IGNTIE: Accountability

In order to show other what’s expected and ensure that they hold themselves accountable, you need to confront critical incidents, tell stories, and make sure that organizational systems reinforce the behaviors you want repeated. – Kouzes & Posner, The Leadership Challenge

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IGNITE: Avoid Complacency

Our lives begin to end the day we become silent about things that matter. – Martin Luther King, Jr.

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BREAKING NEWS: The IGNITE Contest is BACK!

IGNITE the Spark for Leadership Contest – From the Field for the Field

Throughout the nation, leaders are building teams and developing their people using tools they have found or developed themselves. Imagine if our leaders and their subordinates shared their experiences and successes with each other. Consider the possibility of going to a website and having a ready-made palette of leadership development tools from which to choose—items from the field for the field.

Using the spirit of healthy competition, the IGNITE the Spark for Leadership Contest is intended to be one of the mechanisms used to collect innovative leadership development efforts to be shared across disciplines.

The IGNITE the Spark for Leadership Contest is an optional component of the annual Wildland Fire Leadership Challenge and is limited to entities with a tie to the wildland fire service. Your application should include:

• Written summary of contest activities not to exceed ten (10) pages. (See “Judging” section for what to address.)
• Support materials not to exceed thirty (30) pages or pieces. May include, but is not limited to, photos, videos, and outreach materials, agendas, social media journal.

Send your challenge documentation to:

• Mail:
  NWCG Leadership Subcommittee
  Attention: Pam McDonald
  3833 South Development Avenue
  Boise, ID 83705 

• Electronically: BLM_FA_Leadership_Feedback@blm.gov

Judging
All entries will be judged on the following criteria:

• Local unit information:
• Name of participating unit/team
• Point of contact (POC) name
• POC contact information (telephone, physical address, and e-mail)
• Quality of application (written summary and supplementary documentation, and outreach materials)
• Local unit campaign involvement
• Percentage of local unit personnel involved (provide actual numbers, if known)
• Leadership levels of local unit personnel presenting campaign activities
• Description of campaign activities
• Developed locally or used from another source (credit given)
• Longevity/sustainability of program/activities(temporary/one-time event, long-term product/activity, etc.)
• Connection with the current WFLDP leadership campaign theme
• Innovation and creativity of campaign activities versus activities presented in the Wildland Fire Leadership Campaign Reference Guide
• Connection to the Wildland Fire Leadership Development Program (WFLDP)
• Inclusion of WFLDP values and principles 
• Inclusion of Leading in the Wildland Fire Service publication
• Interdisciplinary impact (beyond self)
• Activities targeted to those outside the local unit
• Usability/adaptability of tools and activities beyond the local unit/area
• Lessons learned for others

Winner Recognition
The NWCG Leadership Subcommittee will determine how award winner(s) will be recognized (e.g., plaque, trophy) on a yearly basis. Winner(s) and those recognized for honorable mention will also be featured on and through various media sites and publications.

Entry Deadline
November 30, 2016

Idaho Ranchers, Landowners Complete BLM Fire Training

On Thursday, February 11, members of the Camas Creek Rangeland Fire Protection Association (RFPA) concluded their initial fire training in Dubois, Idaho. Forty local landowners – mostly ranchers – completed the four-day training conducted by employees of BLM's Idaho Falls District and the Caribou-Targhee National Forest.

Training attendees with BLM employees in front of the engine station in Dubois, Idaho. (Photo by Jesse Bender/BLM)

As fires continue to threaten the western landscape and the sagebrush-steppe habitat necessary for the survival of the Greater Sage-Grouse, targeted action through coordinated fire suppression activities is increasingly important. Working with local ranchers to engage in safe fire suppression efforts benefits both the landowners and the federal agencies. The RFPA is the first for the Idaho Falls District and will have protection responsibilities for all of Clark County plus the Birch Creek drainage of Lemhi County.

Jeremy Casterson, Upper Snake Field Office Manager, welcomed the group, saying "I believe our fire and aviation program is the best there is, and I see you as an extension of that." Casterson explained the policies that guide the BLM's land management approach, including those that address rangeland fire in sage-grouse habitat. He also thanked the group for their willingness to work with the BLM and cited their connections to the local community as one of the greatest benefits to the mutual success of the BLM and RFPA.

