“I learned more from the worst officer I ever had than the best officer I ever had.”

Most firefighters, whether paid or volunteer, can relate to this statement.  While no one is perfect, the following paragraphs provide a list of traits that commonly associated with an unsatisfactory officer.  I hope when you have finished reading this article, you will have compiled a mental list of traits that you have witnessed and do not wish to emulate.

Traits of bad officers include: 

A demonstrated a lack of concern for others.  In other words, “It’s my way or the highway.”  A general lack of concern is usually most evident in the treatment of subordinates.  Their actions can be summed up as “I have the authority (the gold badge), and you do not.”  This lack of caring may also surface in actions displayed away from the station. Have you ever been publicly embarrassed at an emergency scene by the actions of your officer?

A negative image in appearance.  Their appearance can range anywhere from slightly disheveled to downright dirty. Items of personal hygiene, failure to follow grooming regulations, and attention to uniform do reflect on not only the individual, but on the department as well.  What kind of image does this portray to the ranks and the public?  Is this officer setting a good example for his or her subordinates?

Poor station habits.  This trait somewhat aligns with the preceding one.  Have you ever followed a shift that left the station and/or rig in a complete mess? When confronted, the prevailing attitude is most often summed up as, “We didn’t find it perfect, either.”  The cycle is perpetuated, causing further discord in the department.

Unfairness. They often favor individuals in the distribution of station assignments and duties, while others are singled out for less than glorious details. An excellent leader will consistently follow organizational policy and treat everyone as fairly as possible.

A lack of integrity.  They display little or no consistency and will tailor every effort to their own benefit.  They usually take credit for success and will not hesitate to blame subordinates for failure. Management problems are often ignored or put off on the next available officer. This leads to a general lack of distrust and perpetuates the “us vs. them” mentality.

A lack of emergency scene skills.  Many officers seem to excel at management techniques that would work well in the penal system. They strive to thwart creativity and input until you are on the scene and things are quickly going down the toilet. Then, and then only, is your opinion worth anything.  This type of officer is not only inept, they are also a safety hazard.

A negative attitude about training. Some officers do not fully support training efforts and may never personally participate. They are usually against forming teams that require new areas of expertise. They may occasionally refer to the “the good old days” when an occasional fire was all that was expected.  The overall mission of the fire service continues to evolve and training is an integral part of this evolution.

Critical of the department.  Instead of defending and trying to work for the betterment of the department, they often take the more popular stance of bashing the chief.  This is not the mark of a satisfactory officer. In reality, most do not fully realize the daily complexities of being a fire chief.   

Lacking in motivation. It common to hear this type of officer say, “Put me in a slow station and leave me alone.” Out of sight, out of mind.  This is typically what happens when an officer is lazy or has a perpetual bad attitude. A better action might be to put them in the thick of it where they’ll sink or swim and maybe even become motivated.

Critical of change. Comments like, “Why are we doing this?” can be expected from the ranks but not from the officers. A positive answer should explain that in order to grow, change is necessary.  Many officers are content to go about business as usual.  A fire department will never grow if it goes about business as usual.

Everyone, especially those of us in fire service leadership, influences someone, somehow and somewhere every day. We are not always aware of our impact.  In the fire service, our actions – both spoken and unspoken, are always noticed and subject to scrutiny.  How will you be remembered?


Dave Murphy retired as an assistant chief with the Richmond (Ky.) Fire Department and currently teaches in the Fire and Safety Engineering Technology Program at the University of North Carolina at Charlotte.