensure that their team members are properly prepared and equipped to handle any situation they may encounter during an emergency response. This, in turn, helps to minimize the risk of injury or harm to themselves or their fellow crew members.
2. Enhanced team performance. Small unit leaders play a crucial role in leading their team members and coordinating their efforts during an emergency response. With the right leadership training, small unit leaders can motivate and inspire their team members to work together efficiently, which directly impacts the overall effectiveness of firefighting operations.
3. Increased professionalism. Small unit leaders play an important role in shaping the culture and ethos of the fire department. With the right leadership training, they can help to promote and maintain high professional standards among their team members, which enhances the reputation of the fire department and strengthens public trust.
4. Better decision making. Small unit leaders are often faced with complex and rapidly changing situations during an emergency response. With the right leadership training, small unit leaders can make quick and effective decisions, which helps to minimize the risk of errors and improves the overall outcome of firefighting operations.
5. Improved morale. Effective small unit leaders can create a positive and supportive work environment for their team members, which boosts morale and helps to reduce stress and burnout among firefighters.
6. Career advancement opportunities. By participating in leadership development programs, small unit leaders can improve their knowledge and skills, which can lead to career advancement opportunities within the fire department.

Agency Benefits

While this article focuses on developing leadership at the entry level, properly applying this approach will open the doors for leadership development throughout the ranks. The way we learn and train in 2023 is night and day when compared to 20 years ago. To succeed, senior leaders must be much more creative in how we embrace and implement modern-day solutions to historical issues. If they are adopted and successful, your department leadership will enjoy the benefits below.

1. Improved coordination. By empowering small unit leaders to lead their teams effectively, higher level leaders can better coordinate the efforts of multiple firefighting teams, improving the overall efficiency of firefighting operations.
2. Reduced liability. Effective small unit leaders are responsible for ensuring the safety and well-being of their team members. With the right leadership training, small unit leaders can minimize the risk of injury or harm to firefighters, reducing the liability of higher-level leaders in the organization.
3. Better resource management. Small unit leaders play a crucial role in managing the resources at their disposal, such as equipment, personnel, and time. By training small unit leaders to make effective decisions, higher-level leaders can better manage resources and improve the overall efficiency of firefighting operations.
4. Increased productivity. Effective small unit leaders can motivate and inspire their team members to work efficiently, which directly impacts the overall productivity of the fire department.
5. Better succession planning. By investing in the development of small unit leaders, higher-level leaders can build a pool of capable and competent leaders who are ready to step up and fill leadership roles as needed, improving the overall stability and continuity of the organization.
6. Strengthened organizational culture. Small unit leaders play an important role in shaping the culture and ethos of the fire department. By empowering small unit leaders with the right leadership training, higher-level leaders can help to promote and maintain high professional standards, which strengthens the culture and overall reputation of the organization.

Senior fire service leaders should also focus on their agencies’ backbone, the small unit leader (company officer). With just a little attention and effort, the results could be dramatically improved. While many agencies have implemented similar programs, this is for those who may not have and could use improvement and to offer potential solutions. We owe it to our troops to ensure that they are prepared, regardless of the challenge they face.

Endnotes

1. CNN.com. https://www.cnn.com/2022/02/25/europe/russia-ukraine-military-comparison-intl/index.html.

2. New York Post. https://nypost.com/2023/01/20/ russia-has-significantly-more-than-100000-casualties-in-ukraine-milley/.

3. DefenseOne.com. https://www.defenseone.com/policy/2022/05/ncos-america-has-them-china-wants-them-russia-struggling-without-them/366586/.

CRAIG J. CARR is an assistant chief with Montgomery (AL) Fire/Rescue, responsible for the Division of Standards & Compliance where he manages compliance with National Fire Protection Association standards, International Organization for Standardization certification, and Center for Public Safety Excellence accreditation. He has a bachelor’s degree in fire administration, is a graduate of the National Fire Academy’s Executive Fire Officer Program, and is a general aviation pilot.