Idaho Falls District Fire Management Officer Joel Gosswiller addresses the group of 40 local ranchers and landowners who will form the District's first RFPA. (Photo by Jesse Bender/BLM)

Over the course of the four days, all attendees learned basic fire suppression techniques and communication skills. They learned how to apply what they already know about local weather patterns to fire behavior. Instructors shared their experiences in fireline leadership, command, and safety. To receive a certificate for the training, each participant practiced deploying a fire shelter, a life-saving piece of mandatory fireline equipment.

Idaho Falls District Fire Management Officer Joel Gosswiller was enthused by the turnout. He discussed the RFPA's boundaries and authorities. "This is a perfect area for an RFPA because Clark County is more removed from the population hubs in eastern Idaho. Their presence bolsters our initial response capabilities when we do have wildfires in the area."

Fire Operations Supervisor Dan Zajanc displays a fire shelter during basic fire training for the new RFPA members. (Photo by Richard Zimmerman/BLM)

The Camas Creek RFPA is still in the process of attaining necessary equipment, from additional fire engines to radios. Later this spring, the BLM and RFPA will conduct coordinated field training exercises together.

Story by Jesse Bender, Fire Education and Information Specialist, Idaho Falls District

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Taken from BLM Daily, February 17, 2016.

IGNITE: The Leadership Challenge is...

The leadership challenge in the wildland fire service is to influence people to accomplish tasks and objectives under confusing, dangerous, and ambiguous conditions. – Leading in the Wildland Fire Service, page 10

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Wayback Wednesday: Common Errors in Fight Forest Fires (1942)

In the 35 years or more since the Forest Service was established, the art and science of forest fire control has advanced step by step until today such matters as quick detection, precise location, and prompt reporting of fires are matters of routine.

Be sure to check out the Instructor Guide and Student Workbook on the WFSTAR site.

Social Butterfly or Wall Flower?

(Photo credit: Jupiter Images)

In a learning environment, would you classify yourself as a social butterfly or a wallflower? 

Many of you may immediately jump to whether or not you classify yourself as an extrovert (social butterfly) or introvert (wallflower). Although a viable jump, where I am really going with this post is whether or not you engage in your learning experience and get all that you can out of the experience. I contend we have wallflowers, social butterflies, and mixes thereof in our learning environments.

The Wallflower
The wallflower is an inactive participant in the learning process. A more introverted learner, they sit by themselves--generally in the very back--and rarely, if ever, voluntarily contribute to discussions. Wallflowers tend to be good listeners and great note takers, but not good group spokespersons. At their most introverted, the extreme wallflower can impede the learning process when group work is involved.

The Social Butterfly
Social butterflies have a tendency to flit are all over the learning space. These individuals are more focused social interactions than on learning. They may or may not do what is required to get the passing grade or certificate of completion. At their most extroverted, this learner impedes the learning process so much that they are asked to flit elsewhere.

The Social Wallflower
The social wallflower is someone who may put on the facade of a social butterfly but associates well with the wallflower. These butterflies do exactly what is required of them, but may be uncomfortable doing things like speaking or group interaction. However, they tend to hang back until approached and fail to capitalize on the hidden benefit of the learning experience--the ability to network with others and make use of their contacts beyond the learning experience. These individuals blend right in and may be difficult to identify.

The Flower Butterfly
Flower butterflies are the ideal learners and socialites. They have the right mix of social aptitude and networking skills. These individuals work well by themselves or in group situations. They have the unique ability to create cohesive groups because, as Goldilocks would say they are "just right." They acknowledge the hidden benefit of an engagement with others and maintain quality networks of support far beyond the learning environment. These individuals make learning count both in the learning environment and well beyond.

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Wildland Fire Leadership Challenge
Establishing support networks allows a leader to surround themselves with people willing to support their endeavors. No leader has all the answers or will experience everything there is to know about the leadership environment. Being able to call up those who have had a similar learning experience or who can listen is a great gift.

• Reassess yourself using my definitions. 
• How do you interact in your learning environments?
• What does the way you learn say about your command presence?
• What can you do differently at your next learning opportunity?

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About the Author:
Pam McDonald is a writer/editor for BLM Wildland Fire Training and Workforce Development and member of the NWCG Leadership Subcommittee. The expressions are those of the author.

Team Rubicon Brings Veteran Firepower

Last month, the BLM partnered with DOI and Team Rubicon to conduct wildland firefighter training for veterans at the Victor Valley College Regional Public Safety Training Center in Apple Valley, Calif.

