THERE HAS BEEN A GREAT DEAL OF DISCUSSION and focus on leadership in the fire service lately. It seems as if everyone wants to be a leader of some sort. Most officer development programs emphasize leadership and management skills, and officer candidates are commonly evaluated on their ability to lead others. Clearly, the ability to lead others and manage the daily operations is critical to an effective fire officer.
But what aboutfollowership? One thing is for sure in our business: Everyone has a boss. Even the chief answers to someone, be it the mayor, the county administrator, or a board of directors. Every level of the organization reports to someone. There was a time when I struggled to even utter the word “follower,” as if it somehow was taboo in our culture. I guess it’s the take-care-of-business mindset we’re programmed with in the academy that stays with us as we progress through the ranks. Think about it. How much training or education is offered in following others? I think that is because following really isn’t that cool. But, a lack of follower skills is causing us some headaches. Imagine trying to lead with a dance partner who is constantly trying to lead you. It looks more like a wrestling match than a dance. We’re essentially running blind when it comes to a conscious approach to follow the leader.
At first glance, the concept of followership elicits images of bowing before the boss and having to be careful you don’t bump into the boss if he were to make a sudden stop. To the contrary, effective followers are just the opposite. They challenge the boss when necessary and share their opinions, even if they might be viewed as controversial.
If you are a current subscriber,login here访问此内容。
If you would like to become a subscriber, please visit ushere.
