Leaders create teams in which team members hold each other accountable. More than any system of reward and discipline, more than any policy, the commitment to respect teammates and peers, and the unwillingness to let them down represents the most effective means of accountability.

Peer accountability is an outgrowth of trust, respect, and commitment. We set the example by demonstrating that team members can hold us accountable, encouraging them to give us feedback on our own performance in meeting stated goals.

Operational tempo is the speed and intensity of our actions relative to the speed and intensity of unfolding events in the operational environment. Within this context, fire leaders plan, prepare, and execute operations proactively, rather than continuously being forced to react to the environment.

Successfully maintaining operational tempo is not solely about speeding up to match or exceed the pace of the environment. It is also about knowing when operations should slow down and why.

Leaders evaluate performance at all levels to understand the causal factors of successes and failures. All those involved learn incrementally, applying today’s lessons to the next assignment. This focus on continuous improvement brings with it a responsibility to share lessons learned throughout the organization.

Fire leaders work to instill the Five Communications Responsibilities in the culture of all crews, teams, and units. These responsibilities are not just tactical tools but apply to the staff and management environment.

In high risk environments, the best level of protection against errors and accidents is effective team communication. Therefore, everyone—regardless of position—has an obligation to communicate critical information.

Fire leaders build cohesive teams—not simply groups of individuals putting forth individual efforts—to accomplish missions in high-risk environments.

Cohesive teams are more creative and adaptable when dealing with complex situations. This enables them to detect and mitigate errors before irreparable damage occurs. Cohesion allows team members to anticipate the needs and actions of other team members. This increases efficiency and saves time.

Leaders in the wildland fire service are not only empowered but also duty-bound to act on a situation that is within their power to affect, even without direction from above.

This empowerment is not intended to encourage freelancing. In a high-risk environment, freelancing is a dangerous and unpredictable element, causing more harm than good. Ultimately, leaders are always accountable for their actions.

The success of a firefighter’s mission depends upon the crew’s ability to alter behavior and dynamically manage resources to meet situational demands. 

Adaptability/flexibility allows firefighters to alter a course of action based on new information, maintain constructive behavior under pressure and adapt to internal (body) and external (e.g., fire behavior, new assignment and crew experience levels) changes that occur on the fire ground.

Looking out for our people includes not only those who work for us but also our leaders and peers. Leadership is about influencing others to accomplish tasks that are in the best interest of our organization, which often means influencing those above us (leading up). Similarly, we are open to upward leadership and, in fact, encourage and reward it.

Fire leaders are expected to lead in many directions, an expectation that increases complexity and risk.

In fast-moving, dynamic situations, top-level decision-makers cannot always incorporate new information into a formal planning process and redirect people to action within a reasonable timeframe.

We provide leader’s intent so people closest to the scene of action can adapt plans and exercise initiative to accomplish the objective when unanticipated opportunities arise or when the original plan no longer suffices.

Consider the following questions when you have a helicopter with a bucket working in your area:

• Is the helicopter a Type 1?