Over 50 Team Rubicon students participated in the January 22-25 training, receiving instruction in wildland fire suppression tactics including communication techniques, fireline construction, equipment operation, and other critical skills.

Patrolling/communications hikes are used to instill a visual and communication dialogue that enhances teamwork.

"We have over 50 students here getting hands-on training on utilizing fire suppression tools along with fire shelter training," said Phil Lind, Boise BLM Smoke Jumper Training Manager. "They are learning what to expect when they get out into a wildfire incident."

By engaging veterans in disaster response, Team Rubicon seeks to provide veterans with a sense of purpose, community, and identity often missing following their military service.

"After my military service I was looking for a way of giving back," stated Patrick Mishler, Navy veteran. "It's always good to learn something new, another skill, and I hope to deploy soon."

Marine veteran Anthony Lewis works for a school district so he sees himself as a seasonal call up. "From here I will go up north for wilderness first aid training and then wait for summer and hope the phone rings."

Team Rubicon students undergo fire shelter inspection from Phil Lind, BLM Smoke Jumper Training Manager.

According to Lind, Rookie School students will leave with a Red Card qualified as a Firefighter Type 2. That means they can operate on a Type 2 hand crew as well as respond to wildland fires. The Advanced Fire Training Students will leave with a Firefighter Type 1 Position Passbook. This allows them to begin their on-the-job training and work toward their Firefighter Type 1 classification. (For more information on Firefighter classifications see http://training.nwcg.gov/sect_position_advancement.htm.)

Team Rubicon students learn proper hand tool/line digging techniques.

Several Marines founded Team Rubicon in response to the devastating 2010 Haiti earthquake. Since then the organization has responded to floods, earthquakes, tornadoes, hurricanes, and other severe weather damage, helping disaster survivors all over the globe.

For more information on Team Rubicon see http://www.teamrubiconusa.org. For information about BLM and its partnership with Team Rubicon, contact Jessica Gardetto 208-387-5458 or jdgardetto@blm.gov.

Story and photos by Steve Razo, Supervisory Public Affairs Specialist, BLM California.

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Taken from the BLM Daily (internal BLM website), February 8, 2015.

IGNITE: Leadership is Action

As a leader, your every action has a consequence; make sure it is one you intend. – Katherine Bryant

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Your Body Language Shapes Who You Are | Amy Cuddy | TED Talks

We've all heard that part of being a "good" leader is looking, sounding, and acting the part. In some of our leadership classes we talk about command presence and how tone of voice and posture influence how people respond to you as a leader. But it goes beyond just how others perceive and respond to you - your body language also influence you. In this TED Talk from 2012, author and social psychologist Amy Cuddy explores how our body language influences not only those around us, but us as individuals.

I'm always on the lookout for new and interesting ideas about human factors and leadership, and this talk struck me as being pretty relevant to fire leaders. The talk isn't about leadership, isn't about wildland fire, and yet there are lots of little nuggets of valuable information in it that fire leaders can use to become more confident and effective leaders. Part of being a good leader is being mindful of ourselves and our surroundings, and videos like this can promote discussion that will help raise individual and collective self-awareness.

As you watch the talk, think of your body language, and if there's anything she talks about that resonates with you. What are some ways that you can use this information in your life, at home or on the fireline? What do you think about the idea of "fake it 'til you are it?" What other lessons can you take from this talk?  Had you ever thought about command presence in this way before? Have you ever considered how you might be able to use "lifehacks" like this to become a better leader?

Until next time...

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Justin Vernon is a regular guest contributor on our blog. Justin works for the United States Forest Service and is a member of the NWCG Leadership Subcommittee as the steward of the Professional Reading Program. Check out his Chasing Fire blog. All expressions are those of the author.

Yes to the Mess - 2016 WFLDP Reading Challenge

The Wildland Fire Leadership Development Program (WFDLP) is issuing the 2016 reading challenge!  The book chosen as the primary focus for this year is Yes to the Mess by Frank J. Barrett. Yes to the Mess is a book about leading well in dynamic, complex environments, where conditions are frequently changing, chaos and confusion are common, and innovation in the face of adversity is needed.  At its core, it’s about how leaders and followers can adapt and find success when things get “messy,” when plans fall apart and leaders are confronted with new or unfamiliar obstacles and challenges.  Using his experience as a jazz musician, as well as examples from other areas of business and industry, the author shows that adaptability and innovation in groups is critical to success.  While the examples in the book are primarily from the business world, the ideas and concepts apply well to wildland fire organizations.

