Many years ago, while responding to a residential fire, the first due engine officer (a ride-out officer), transmitted that they were on the scene, and this would be a defensive fire. As the responding Battalion Chief, I acknowledged the message and told them to make whatever call they needed. On my arrival, I found that this was not a defensive fire, crews were inside working. The ride-out officer just wanted other crews to slow down so his crew would be first in the door. Needless to say, I was shocked and livid.
I’m not writing to discuss this fire; I am writing to speak about the loss of trust and how that damages the organization. When an employee lies to you, it creates a rupture in the trust essential for any working relationship. Whether the falsehood is about a fire’s progress, a personal issue, or a mistake made, the impact can be significant and far-reaching. Initially, it undermines the transparency crucial for effective communication and collaboration within the team. Moreover, it can lead to a toxic work environment where suspicion and doubt prevail, hindering productivity and morale. As a leader, discovering such deception can also provoke feelings of betrayal, especially if the trust was previously established. Above all, it puts the lives of citizens and other firefighters at risk, because your information can never be considered accurate. Without the fireground information being reliable, how can you possibly make decisions for everyone’s safety?
Addressing the situation promptly and effectively becomes paramount when a firefighter lies. Ignoring or downplaying the dishonesty may only exacerbate the issue, allowing it to fester and potentially spread. Instead, confronting the firefighter and their officer in a respectful yet firm manner is essential. Providing a safe space for open dialogue enables both parties to understand the motivations behind the dishonesty and explore potential solutions collaboratively. This approach not only demonstrates the importance of honesty within the organization but also fosters a culture where transparency is valued and upheld.
Beyond the immediate repercussions, the aftermath of an employee’s deceit prompts reflection on the organizational culture and management practices. It serves as a reminder of the significance of cultivating an environment where honesty is encouraged and rewarded. Employers may need to reassess their communication channels, feedback mechanisms, and conflict resolution strategies to prevent similar incidents in the future. Furthermore, investing in training programs that emphasize ethical behavior and integrity can help reinforce these values among employees, ultimately contributing to a more resilient and trustworthy workplace culture.
Be accurate, be safe.
The Third Bugle 