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INFORMATION #1 <br /> But sometimes organizations have problems because they're too "tight knit." Its <br /> members may have known each other all or most of their lives. Having a tight bond with <br /> your colleagues is great and enhances unit effectiveness, but what if the team is <br /> primarily socially motivated and their fireground performance and ability is based on all <br /> talk? <br /> In other words, tight knit to the point where it negatively affects the success of the <br /> mission. Members feel free to run wild knowing that disciplinary actions will never be <br /> used to control their behavior. This can be one of the problems of small departments <br /> where people have known each other forever. In addition, a tight-knit unit that always <br /> looks back to past successes and rests on their laurels doesn't prepare successfully for <br /> future combat! Talking the talk is always second to being able to walk the walk! <br /> New members see this behavior and attitude that permeates, accept it as the way of the <br /> organization, and the cycle continues to spiral out of control. An organizational culture <br /> where fire officers or members are never held accountable, where they can act as they <br /> choose, and where the group experiences a never-ending cycle of mediocrity are the <br /> symptoms of a future tragedy! <br /> • The second problem is how we choose our people; are they the best of the best? <br /> Strongly related to organizational culture is the hiring (yes, for volunteer organizations <br /> as well) or the promotion process of firefighters and fire officers. To limit the problems in <br /> an organization, we have to have the best and brightest talent that is available to us! For <br /> fire officers, the best and brightest are those with knowledge, experience, charisma, the <br /> ability to be articulate, a successful track record in fireground operations, and past <br /> successes in helping their colleagues improve and evolve into better firefighters and <br /> officers. This is also applicable to our volunteer organizations as well. <br /> Difficult entrance requirements and promotional processes, mentally and physically <br /> challenging training programs, and very challenging testing programs (both academic <br /> and physical) allow the "cream of the crop" to rise to the top. Organizations that strive <br /> for mediocrity will inevitably have problems. <br /> These two principles, organizational culture and personnel quality, are directly related. <br /> They apply to all career and volunteer fire departments. <br />