The intent of the challenge is to promote the reading and discussion of the book throughout the spring and summer. Discussions are encouraged on the WFLDP Facebook page, the Wildland Fire Lessons Learned Center Fireline Leadership Reading Room, and ready rooms, engine bays, and fire caches across the land.

A new tool for 2016 and beyond is the discussion guide for this and other titles, located via the Professional Reading Program website. 

Jazz and improvisation in leadership not your thing?  Several other books have been selected for this year’s reading list, and more will be added to the website throughout the year.  Pick one and start a discussion with your coworkers!

Happy reading!

Yes to the Mess Discussion Guide
Leading well in dynamic, complex environments, where conditions are frequently changing, chaos and confusion are common, and innovation in the face of adversity is needed.

Brain Rules Discussion Guide
Leadership is at its core a human interaction. Understanding human factors, including the way our brains work to interpret what happens around us, is an important part of being a competent leader.

It Worked for Me Discussion Guide
Colin Powell shares leadership and life lessons, notes, observations, and insights that he has acquired over a lifetime of experience in the military, the State Department, and his personal life.

Turn the Ship Around Discussion Guide
The author explores how he empowered his followers to be leaders at all levels in the high-stress operating environment of a modern nuclear submarine.

Smokejumper Discussion Guide
The author takes readers alongside his personal journey as a wildland firefighter, from his early years in California to his time spent as a smokejumper in the Washington Cascades.

If you have questions regarding the Professional Reading Program, send an e-mail to BLM_FA_Leadership_Feedback@blm.gov.

IGNITE: Earn It

Earn your leadership every day. - Michael Jordan

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Indiana Dunes National Lakeshore Fire Management Steps Up to the Challenge

Today, we highlight the runner-up for the 2015 From the Field for the Field Contest. Congratulations to Indiana Dunes National Lakeshore Fire Management Program on a job well-done.

The following all-staff activities were led by members at various levels of the organization.

• Each member of the team received a copy of the 2015 Professional Reading Program Challenge book Unbroken. Discussions about the book were held throughout the year.
• The AFMO lead activities in the beginning of the challenge and leadership over to engine crew members.
• Two-day overnight field day for S-130/190 with unique training video.
• Revise the fire program's mission statement.
• Potluck to promote camaraderie.
• Led L-280 for fire personnel and collateral duty firefighters.
• Reviewed the Cold Brook incident.
• Prescribed fire program highlight video.
• "Find the Seasonal" communications and team-building activity.

In Their Own Words

When the program took The Challenge in the spring, it was the hopes of the management staff to be able to supply the full gamut of the leadership courses at or near INDU. We were able to complete L-180 and L-280; L-380 is planned for 2016 and the local District IMT3 is planning on hosting L-381 in 2016. While a couple of the courses are still outstanding in 2015, this goal will be achieved for our personnel in the coming year. One of the final trainings was of the Cold Brook Rx review. It was planned to be completed right before INDU’s fall prescribed fire season, so no one would be complacent going into the season, and to close out the Ignite the Spark Challenge for the fire program. Once again, it wasn’t just a simple review of events. The facilitator used a projector to display actual pictures from the event, a sand table to recreate the day, a lined out timeline of events to review and he set it up in a role play event to put everyone in the room, right there at the edge of the spot fire, placing them in a leadership role – and asking them what would they do.

Throughout this year and during The Challenge numerous topics for future trainings came about from the fire service’s future leaders. We will continue to push forward with these ideas as we enter 2016. We have secured ourselves as a training site for L-380 for May of 2016 that we will be able to get 4 of our staff that need the class. We will be hosting a Dude Fire Review (with 2 of the personnel that were on scene during that tragedy). Our GS-4 firefighter has created an orienteering training that was spurred because of the initial Ignite activity of the ‘Find the Seasonal.’ It is slated for March of 2016. We will complete discussions on INDU’s Vision Statement when furloughed staff comes back to work. We have pages of teamwork, leadership and teambuilding activities that have come about from this Ignite the Spark Challenge, and we are looking forward to using them.

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If you would like more information and activity samples, contact Pam McDonald at BLM_FA_Leadership_Feedback@blm.gov. 

