Ch. 7 the company officers role in leading others Flashcards
For persons entering the fire service, their (blank) has the greatest impact on them in their entire career
First company officer
The first meeting with a new fire fighter should define
The job
Establish positive relationships
Build a friendly atmosphere
The (blank) should establish a clear definition of the job
Supervisor
NFPA 1001
Standard for fire fighter professional qualifications
Having a set of (blank) for the job provides a gauge for fire fighter proficiency and ultimately evaluation of this proficiency
Standards and expectations
With a new member, a formal review will occur after some specific time of service, typically
Six months or a year
For new members, a mini review should be held
Once or twice a month
A team members performance as determined by their (blank) to the work
Competence and commitment
A member’s competence is determined by their
Knowledge
Skills
Abilities
A members commitment is determined more by their (blank) in themselves
Attitude
Motivation
Confidence
Type 1 member
High competency/ high commitment =good performer
This member has the skill and self-confidence needed and is ready to move to areas of greater responsibility
Type 1
Keep a high Competency high commitment member (blank)
Challenged
Type 2 member
Low competency/ high commitment = good student
This type of member characterizes many of us while we are on the learning curve
Type 2
The novice member is learning new skills but now realizes that this process is a lot more complicated than I initially thought
Type 2
With a type 2 member, being a supervisor, your role is to provide
Assurance and help the novice gain self-confidence
High competency / low commitment = poor attitude
Type 3
Type (blank) : In this case the member is learning but lacks the self-confidence or motivation needed to go it alone
3
Work on attitude and self-confidence with type (blank) members
3
Type (blank): low Competency/low commitment= Unwilling and unable
4
With type (blank) review the individuals goals, look for learning disabilities, take shorter steps and have patience, provide positive motivation and evidence of your confidence
4
Effective (blank) promotes an environment that encourages each member to develop to the full potential
Supervision
Good supervision is accomplished in four Ways
Mentoring, coaching, counseling, and performance evaluations
A good mentoring process must start with a
Formal decision from a senior officer
The next step after a formal decision from a senior officer is to get the training division to
Develop a mentoring program
You cannot manage what you cannot
Measure
A trusted counselor, guide, tutor, or goal
Mentor
True or false: ultimately, you, as the company officer, are responsible for the firefighter’s
Performance
True
The word mentor comes to us from (blank) mythology
Greek
(Blank) what is the name of Odysseus’ wise and faithful advisor
Mentor
A friend and role model , a person who leads support in many ways to help one pursue a goal
Mentor
The mentoring process can be briefly summarized as
“Lead , follow , and get out of the way”
what term means pass on knowledge and skills allowing the student or new member to safely and effectively function in the new environment
Lead
what term means advice and counsel, providing a continuing program of development as the new member actually functions in the new environment
Follow
what phrase means initiating the process of handing off as the student or member gains the skills and ability to get the job done
Get out of the way
The “blank” is a seasoned member and could be compared with the first sergeant in an army unit
Master firefighter
The master firefighter has both “blank” power
Expert and identification
T or F , the master FF should be a certified instructor
T
The “blank” is the designated mentor who guides the new members successfully through the mentoring process
Master firefighter
When “blank” , you are helping a team member improve knowledge , skills, and abilities
Coaching
The “blank” works with the student until the desired level of competence is demonstrated
Coach
Asking the member to talk through a task does two things
Reinforces the learning process and verifies what the member is thinking
“Blank” is an informational process that helps members improve their skills and abilities
Coaching
“Blank” is often a function of how members are treated and the expectations that are indicated
Performance
Goals that are set And agreed-upon
with your members Should be
High, mutually agreeable, and attainable
“Blank” may focus on some specific aspect of the job, but more likely, the focus is on general attitude or behavior
Counseling
T or F, Counseling should always be done in private
True
T or F, Counseling should be accomplished shortly after the unsatisfactory behavior was observed
T
Counseling is a tool for member improvement but it also is a
Problem-solving process
You should close a counseling session by agreeing upon
The next step
Absenteeism, high accident rate, difficulty in concentration, confusion, spasmodic work patterns, generally lowered job efficiency, and poor team member relationships on the job or a checklist of unsatisfactory job performance identifies who
The troubled team member
who Helps Members learn the job
Mentor
who Helps members with self-assessment
Coach
Provides members with reality check
Appraiser
who Helps members identify their goals
Advisor
who Connects members with their own future goals
Referral agent
Many members and even some supervisors look upon their performance evaluation as a necessary but
Undesirable part of the job
If coaching and counseling have been taking place as they should, there should be no surprises for members in the
Evaluation interview
The “blank” should start with goal setting, move to encouragement, self assessment, watching performance and providing feedback during the period and a formal performance review and goal setting
Cycle of performance management
The multiple input approach to performance feedback is sometimes called “blank” to connect the full circle
360 degree assessment
Evaluations by “blank” are the most traditional source of employee feedback
Supervisors
Who is often in the best Position to effectively carry out the full cycle of performance management
The first line supervisor
Planning, monitoring, developing, appraising, and rewarding is what
The full cycle of performance management
Most federal employees believe that the greatest contribution to the performance feedback should come from their
First-level supervisors
The “blank” is actually quite common but usually is used only as an informal part of the supervisor- employee appraisal feedback session
Self assessment