Duty, Respect, Integrity

Are you a values-based wildland fire leader? Do you live by these yourself and instill them in others?

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IGNITE: A Commitment to Values

As our careers progress, some move from being a leader of people to being a leader of leaders to being a leader of an organization. At each level, we rise to meet the challenges of adhering to our values of duty, respect, and integrity and assume the responsibility of instilling those values in others. – Leading in the Wildland Fire Service, page 67

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IGNITE: Team Unity

A unified leadership team sends a powerful message: when all leaders follow the same priorities and reinforce leader’s intent through consistent actions and words, our people develop a strong sense of trust for their leaders. - Leading in the Wildland Fire Service, page 16

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Learning from Successful Organizations: Seattle Seahawks - Leadership, Teamwork and Communication

Check out the recently released leadership module produced for the 2016 Wildland Fire Safety Training Annual Refresher. WFSTAR creators went to Seattle and hung out with members of the Seattle Seahawks. Although you cannot receive refresher credit here, we wanted our followers to be aware of its release and to give all our social media followers the opportunity to participate in the module.

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Overview: 
The intent of this module is to initiate a discussion on leadership, teamwork and communication utilizing examples from a successful organization outside of the fire and military community.

Exercise Instructions:
Watch the video and read the Introduction and the Terminology. Then, discuss the two exercise questions (in small groups or as a whole class). Share with the whole class if done in groups. After completing the two questions, we want to learn from YOUR successful organization. Share your success stories with WFSTAR so that others can learn from your organization. Instructions are located at the end of the module.

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INTRODUCTION 
In previous fire training courses, the focus has been about learning from leaders within the wildland fire and military community. This module is the first in a series designed to focus on learning from organizations outside of the military and wildland fire community. There are a lot of concepts that translate from football to firefighting and we thought it would be insightful to interview members of the coaching staff from the Seattle Seahawks of the National Football League (NFL). Regardless of your interest level in sports or personal team affiliation, the fact remains that it takes a high degree of leadership, teamwork, and communication to operate effectively at the professional level of sports.

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TERMINOLOGY

Success – for the purposes of this module, the Seattle Seahawks were chosen as a case study for success based on three criteria (using data from the 2010 to 2014 seasons):

1. Development of players: During this five-year period, 22 players were selected to the Pro Bowl. Example of player development can also be seen by looking at the starting roster of the team that won the Super Bowl in 2013; of the 22 starting players (11 offensive, 11 defensive), 13 were drafted in the 3rd round or later (included undrafted players). Players also receive professional development training to prepare them for careers after football (business training, entrepreneur workshops, etc.). 
2. Development of coaches: Two coaches from the Seahawks were promoted to head coaches for other NFL teams. Several other positional coaches were promoted internally and externally. 
3. Winning: In the same five-year stretch, the Seahawks have made four playoff appearances including two Super Bowls (won Super Bowl 2013, lost Super Bowl 2014). The Seahawks currently have five consecutive seasons with 7+ wins (out of a 16-game season). 

Humility – This term is mentioned several times by the coaches as a major emphasis of the team. The term humility comes from the Latin word humilitas, a noun related to the adjective humilis, which may be translated as "humble", but also as "grounded", "from the earth", or "low", since it derives from humus (earth). The author C.S. Lewis once wrote: "Humility is not thinking less of yourself, but thinking of yourself less."

Exercise

1. The video focused on three main elements: leadership, teamwork, and communication. What effective methods or techniques from the video do you see demonstrated in your current work environment (on your crew, in the office, or during incident responses)? Provide specific examples. 
2. What effective methods or techniques that were discussed in the video do NOT happen in your organization? What can YOU do to improve the conditions in these three areas? Provide specific examples.

We want to learn from your successful organization and share it with others. Please provide a brief description including:

• What type of “team” are you a part of? Engine, hand crew, IMT, etc. 
• What effective methods of leadership/teamwork/communication does your organization use? 
• What has been the outcome from using these practices? Optional – provide your contact information so others may contact you. 

Share your stories using the email: annualrefresher@gmail.com.

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Visit the WFSTAR website to download the Instructor Guide or Student Workbook. Be sure to talk with your Training Officer to ensure this module is part of your annual fireline refresher. If not, host your own tailgate with the Seahawks! 

IGNITE: Never Stop Learning!

You can finish school, but you should never finish your education. – Jim Rohn

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